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There are several core HR objectives including talent management, compensation, and benefits, learning and development, compliance and safety that most business leaders are familiar with. However, all too often, when reviewing critical objectives, employee communications is not one of them from the C-suite’s point of view. This is a serious oversight, and there is an abundance of data, and real-life case studies that support both the value and need for an effective communications strategy.
HR executives, then, must ensure that a well-thought-out employee communications plan is given the importance it deserves. How then to ensure employee communications is not only a core HR objective but that it is embedded in the overall business plan? This guide walks you through solutions to these key challenges.
Julie Cookson
President
In recent years, employee communicators have taken center stage, navigating through periods of uncertainty and redefining the employee experience in an era where the traditional “workplace” is evolving rapidly.
Artificial Intelligence (AI) is inescapable these days. You’ve no doubt heard a ton of noise around what AI—specifically generative AI—means for the future of work. Tools like ChatGPT for text generation and Midjourney for image generation are changing the way that people do their jobs.
Employee communications teams face several barriers that hold them back from making decisions on how to effectively reach their employees. Many of these barriers can be tied back to human behavior, the expectations of employees today, uncertainty in business, limited resources, and the fear of messing up. And often, these barriers prevent communicators from making the right decisions about communications strategy—or even making any decision at all.
