In the wake of the racial disparities faced by Black people, there has been a beautiful demonstration of organizational and individual allyship as we all work to end racism.

While this gives hope for an equitable future, this solidarity, compassion, understanding, and collaboration must continue for years to come for us to achieve a truly just society.

Contrary to the conclusions of the recent Commission on Race and Ethnic Disparities report, race is still a factor in the way people experience life in the UK in all aspects of society; in education, in healthcare; in the justice system, and in the workplace. 

This might be due to a myriad of factors including indirect or covert racism, unconscious or conscious biases. 

But there needs to be a genuine and thorough review to uncover these barriers to inclusion, together with dedicated action to eradicate racism in all its forms. 

While there has been progress made in the UK in the past few decades, we are still a long way from true equality and figures show that Black people are being impacted negatively.

The key to an inclusive culture for all employees: Inclusive communications

According to the recent MBRRACE-UK report, Black women are still four times more likely than white women to die in pregnancy or childbirth in the UK, but there is currently no urgent review or urgent action being taken to irradicate these disparities.

In the workplace, the Resolution Foundation found that there was an estimated £3.2 billion UK pay gap between people of color and white people. Again there seems to be a reluctance to address this compounded by the delay in mandating the ethnicity pay gap reporting

BITC Race at the Top revisited report, has noted that there are only 1.5% of Black people in senior roles within organizations, despite there being 69% of Black 16 to 64 year-olds in employment as stated in the UK Employment report on gov.uk published earlier this year.

There are plenty more figures that show a difference of experience and the barriers faced for black people as well as the multiple examples of anecdotal lived experience in the UK Black communities.

This is a multi-faceted and difficult issue that needs sustained focus with tangible action from organizations and everyone in the UK society to make big strides to be a fairer experience for all.

We must not lose the momentum we have garnered over the past year and we must continue to push for true equality for everyone.

This is why Black Leaders will facilitate a national annual Black Inclusion Week across the UK during the week of May 10th –  May 16th, 2021. Throughout the week you can engage in the debate about why it is important to continue the conversation around Black inclusion as well as hear from those that are leading at the forefront as we delve into the Black experience from various cultural aspects. 

The week is filled with dynamic events and activities, which aim to:

Be a celebration of Black people in the UK

Black Inclusion Week is an observance event that raises awareness of the importance of Black inclusion and creates a platform for change to enable true equality for people of African and Caribbean descent. 

This is an inclusive event for organizations, communities, educational institutions, and individuals of all ethnicities to take part.

It is important that we continue to have the conversation around Black Inclusion for years to come on this ever-evolving journey we are taking as a society and ensure we deliver the changes that will make a difference.

You can find out more about Black Inclusion Week 

Why it is important to continue the conversation around Black Inclusion

The concept of the virtual team can be both a blessing and a curse. On one hand, the scope of setting up a diverse and flexible super-group (say, the guitarist from Led Zeppelin, the drummer from The Beatles, the bass player from Black Sabbath, perchance?) with an array of honed skills and specific talents may seem like a dream scenario. 

But the reality of managing such a diverse range of individuals can often be a challenge fraught with personality conflicts and missed deadlines at best, especially if the group is not pulling in the same direction. Thankfully, there are a number of strategies on hand to help you out.


Digital engagement strategies for remote workers and furloughed team members

What it means to be part of a virtual team

Virtual teams are here to stay. As Assul Miguel writes, “

Remote work is a tool which enables companies to remain competitive in an intensely globalized environment. At the same time, this carries its difficulties and fields of opportunity

The reality of managing a cross-culture, multi-time zone band of individuals can seem like an impossible task, but what it really boils down to is an understanding of the team as a whole and the forces that both drive and diminish the individual in what can become an isolating workspace experience.

Some of the pitfalls that dog effective management of such teams can be, but are not limited to, the following three areas:

Needless to say, this can be problematic, and the effective management of such a team can come with its own set of challenges. We can look to Experteer for a real-world example.

 found that in the virtual workplace decisions take longer to make, the absence of visual cues makes it more difficult to collaborate, and building team trust is difficult. The survey also identified working across time zones as one of the biggest hurdles facing corporate employees.”

What we can take away from this is that A, people work harder and smarter when they feel like they are part of a valued team, and B, that the team is only as good as the sum of its parts – those parts being equally valued individuals. 

What makes the individual feel valued, vital, and relevant, is the ability to be able to contribute to the free exchange of ideas across the pay grade spectrum on an equal and fair playing field. Opinions should be encouraged and alternative points of view should be heard in order to promote a harmonious, free-thinking environment in which a team can flourish. This could be achieved by implementing the following methods of team management:

Encourage re-analysis and experimentation via group brainstorming sessions to re-examine methodology in relation to the pursuit of individual and team goals, where opinions are heard and given credence.

Set out a time management plan so that everyone is on the same page. Remember to include appropriate response time guidelines with an eye toward time-zone variances across the board, making sure that the whole team is aware of this.

Coordinate core contactable hours to ensure deadlines are met and the team is up to speed with not only the overall goal but individual responsibilities towards that goal.

At the end of the day, a team is only as strong as its members.

While cohesiveness builds gradually in face-to-face teams, virtual teams often feel like no more than globally dispersed individuals working on the same project. It’s difficult to build an ‘all for one and one for all’ spirit via disjointed emails

To effectively combat this sense of disparity, you may want to invest in team-building exercises via global digital hangouts, encourage conference calls where all team members are present, and, perhaps most importantly of all, consider implementing one of the many social media apps that are available whereupon a closed group can be created explicitly to encourage social bonding – after all, every individual need their 'water cooler' moment, digital or otherwise. 

A virtual hangout at this stage could be seen as something of a necessity. When creating this type of closed group it may be helpful to consider that:

Encouraging accessible user profiles for each member of the team, stating common interests and likes including film, television, music, and literature can lead to frequent and less anxious ice-breaker moments.

Getting into the habit of posting leading questions, with one eye towards the optimistic, may help encourage and reinvigorate debate.

Above all else ensuring a friendly, informal attitude persists in these digital domains may be your number one priority. This is as much a 'staff room' as it is an ice-breaker, after all.

Successful management of a flourishing team relies on respect, trust, and communication. Knowing your team inside and out can be a constant challenge across a digital workspace, but it can be a great benefit to managers and team leaders alike when considering which approach to adopt in the pursuit of crafting a well-thought-out and balanced environment for the team to succeed.

And so, with this in mind, we can glance towards the realm of psychology for advice and guidance, starting with Shahram Heshmat, Ph.D. who writes,

Identity is never “final” and continues to develop through the lifespan.

 and reduces depression and anxiety. When people are doing what they think they should be doing, they are happy.”

Being able to consider not only the overall identity of the group but being conscious of the identity of each individual member within the group is a likely model for success. 

As people, our identities are created and affected by internal and external stimuli, and a key fact for managers to be aware of when physical face-to-face interactions are not an option is the way in which our written words and virtual correspondence impact and influence the remote worker.

What is needed for effective virtual teams?

In order for a virtual team to operate effectively, there must exist a certain level of trust between its members. When individuals are spread out across different locations, and often different continents, it is difficult to keep up regular and efficient communication. 

This lack of connection and access to regular updates can jeopardize the level of trust between teams, ultimately affecting the standard of their work.

When it comes to building trust, it’s important to realize that this is not something that happens overnight but is instead the result of a joint effort from team members to reach out and build relationships with each other no matter the distance between them. 

By getting to know each other on a personal level, and making an effort to communicate more through the platforms available to them, team members will come to understand that they can rely on each other to reach shared goals and objectives.

One of the major keys to success when it comes to managing a virtual team lies in finding ways to collaborate effectively despite geographical divides. Software tools are a great option to aid virtual collaboration and make it easier for remote teams to work alongside one another. 

By implementing project management software, team members will be able to keep a close eye on what tasks are being completed by others in the group. This makes it easy to work on shared projects without there being any overlaps and allows each individual to play to their own strengths.

Any capable team leader understands the importance of ensuring each member of their team is engaged in their work. When employees feel as if contributions are not valued and appreciated, it will be evident in the standard of their work. Leaders must help them understand that the work they do is important and of value to the team.

Once each person sees that what they do plays a part in the team’s overall success, it will motivate them to continue to work hard and improve their overall engagement, motivation, and sense of job satisfaction. Furthermore, teams that possess engaged employees consistently perform better, leading to high profitability and retention.

Keeping open lines of communication is essential for virtual teams to overcome the physical distance between them. Thankfully, in the digital era, there exist endless ways for workers to keep in regular contact with one another.

By utilizing IM messaging services, team members can communicate in real-time to discuss project details, collect information, or provide important updates. Video meetings are also an effective way for remote teams to stay in contact with one another, and work great for one-on-one meetings or team building activities. 

In certain situations, where virtual workers are located in the same city or area, it can be beneficial for leaders to organize a kickstart, face-to-face meeting for team members to get to know each other in person before they begin interacting virtually.

Lower office costs – Remote working allows leaders to save on office costs such as rent, electricity, computer equipment, etc.

 – When leaders have the option of hiring workers from anywhere in the world, it opens the door to a much wider talent pool. It also provides the opportunity to offer potential recruits higher salaries or incentives as a result of the money being saved on running an office.

 – Many workers enjoy the benefits and flexibility that come with working from home, and having the opportunity to do so will make them satisfied to remain in their current roles.

 – Depending on the location they live in, employees with the same capabilities and skillset can demand significantly different salaries. Being able to hire employees from destinations with low costs of living, is an effective way for leaders to cut back on expenses.

 – Not having to drive to work every day or spend endless hours on public transport is not only a major benefit for employees but for the environment.

 – With flexible working, fewer office distractions, and reduced travel times, remote employees have many reasons to be more productive than those based in the office.

 – By recruiting remote employees in multiple locations or areas they wish to expand to, companies have the ability to easily access new markets, without having the costs associated with opening a physical working space.

 – By hiring employees from different time zones, organizations can allocate shifts that cover an entire 24-hour period, greatly increasing the amount of work that can be completed in a standard working day.

: “One day, offices will be a thing of the past” and it appears he was on the right track. In an increasingly modern and globalized world, virtual teams have become a way of life. However, the running of this type of team does not come without its fair share of challenges, and issues regarding culture, coordination and communication are common problems that must be addressed by team leaders.

To succeed in managing a high-performing virtual team, leaders must work hard to create open lines of communication, assign clear roles and responsibilities, and let every individual know that their input is appreciated and valued. 

Without taking this action, leaders run the risk of having a team of unmotivated and isolated employees, out of touch with the team's goals and objectives. Nevertheless, by taking appropriate action, leaders will reap the benefits of managing a virtual team such as saving on employee and office costs, having access to workers from all over the globe, and possessing a strong workforce of engaged and satisfied employees.

Challenges of managing virtual teams

We live in a world where social responsibility is a critical factor in how employees choose where to work and where consumers decide to spend their money. Understanding the impact they have on the world around them has never been more important for large corporates. 

But more than that, in order to stand out in a positive light, they need to implement and commit to a program of social responsibility activities.

The nature of CSR has evolved, it is now more than simply giving to charity; it has become an integral part of how organizations run their business and focus on consumers' perceptions of company governance, the company's positive influence on society, and how it treats its employees.

8 Steps to better employee communications in a crisis

Each year Boston-based Reputation Institute releases its list of the 

 The findings are based on 170,000 ratings from interviews with the public in 15 of the world's largest economies. In 2017, Danish firm Lego was named the world's most responsible company. 

The public believes the company behaves ethically, conducts business fairly, operates transparently, protects the environment, and supports worthy causes. 

In particular, the company was highlighted for its top-down approach to CSR activities: a key factor in ensuring that CSR is taken seriously throughout an organization. Microsoft and Google rounded off the top three.

It's clear why corporate social responsibility is important to organizations: it enhances public trust; it makes an organization a more attractive prospect for employees, particularly Millennials; it leads to more engaged employees, and let's not forget that engaging in CSR and becoming a responsible business can have a positive impact on an organization's bottom line.

But does Corporate Social Responsibility have a positive impact on society itself?

research paper by Ross School of Business,

 it depends on the ownership type, specifically, whether a company is publicly or privately owned. Publicly listed companies have a responsibility to shareholders, which can lead to discontinuing CSR activities if the activities are at odds with shareholder expectations. 

That being said, it's difficult to ignore so much of the positive work many multinational firms do for societies around the world.

 highlights 20 of the top corporate social responsibility initiatives in 2017. The post outlines the Ben & Jerry's Foundation, which awards over $1.8 million each year to fund community action and societal change; the fact that Bosch devotes 50% of its research budget to developing technologies focused on supporting conservation and environmental protection; Starbucks' plan to hire 10,000 refugees across 75 countries in the next five years; and Levi Strauss' Water Less program, which significantly reduces water use in manufacturing, by up to 96 percent for some of its styles.

These are just a few examples of the positive impact these large corporations are having every day on society, whether it's by donating to needy causes, supporting environmental changes, or developing programs to help people from developing countries.

But CSR isn't just something practiced by large corporates and isn't always something that's publicized. Many firms work on their own corporate social responsibility plans by improving the lives of their employees through healthy initiatives or organizing fundraising events to benefit local charities. Though smaller in scale, these CSR programs are no less impactful and can have a hugely positive effect on staff and local communities.

It's clear that a truly effective CSR strategy cannot be just a tick the box activity. It's a case of walking the walk and not just talking the talk. Senior management buy-in is essential and that enthusiasm will filter down and have a wider impact on the general workforce.

A simple way to ensure any CSR activities are promoted and adopted by as many employees as possible is to include details of any programs, fundraising plans, and wellbeing initiatives via the 

Keep employees up to date on outcomes from any CSR activities with videos or snappy articles and make sure to send these updates out regularly.

Benefits of corporate social responsibility

How a company chooses to treat its employees plays a significant role in its overall success. If employees feel unappreciated and believe they are simply a means to an end for their employers to make money, it will greatly affect the standard of their work. 

On the other hand, employees who feel that the work they do matters and that they are a valuable asset to their employers will naturally feel more motivated to do their best to help the brand succeed. Offering employees opportunities to volunteer in the community during regular office hours is a great opportunity for personal growth and development.

Always remember that when employees are active in the community, they are acting as brand ambassadors for the business. How employees feel about their company will be evident in their interactions with the general community. This is why brands that hope to have a positive reputation must strive to have enthusiastic and satisfied employees.

In the world of modern technology, those organizations associated with corporate responsibility are gaining fast praise and recognition for their contributions. When local communities witness companies making an effort to help out in one way or another, it greatly aids those companies in receiving a positive reputation and an increase in business.

Any business seeking to obtain loyal customers must understand that customers are loyal to brands that share a set of corporate beliefs and values that align with their own. 

, who have been the largest generation group alive in the U.S since 2019, prefer brands that center upon authenticity, local sourcing, ethical production, a great shopping experience, and giving back to society. CSR programs are an opportunity for organizations to display their corporate values and reach those customers who share a similar set of ideals.

Another benefit of CSR initiatives is that they work as a way to encourage and restore lost motivation in employees. Through social involvement, workers are motivated to participate in company discussions and put forward any ideas, thoughts, and opinions they have. 

This input will be extremely useful for organizations when it comes to problem-solving and the creation of new products and internal processes. Allowing employees the freedom and support to speak up and offer new viewpoints allows them to feel a greater sense of belonging in their roles, and encourages them to find new and innovative ways to carry out their jobs.

What is an example of social responsibility?

With the powerful influence of being one of the most well-known toy companies in the world,

 to encourage children, through the use of their products, to understand the importance of fostering a healthy planet. After making a powerful promise to reduce its carbon footprint, Lego became the first toy company in the world to receive a World Wildlife Fund Climate Savers Partner.

Lego displayed its commitment to the environment by announcing its plans to use only environmentally friendly materials to produce all of its core products and packaging by the year 2030. 

The company has already taken numerous steps to make this goal a possibility, including shrinking their box sizes by 14 percent and opting to use a certain amount of sustainably sourced materials for their signature building blocks.

Possessing 380,000 team members worldwide, Hilton stands out 

for providing a consistently positive experience 

for its workers—no matter their job role. From front-line, hourly staff all the way up to its executives, Hilton holds the powerful motto, Hospitality For All. 

The company understands the value of its employees and accepts that any interaction between frontline staff and customers has a significant impact on the overall customer experience. Hilton recognizes that a significant amount of its success can be found in the way it treats its employees, and as many as 

of the company have said that it is a great place to work.

Worker Well-being initiative (Levi Strauss & Co.)

In 2011, the renowned fashion brand Levi Strauss and Co. launched an initiative known as Worker Well-Being (WWB) with the goal of creating a more sustainable supply chain.

, the brand states that: “Worker Well-being initiatives can increase the quality of life of workers and translate the benefits of healthy and happy employees into meaningful business impacts.” Since this point, Levi has branched out with 

this initiative into 17 countries, impacting 190,000 workers,

 representing 65 percent of the company’s production volume.

Coffee and Farmer Equity (C.A.F.E.) Practices (Starbucks)

According to the coffee giant, their C.A.F.E practices

 were launched in 2004, in collaboration with Conservation International, as a comprehensive set of social, economic, environmental, and quality guidelines that dictate how coffee should be ethically sourced.

 suppliers must meet in different aspects of their operations, including:

This particular set of standards are upheld across all Starbucks suppliers, in addition to 99 percent of the brand’s coffee beans now being ethically sourced.

and being conscious of the social, cultural, and environmental consequences of their business practices, organizations will reap benefits for both themselves and the wider community. 

Although CSR initiatives play a role in a brand’s marketing and advertising, these initiatives should be true to a company’s values and message, and never be just for show. Businesses that disregard the importance of CSR run the risk of receiving a bad reputation, which can lead to a loss of customers and financial difficulties.

The importance of CSR is especially apparent in today’s world where consumers want to spend their money on products and brands that follow ethical practices, or whose values and actions align with their own personal beliefs. 

Due to this, CSR is not merely a business trend but rather something that is going to be important for a long time to come. By making CSR a priority, brands will not only be working towards building loyal customers and a successful business they will also be contributing towards something that will help others and have a positive impact on the world in general.

The importance of corporate social responsibility to society

As the business world adjusts to the next stage of the COVID-19 pandemic, one can see the “next normal” beginning to emerge: a workforce that’s a mix of employees who come into the office and those who choose to work from home.

This new dynamic will especially demand leaders to apply soft skills – the most important being adaptability and communicators to convey these skills broadly. 

More than ever, leaders and communicators will need to be flexible, because nobody knows exactly what the future holds. What key elements of adaptability will help you and your team’s health and success? Read on.

How to coach your leaders to ace their communications

When the COVID-19 crisis hit, organizations faced a situation that they had never encountered before. In many situations, leaders, aided by internal communicators, rose to the occasion, supporting employees as they faced physical and mental health challenges, family issues and isolation.

This higher awareness for the wellbeing of employees was also accompanied by a breakdown of hierarchies. On Zoom, employees saw their leaders operating from spare bedrooms, kitchen tables and attics, joined by cats, dogs and children. Similarly, the mode of dress chosen by leaders relaxed, just like their teammates.

This decrease in visible hierarchy will likely continue in the “next normal” both because of the COVID experience and the influence of mores from millennials and Silicon Valley. Besides these cosmetic changes, there are some tangible qualities which adaptable leaders should demonstrate as they interact with employees.

However, there is an essential role that internal communicators can play. They help adaptable leaders show their true colors.

First, they need to be on the same wavelength as those communicators to understand their true nature.

Second, they need to craft communications which highlight the best characteristics of adaptable leaders. Third, they need to use a wide range of channels to spread those messages, whether it is communications such as email, speeches, contributions to yammer groups, etc. Internal communicators ideally should convey the following qualities that an adaptable leader possesses:

 Leaders will need to summon their courage to help their teams cope with a more fluid environment. They’ll need to show their mettle to develop creative solutions to new problems and reassure employees about the positive future for the organization as it weathers uncertain times.

Leaders will also need to show courage in how their company responds to societal issues that are meaningful to employees given the increasing focus on this area. 

Finally, leaders are going to need to be brave to honestly convey challenges in the early experimental days of the return.

 This is true for several reasons. First, the way companies have communicated with their employees, vendors and partners during the pandemic has been more open and less hierarchical than ever before.

This has extended from the CEO down. Second, given the fact that people do not actually know what the future holds, it will be important to win the trust of your team to explain the challenges and opportunities that a specific situation holds. Finally, being transparent requires a leader to show their humanity, such as sharing their true emotions or relevant personal stories.

This quality is part of an adaptable leader’s power both because many elements of hierarchy were wiped away during the pandemic and because of the needs of an unsettled workforce. The days of a slick, ersatz, distant leader have faded.

Leaders today must be accessible and on the same wavelength as their team. One leader we work with uses podcasts to more effectively connect with his employees. Leaders like that frequently enlist internal communicators to persuade and lead people. Similar to transparency, an approachable leader needs to reveal their personal vulnerability as a signal to their teammates.

 An adaptable leader needs to be empathetic. The pandemic has taxed people’s mental and emotional health. Some have lost relatives, friends and co-workers to the virus and are understandably grieving.

Others have shouldered an inordinate amount of work (both professional and personal) and are exhausted. Some employees are apprehensive of what the future holds professionally. An adaptable leader demonstrates that they value the feelings of their teammates and care about helping them to return to normal.

An adaptable leader also recognizes the sacrifices and contributions that their team has made during this challenging situation, to applaud their diligence, determination and commitment. 

Employee Engagement and Retention Report* 

said that 52% of workers are considering looking for a new job as things return to “normal,” this empathy and appreciation may significantly reduce turnover.  Clearly, this skill may yield more returns than all the others combined. 

As they face the “next normal”, leaders will be buffeted by more challenges.  

If they can rise to the situation through bravery, transparency, approachability and empathy, they will enjoy an adaptability which will help them position their employees to adapt as well. 

Internal communicators play an enormous role in conveying those leaders’ qualities to employees, whether formally or informally. Ideally, these communicators can accurately translate the qualities of an adaptable leader to craft authentic communications that have the greatest impact.

https://www.achievers.com/resources/white-papers/workforce-institute-2021-engagement-and-retention-report/

Here’s how Internal Communicators can help adaptable leaders show their true colors

You already know that creating a high-quality newsletter your readers will look forward to is a tall order, but did you know that the way you organize your publication from the very start has a huge impact on its success?

Here are five straightforward, easy-to-follow things you can do to help ensure the newsletter you create will be successful.

How to improve employee newsletter open rates and drive engagement

Engaging content that's easy to read is a must, which is why we've written previously with advice on what content you can include, from company FAQs to housekeeping updates like how to reserve meeting rooms. 

Your readers want predictability, so decide which type of content you will include and stick to that format in each issue. You don't want readers searching for "Meet the Team" (news about staff changes is often a perennial favorite, only to find it's missing in this issue.

Fast Company urges organizations to remember the big three of a 

 it should be "mobile-first, simple and skimmable". Assume recipients will read your newsletter on mobile, and make sure your newsletter template is responsive, adjusting content layout for different mobile devices. 

Even in a corporate environment, where IT has some control over device type, there can be a huge variety, so check how your content looks across devices. 

 too, to see the percentage of users reading on mobile and device types used. Facebook now gets more than 90% of 

 and defines itself as a mobile-first company -- proof, if it were needed, that we should all be doing the same.

We're skipping overwriting the content (you'll find creative ideas 

on content creation for your newsletter here

) and going straight to delivery. Here's where you need to slow down and make sure you groom 

, from your eye-catching subject lines to your clear calls to action. 

Get creative with the text on clickthrough links: instead of "read more," why not customize the clickthrough prompt per article, such as "Meet [name] here" on the clickthrough that leads to the profile of a new team member?

View your newsletter across email clients

It can be a shock to create your newsletter in Word and discover the content looks utterly different when you view the newsletter in Gmail. 

Some email clients can change the font, and graphics can be stripped out, which means it's never a good idea to put text on top of an image if the text is essential for the reader to understand the article. 

Leaving plenty of time between the finalization of content and delivery day gives you the luxury of viewing the content across all the different email platforms your readers may be using – time well spent to ensure your hard work isn't lost.

This is key. Many a newsletter has begun in a flurry of good intentions and ample content, only to fizzle out after issue 2 or 3. Do not let your delivery schedule slip. Regular, no-fail delivery of your internal newsletter is part of an overall, well-built internal communication strategy, which commits the organization to keep all stakeholders informed, whether they are in senior management or on the front line with clients.

 has great food for thought on this: in this age of social media, every employee is a potential brand ambassador, so why not ensure everyone's on the same page with regular, clear, and reliable communications? 

Do whatever it takes to hit that delivery schedule, and look for ways to ease the burden of content creation and layout -- tools 

 can help, making it faster to generate each new issue.

Any newsletter that is going to appeal to readers and receive their approval requires a header. When designing your header, make sure it includes a title, along with your company name and logo. Once you’ve decided on the header design, you should consistently use the same one for every new edition of the newsletter you create.

A good idea to make your newsletter more aesthetically pleasing is to choose colors that match your company logo. Incorporating these colors throughout your newsletter will make it more original and unique to your organization. 

The color scheme can be utilized in the fonts, borders or anywhere else you see an opportunity.

When deciding on the font for your newsletter, it is important to keep in mind that clarity and practicality are most important. You should always opt for easy-to-read fonts such as Times New Roman, Arial, or Calibri. 

When deciding on what fonts you want to use, try not to pick more than two. It is also important to be consistent and use the same fonts in every edition of the newsletter you send out.

A professional-looking company newsletter will include several different pieces of content, separated by subheadings, similar to a regular newspaper. These subheadings should be smaller than the header at the top of the newsletter, but larger than the main text.

Incorporating images throughout your newsletter is a great way to catch the audience’s attention and draw them closer to the message you are trying to convey. These images do not have to be taken by a professional and can simply be snapped around the office with a smartphone or digital camera. 

For example, you may use an image of an employee for a spotlight piece, or include a picture of your newest product to share with readers.

If your business does not have a lot of opportunities to include new images in every edition, then you might want to consider using simple graphics or investing in stock images that you can add where appropriate.

What makes Poppulo an effective program for creating a newsletter?

Poppulo is an all-in-one service to help 

create your company newsletter as it provides:

 – Poppulo’s professionally designed templates are ideal for providing your newsletters with an effective layout that will command audience attention and help bring your brand and message to life with maximum impact.

 – Poppulo’s analytics provide you with a straightforward method of measuring the impact of your company’s newsletter, by offering insight into how your readers are responding to it. With this information at hand, you can determine how effective your current approach is, and decide if any changes need to be made to your newsletter’s content or design.

 – Poppulo’s Mobile App offers an easy way to keep readers up to date with your latest newsletters, or any other content you may be putting out. Creating newsletters that are mobile-friendly and interactive will make it simple for readers to connect with your content through the use of the app.

 - Poppulo offers the opportunity to make your newsletters interactive and opens the door to two-way communication by making it possible to incorporate pulse surveys and polls for your readers to respond to.

To create a successful newsletter, there are a number of factors you must take into consideration. To begin with, it is vital that you are clear about the type of content you want to include in your newsletter and then stick to this type of content with each new edition you create. 

You must also learn to keep to a consistent delivery schedule and ensure that every company newsletter sent out has a professional and clear layout. By putting out high-quality newsletters, you provide your readers with the opportunity to obtain all the news they require without having their inboxes inundated with numerous messages and emails.

When creating your newsletter, it's important you work hard to ensure it is not only visually appealing but that it effectively communicates your brand’s ideas and messages. Most importantly, always keep in mind that the overall goal is to succeed in creating a newsletter that your readers look forward to receiving.

How to create a newsletter in 5 steps

The employee newsletter seems like an obvious way to connect all employees with the company news and keep them up-to-date, no matter where they are.

But when the average employee receives approximately 

 how can your newsletter stand out from the noise in their inbox?

Here are four key ways to take your employee newsletter to the next level and drive higher engagement.

The very first thing a reader will see when an email lands in their inbox is who the message is coming from, what the subject line is and then a teaser of the content.  So are you making the most of these three critical elements within your newsletter?

All Articles

The best on employee communications delivered weekly to your inbox.

Cookies preferences

Manage consent preferences