Whether you’re looking for valuable lessons or fresh insights, the best internal communications (IC) and employee experience (EX) ideas come from real-world experiences and meaningful conversations with other passionate professionals and industry leaders.

That’s why attending industry events is so important. It provides the perfect setting to engage with experts, exchange ideas, and discover innovative strategies. These events help elevate your career while bringing fresh perspectives and actionable insights back to your organization.

IC and EX events are more than just a chance to attend educational content sessions. They’re an opportunity to connect with peers, learn from thought leaders, and discover new tools and strategies that can elevate your career.

Whether you’re aiming to increase your influence within your organization, adopt new technologies, or expand your professional network, these events provide the platform to achieve those goals.

What to expect at IC and EX events

Talks from industry leaders

Attending IC and EX events offers valuable opportunities to learn from industry-leading voices. Insights from thought leaders on emerging trends and key topics can provide a deeper understanding of how internal communications and employee experience approaches are evolving.

These sessions not only offer actionable takeaways but also help attendees anticipate future challenges and opportunities within their organizations. By gaining new perspectives, participants are better equipped to drive innovation, enhance employee engagement, and implement strategies that align with the evolving needs of their workforce.

Seminars and workshops

Seminars and workshops are a key feature of most events, offering opportunities to explore specific topics in more detail. These sessions are typically hands-on and interactive, allowing participants to actively engage with new strategies and tools. Whether you’re exploring the latest approaches to employee engagement or discovering innovative communication platforms, these seminars provide practical, real-world takeaways.

Attendees leave with skills and insights they can immediately apply to their roles, empowering them to drive positive change within their organizations and stay ahead of industry developments.

Roundtables and panel discussions

Roundtables and panel discussions offer a different kind of value compared to talks and workshops. While talks provide structured insights and workshops focus on practical skill-building, roundtables create space for organic conversations. These discussions often unearth issues and approaches in a more dynamic way, allowing participants to explore challenges and solutions that might not surface in more formal settings.

By engaging directly with peers, attendees can connect on a deeper level, share diverse perspectives, and collaboratively uncover strategies that align with the evolving needs of internal communications and employee experience.

Networking opportunities

While the educational content is undoubtedly valuable, the networking opportunities often prove to be the most transformative aspect of these events. Attending an IC or EX event connects you with like-minded professionals, from peers to senior leaders across the industry.

Whether it’s over lunch, at a social gathering, or during a breakout session, the chance to exchange ideas, share experiences, and build meaningful relationships with others in your field is an invaluable career asset. These connections can open doors to new opportunities, collaborations, and long-term professional growth.

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The career benefits of attending IC and EX events

Learning from industry leaders and peers

One of the most immediate benefits of attending these events is learning from others. Internal communicators who attend can access fresh ideas and innovative approaches from industry-leading organizations and experienced peers. For instance, an event might introduce you to new strategies for increasing employee engagement, managing change communication, or aligning communication efforts with broader business goals.

Being exposed to a variety of case studies, success stories, and challenges from your industry means you’re constantly learning and improving your craft. This learning extends beyond the formal sessions too—casual conversations with peers during breaks or social events can provide unique insights that you might not find in a formal talk.

Discovering new tools and technologies

Staying up to date with the latest technology is vital for internal communicators. IC and EX events often feature vendors who offer practical demonstrations of tools designed to enhance employee communications and engagement. You might come across new platforms for managing remote teams, advanced employee feedback tools, or cutting-edge communication apps that streamline internal processes.

Learning about and adopting the right technology can not only make your job easier but also position you as an innovator within your organization. Introducing effective tools can help your company improve its internal communication strategy, which in turn can boost your credibility and career standing.

Increasing your leadership visibility

Internal communications professionals often struggle to get recognized as strategic partners by leadership. However, many IC and EX events offer sessions focused on leadership communication—how to improve it, manage it, and align it with overall business objectives. These sessions give you the knowledge and tools to communicate more effectively with senior leaders and make a stronger case for the value of internal communications in driving business success.

By applying these strategies, you can demonstrate to leadership that you’re not just a tactical executor but also a strategic partner who can help guide the organization’s communication efforts. Increasing your visibility within leadership circles can open up more opportunities for career advancement.

Expanding your professional network

Building a robust professional network is essential for career progression, and attending IC and EX events is one of the best ways to broaden that network. These events are attended by professionals at all levels, from entry-level communicators to senior leaders. By engaging in conversations, sharing ideas, and exchanging information, you’ll build relationships that could lead to future collaborations, partnerships, or mentorships.

The expanded network also means staying in-the-know about industry developments. Having contacts in different organizations allows you to keep your finger on the pulse of what’s happening in the internal comms world, giving you an advantage when it comes to spotting trends and staying ahead of the curve.

Discovering job opportunities

Not only can networking at these events help you keep up with industry trends, but it can also open doors to new job opportunities. Many IC and EX events include recruiters or hiring managers, and being in the right place at the right time can make all the difference. Even if you’re not actively looking for a new position, growing your network means you’ll hear about openings that might not be advertised publicly. Plus, a strong network makes it easier for others to recommend you for positions when the time comes.

The benefits of speaking at an event

While attending events can offer numerous advantages, there’s another level of career growth available if you’re willing to take the stage as a speaker. Here’s why you should consider it:

Enhance your personal brand

Speaking at an IC or EX event is an excellent way to establish yourself as a thought leader in the industry. When you share your knowledge, insights, and innovative ideas with others, it boosts your credibility and reinforces your expertise. Over time, this can help build your personal brand, making you a go-to person in your field.

Networking with decision-makers

Speakers often have additional networking opportunities that regular attendees may not have. By being on stage, you immediately position yourself as an expert, and other attendees, including decision-makers and senior leaders, may seek you out for conversations or future opportunities. You’re no longer just someone in the crowd; you’re a recognized voice.

Showcase your expertise

Speaking at an event gives you a platform to showcase your unique expertise, skills, and successful projects. This can set you apart from your peers and help you demonstrate the value you bring to your organization. Plus, it’s a great opportunity to highlight the innovative approaches you’ve implemented in your workplace and bring attention to how they’ve driven success.

Boost your career growth

Being a speaker enhances your professional reputation, making you more attractive for promotions or new opportunities. When you’re seen as a thought leader and expert in your field, senior leaders within your organization may be more likely to consider you for leadership positions or strategic roles. External opportunities may also arise as a result of your visibility at these events.

Influence industry practices

By speaking at an event, you have the chance to shape the future of internal communications and employee experience. Your ideas and insights can inspire others in the field, and you may even set new trends or best practices. This influence can further cement your role as a thought leader and innovator in the industry.

Gain feedback and learn from others

One of the less obvious benefits of speaking at an event is the feedback you receive. After your presentation, attendees may approach you with questions or suggestions, offering you new perspectives on your ideas. This can help refine your strategies and improve your work moving forward. It’s also an opportunity to learn from others by engaging in discussions sparked by your presentation.

Increase recognition for you and your organization

When you speak at an event, both you and your organization benefit from increased visibility. It’s a form of recognition that can elevate your personal reputation while also highlighting the great work being done at your company. This can lead to further speaking opportunities, as well as recognition within your organization for being an effective ambassador.

Boost your confidence and public speaking skills

Public speaking is a skill that many professionals work to improve over time, and presenting at an IC or EX event is a great way to build that skill. The more you speak, the more confident you become, which can positively impact other areas of your career. Improved public speaking can lead to better leadership communication, more effective team management, and stronger presentations in front of senior executives.

IC and EX events to look out for in 2025

If you’re looking to grow your career in 2025, below are some notable events to look out for in 2025 that offer opportunities to learn from experts, discover new technologies, and expand your professional network.

These events provide valuable insights into the latest trends in IC and EX, equipping you with the tools to advance your career and shape the future of workplace communication.

From Day One Live

From Day One brings together speakers from across the enterprise to discuss everything from corporate social responsibility to human resources. Its events facilitate people-focused conversations that promote real, actionable ideas for and from executives, civic-leaders, authors, and journalists across the country.

Annual Strategic Internal Communications (West)

An event for strategic internal communications professionals in the western United States, this conference focuses on developing and implementing effective communication strategies that drive business results.

Gartner Digital Workplace Summit

The Gartner Digital Workplace Summit 2025 is organized to help digital workplace leaders tasked with enhancing digital employee experience, leveraging GenAI and improving technology adoption.

Intra.NET Reloaded USA

This event focuses specifically on intranets and their role in employee engagement and organizational success. Attendees explore intranet design, development, and content strategies, and learn how to create intranets that align with business objectives.

Ragan Employee Communications & Culture Conference

This conference offers insights into the latest trends and best practices in internal communication and employee culture. Attendees will learn how to improve employee engagement, build strong company culture, and create a positive employee experience.

The Workplace Event

This comprehensive event explores a wide range of workplace topics, including HR, leadership, and employee experience. Attendees will gain valuable insights into creating effective workplaces that drive business results and employee satisfaction.

Employee Engagement Summit

This summit focuses on strategies to improve employee engagement and motivation. Attendees will learn how to measure employee engagement, implement effective engagement initiatives, and create a positive and productive work environment.

simplyIC

This event is dedicated to internal communication and digital workplace transformation. Attendees will explore the latest trends in internal communication, learn how to leverage technology to improve communication, and gain insights into creating effective digital workplace strategies.

Gallup at Work Summit

This summit offers insights into Gallup’s research on workplace culture, employee engagement, and leadership. Attendees will learn how to build high-performing teams, improve employee satisfaction, and drive business results.

IoIC Festival

The IoIC Festival is a global event for internal communication professionals. Attendees will have the opportunity to network with peers, learn from industry experts, and gain insights into the latest trends and best practices in internal communication.

IABC World Conference

This international conference brings together communication professionals from around the world to discuss the latest trends and challenges in the industry. Attendees will gain valuable insights into strategic communication, crisis communication, and digital communication.

Interact’s Communicate event series

To support IC and EX professionals with the tools, knowledge, and network to stay current and grow in their careers, Interact launched the Communicate event series.

In 2024, the series spanned key cities such as New York, San Francisco, Edinburgh, and Dubai, featuring leaders from top brands like Domino’s, New York Life, and Manchester City Football Club.

Attendees gained insights into cutting-edge communication strategies, improving workplace culture, and the latest industry tools, making it a can’t-miss event for IC and EX professionals.

With 2025 on the horizon, Communicate is set to expand even further, offering a platform for new ideas, fresh perspectives, and a deeper dive into the emerging trends shaping the IC and EX landscapes. While official dates and locations for 2025 have yet to be announced, Interact will update the events page with details throughout the year.

Communicate presents a unique opportunity to learn from industry leaders and real-world case studies, participate in hands-on workshops, and connect with peers in a meaningful way. Each event is designed to provide dynamic learning and collaboration opportunities that will provide new insights and actionable strategies for enhancing employee engagement, strengthening internal communication, and building a more connected workplace culture.

Beyond attendance, Communicate also welcomes professionals who want to share their expertise. If you have innovative ideas, proven strategies, or success stories to share, now is the perfect time to get involved. Speaking at Communicate not only enhances your personal brand but also allows you to influence industry best practices and inspire your peers.

We are actively seeking new speakers to join the event lineup for 2025—if you’d like to speak, please get in touch!

2025 promises to be an exciting year for the Communicate series, with even more opportunities for internal communicators to grow, learn, and connect. Whether you’re looking to attend or contribute as a speaker, this is your chance to be part of a global conversation on the future of internal communications and employee experience. Keep an eye on upcoming announcements and get ready to take your career to the next level with Communicate.

How to justify conference attendance (free template)

While attending IC and EX events can be a great way to expand your knowledge, network with key players, and bring fresh insights back to your team, getting the green light from your boss might require a bit of persuasion. Crafting an effective message that highlights the value of the event to both you and the company is essential.

Start by clearly identifying the event and explaining its relevance to your role or department. For example, you might mention specific sessions or speakers that will address current challenges the company is facing. Then, explain how the event will benefit the company, not just your own career development. Emphasize the opportunity to learn new skills, gather industry insights, or bring back information that can help improve your team’s processes.

Now that you’ve laid out the key points—what the event is, why it’s important, and how it will benefit both you and the company—it’s time to put it all together into a clear, concise email. Keep your tone professional yet enthusiastic, and make sure to address any concerns your boss might have, such as time away from work or the cost.

The goal is to make it easy for them to say yes by showing you’ve thought through the logistics and how the event aligns with the company’s objectives.

Key Points to Include

1. Event Overview: Describe the event’s relevance to your role and the company, emphasizing the practical takeaways.
2. Industry Representation: Highlight that major industry players and competitors will attend, showing its importance for staying competitive.
3. Specific Benefits: Explain how the content aligns with your current responsibilities and the organization’s strategic goals.
4. Cost and ROI: Provide a cost breakdown and explain the return on investment, including knowledge, tools, networking, and potential business leads.
5. Networking and Peer Insight: Emphasize that you’ll have the chance to network with industry leaders, decision-makers, and competitors, enhancing your knowledge and professional network.

Use our free template to help you get started.

Invest in your future at IC and EX events

Attending internal communications and employee experience events is a powerful way to advance your career. From learning new strategies and tools to expanding your network and increasing your visibility within leadership, these events offer numerous benefits that can help you grow professionally. And for those looking to take their career to the next level, speaking at an event can elevate your personal brand, enhance your credibility, and open up even more career opportunities.

Whether you attend, speak, or both, making the most of IC and EX events is a strategic investment in your future. If you’re ready to push your career forward, don’t hesitate—make these events a regular part of your professional development plan.

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In-person internal communications conferences and digital workplace seminars roared back in 2024. While we know that virtual gatherings have provided a powerful way for IC and HR professionals to connect over the past few years, 2023 showed that people get incredible value from some face-to-face time over a coffee or a Comms-mopolitan (yes, you read that right, our events featured some delicious comms cocktails).

Throughout 2023, we spoke to thousands of IC professionals at global internal communications conferences in the US, UK, and Europe.

We also created our own best practices seminar series that toured several of the world’s great comms capitals: London, New York City, Boston, and more. Hundreds of IC peers attended, and their feedback is everything.

“A great time in the city spent with a diverse group of talented comms professionals.”

Senior Employee Experience Manager, New York City 

“Inspiring day spent with IC experts from a multitude of industries, sharing the variety of challenges we face in modern day communication.”

Senior Communications Specialist, London

If you want a flavor of the type of exclusive events we ran, watch the video below. Don’t forget to bookmark the Interact events page so you won’t miss out on the even bigger plans we have for 2024.

Until we announce our events for the next year, take a look at these HR, EX, and internal communications conferences that may be worth your time.

From Day One Live 2024: Atlanta (Atlanta, Georgia – January 24, 2024)

From Day One brings together speakers from across the enterprise to discuss everything from corporate social responsibility to human resources. The events take place across the US, but this Atlanta expo has a keynote from the Atlanta Braves’ Chief Culture Officer, Deretta Rhodes, that sports, comms, and anyone in the southern US will want to catch.

11th Annual Strategic Internal Communications – West (San Francisco – January 30 – February 01, 2024)

As the premier event for strategic internal communications professionals in the western United States, this conference will focus on developing and implementing effective communication strategies that drive business results. Aattendees will hear about increasing the influence of IC and measuring comms. Speakers from speakers at S&P Global and Dewpoint Communications will be there.

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Gartner Digital Workplace Summit (Grapevine, Texas – March 18 – 19, 2024) 

More for digital workplace specialists than IC leaders, Gartner’s can’t-miss event visits Texas in March. The theme will be “Preparing for the Digital Evolution” and there will be comprehensive tracks for systems architects, IT leadership, and other application leaders. As with any Gartner event, attendees will gain insights into the future of work. Best of all is the chance to learn from industry leaders. 

Intra.NET Reloaded (Long Beach, California – March 20 – 22, 2024) 

Now in its tenth year, this event focuses specifically on intranets and their role in employee engagement and organizational success. Attendees will explore intranet design, development, and content strategies, and learn how to create intranets that align with business objectives. 

Ragan Employee Communications & Culture Conference (Chicago – April 16 – 18, 2024)

Ragan is a stellar producer of comms content and its employee engagement and internal communications conference will be no different. Get yourself to Chicago in April to join leading employee communications and culture professionals. They are going to be discussing strategies for enhancing employee engagement, driving performance, and creating a thriving workplace culture. 

The Workplace Event (Birmingham, UK – April 30 – May 2, 2024) 

Another conference with a slightly different focus, The Workplace Event will bring together enterprise experts to discuss the challenges and opportunities surrounding the modern workplace in its physical and digital forms. Attendees will learn about the latest trends in employee experience, workplace design, and technology. There will also be a focus on strategies for creating a more productive and engaging work environment. 

Employee Engagement Summit (London, UK – May 1, 2024)

This London-based summit will focus on the critical role of employee engagement, wellbeing, and DE&I in driving business success. At a time when engagement is dropping, this is a timely event for companies to have on their list. Attendees will learn about proven strategies for engaging employees from leaders at YouTube, Mercedes, and inspirational English soccer star, Jill Scott.

simplyIC (London, UK – May 22 – 23, 2024)

Now one of Europe’s go-to comms events, simplyIC has already bagged some exciting speakers. You’ll hear from ClearBox Consulting‘s Sam Marshall and previous Interact webinar guest, Lesley Allman. We’re also expecting to hear a lot more about the power of generative AI and how to avoid getting told to…well, you can visit the website to learn more about Jenni Field’s talk.

Gallup at Work Summit (Omaha, Nebraska – June 3 – 5, 2024) 

Gallup is responsible for much of the workplace research and insight that drives success for internal communicators and workplace professionals. This summit by the world’s leading workplace research and consulting firm will get deep into the science of workplace engagement and its impact on organizational performance. Attendees will gain insights from Gallup research and learn how to measure and improve employee engagement levels. 

IoIC Festival (Tewinbury, UK – June 12 – 13, 2024)

One which I’m happy to say Interact Software has attended previously is the Institute of Internal Communication’s annual festival. The 2024 edition will be a celebration of knowledge sharing and networking for internal communications professionals. The speaker lineup is always impressive, but what’s even more exciting is that the content is built from the IC community and you can still have your say and pitch your ideas.

IABC World Conference (Chicago – June 23 – 26, 2024) 

There isn’t much information about the agenda yet, but the International Association of Business Communicators (IABC) World Conference in June is another date for your diary. This global conference brings together communication professionals from around the world to share best practices, network, and learn about the latest trends in the field.

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Emma Bramwell is Interact’s Head of Global Events & Campaigns

In 2022, as part of our ongoing program of events for HR and comms, Interact surveyed over 2,800 intranet and IC professionals.

With organizations continually changing how they work, we wanted to gain a better understanding of how IC, HR, Marketing, and other internal communicators feel about their work and the tools available to them right now. 

Are comms technologies fit for purpose? Which are the most difficult parts of their jobs?

We know that since the beginning of the global pandemic in 2020, the work undertaken by many in the IC and HR fields has changed dramatically. Organizations now need to connect, engage, and mobilize their employees in a wider range of locations.

With this in mind, we polled attendees at 14 webinars throughout the year — the results are below.

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Workplace communication surveys and data

Before we get into the detail on the workplace communication statistics gathered in 2022, it is important to note that different questions were asked at each event. This resulted in response rates relative to the number of people present at each of the 14 webinars held between January and October 2022. For some surveys, there were hundreds of responses, while others produced fewer. Full details are outlined below. 

To help us paint a comprehensive picture of workplace communication trends, we asked event attendees about internal communications priorities and challenges, the state of communications technologies, intranet software projects, and more. 

Our respondents came from all major industries and levels of seniority, and the responses we received also covered a wide range of company sizes: from single-person consultants to vast global organizations with over 200,000 workers. 

These results offer insights into the engagement, experience, and communications priorities being considered by HR, IC, and IT professionals right now. Notable highlights include: 

• At one event, a quarter of respondents stated they find it hardest to communicate with Gen-Z employees 
   
• In a poll with 241 respondents, over half said their communication was either “lacking the ability to really engage” or “uninspiring” 
   
• Intranet software remains the single biggest comms channel for companies, with 50% of respondents to one survey saying intranets are their most effective way of connecting with employees 
   
• In one survey about hybrid work (84 respondents), 44% of those surveyed believed hybrid working has had a negative impact on organizational culture

What does a digital workplace now look like?

At eight of our 14 events in 2022, we asked the same question about our attendees’ satisfaction with their digital workplaces; “Which best describes your current situation?” 

Added together, we received over 400 responses. 

• We don’t have plans to change our tech right now but would like more useful resources – 30% 
• We have a perfect setup and just wanted to stay on top of latest trends - 30% 

• We need to improve our employee comms and are interested in learning how an intranet can help - 18% 
• We’re planning a new intranet project - 22%

Insight: Although nearly a third of the responses indicate that communicators are happy with their current digital workplace, 48% were actively investigating resources to help them improve, and a further 22% are already engaged in the planning of a new intranet. 

These findings suggest that the digital workplace remains in flux and that no single dominant model or platform has yet emerged, and this is despite the continued expansion of companies such as Microsoft and Meta into the digital workplace. With nearly three quarters of respondents actively seeking new information, we expect to see continued change and development throughout 2023.

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How well are internal communications working?

The surveys mentioned above all pointed to a significant number of acknowledgements that organizations have scope to improve their employee communications. 

To delve into this further, we asked attendees at one of our events, “How would you describe your current employee comms?” We received 241 responses. 

• Creative, well planned, and delivered to all employees on channels they find engaging – 11%  
• Great for the resources we have, but we would like more creative development and delivery – 31%  
• Regular and informative but lacking the ability to really engage users or measure impact – 43% 
• Uninspiring. We need to invest more to provide better experiences for our employees – 15%

Insight: With just 11% of respondents feeling satisfied that their internal comms are sufficiently creative and well delivered, there is a clear desire for an advanced CMS intranet with email functionality, mobile notifications, digital signage, and more. 

The biggest single area for development appears to lie in the need for a comms platform that is both engaging and measurable. It seems likely that many professionals lack access to such a tool because comms often take place on many different platforms, all with different metrics. 

One solution to this is through an intranet platform that covers multiple comms channels and features in-built data analytics. This ensures there is a user-friendly way to monitor employee engagement and may reduce the costs incurred with third-party email or employee survey tools. By consolidating the organization’s email, digital signage, and mobile app services in one place, it may be easier to create engaging, measurable content.

What is the best way to communicate with employees? 

Depending on the organization and its workforce, certain channels will be more effective than others. Our workplace communication statistics suggest that one of the benefits of an intranet is that it is the channel of choice for most respondents. 

We received 152 responses to the question “Which is your most effective communication channel?” 

• Digital signage – 3%  
• Email – 36%  
• Intranet – 51%  
• Mobile app – 2% 
• Other – 3%  
• SMS / Text – 3%  
• Third-party apps (Teams, Slack, etc.,) – 2%

Insight: This question produced one of the most surprising employee communication data points for 2022. Despite the great shift to instant chat tools, most organizations we surveyed still overwhelmingly find that email and intranet are the most effective ways to reach employees. 

It suggests that while mobile apps and third-party platforms such as Teams and Slack undoubtedly have a role in workplace comms, having a customizable digital hub that can also act as a gateway to the workplace remains vital.

As instant chat platforms are relatively nascent systems, many organizations have not yet set communications protocols for how to use Teams and Slack for company-wide announcements. This may change in the future of internal communications.

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Culture in hybrid workplaces 

It’s commonly believed that hybrid working is here to stay. While working from home dominated 2020 and 2021, the initial flourish of remote work is now being counterbalanced by companies returning to offices on a flexible basis. 

We were interested in the effect this change has had on culture within organizations. We received 84 responses to the question “How has remote and hybrid working affected your organizational culture?” 

• It’s actually improved, with people feeling more connected digitally – 35%  
• It’s had a negative impact as people are less connected – 44%  
• It’s made no difference – 21%

Insight: While many employees are already enjoying the advantages of flexible working, our respondents were conflicted about its impact on organizational culture. As yet, it seems there is no clear answer whether video calls and Teams chats can ever truly replace the serendipity and social benefits of meeting colleagues in real life. 

In terms of organizational challenges and priorities for the coming year, this aspect of our workplace communication data suggests that we are still coming to terms with what hybrid working means. We expect to see companies continuing to wrangle with this issue throughout 2023. Many HR and IC teams may already be considering this as a central part of their 2023 strategies. 

As a follow-up question, we asked a further 96 people “Who creates culture in your organization?”  

• It always has and still does come from the top – 22%  
• It’s created at all levels across the organization – 68%  
• It’s the people on the frontlines who create the culture – 10% 

This answer suggests that for hybrid culture strategies to work, they must take account of and involve everyone. Relying solely on top-down comms may be effective for conveying information but could also diminish culture. 

Communicating with different generations in the workplace 

In addition to questions about how to maintain company culture in a hybrid workplace, intergenerational communication was also a hot topic in 2022. 

As younger entrants come into the workforce, HR and IC teams are dealing with the task of communicating with Gen Z employees while still reaching and engaging Baby Boomers at the other end of the generational spectrum. 

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We wanted to know how difficult communicators find this, so we asked 356 people, “Which generation in today’s workplace do you feel is hardest to reach or communicate to?” 

• Baby Boomers: Age 58-67 – 42%  
• Generation X: Age 42-57 – 17%  
• Millennials: Age 26-41 – 17%  
• Generation Z: 25 and below – 24%

Insight: The presence of four generations in the workforce means that some organizations have employees with a wide range of technological skills and communicational preferences. From TikTok videos to in-person meetings, the modern communicator has to consider how best to deliver messages in ways that will resonate with a changing audience. 

What was interesting here was that our respondents stated that the middle-aged cohort is easiest to reach, while engaging the oldest and youngest workers is a greater challenge.

This may be due partly to the age of the respondents themselves (mid-level and senior comms professionals often being in the Millennial/Gen X bracket), but also to Millennials and Gen X employees being the age groups who came of age with a mixture of email, instant messaging, and mobile technology. 

There is no single process for creating comms that straddle the age gap in the workforce. Perhaps the best ongoing answer, however, is to continue taking advantage of integrated multichannel platforms that give communicators easy access to email, the intranet, mobile, digital signage, and more. It’s by operating across this suite that more people can be reached effectively.

Summing up the state of internal communications 

Throughout 2022, we listened to employee communicators and found that their main challenges include maintaining culture, communicating cross-generationally, and finding the right tech mix for their digital workplaces. 

These challenges will persist into 2023 and the people-focused teams entrusted to communicate, increase employee engagement, and listen to staff feedback will continue to be mission critical for organizations. 

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As employers in a world with increased spotlight and awareness on mental health, it has never been more important to have a clear understanding of the impact of not properly supporting employee wellbeing and happiness at work.

The stigma around mental health is gradually subsiding and more people are open to talking about how they feel. However, we still face the statistic that 1 in 4 people will experience a mental health problem each year.

And this isn’t just impacting lives outside of the workplace. In research conducted by leading mental health charity, Mind, 21 per cent of people agreed that they had called in sick to avoid work when asked how workplace stress had affected them and 14 per cent admitted to resigning due to workplace stress.

Being transparent and receptive to methods that will help your employees build and maintain a healthy mind not only positively impacts employee engagement and retention, but also places you one step ahead of organizations that are continuing to bury their heads in the sand.

However, although it is known that a culture of fear and silence around mental health can be costly to employers. It’s difficult to know where to start when mental health is still viewed as a taboo subject. In fact, 30% of people from the same study by Mind disagreed with the statement: ‘I would feel able to talk openly with my line manager if I was feeling stressed’.

Our 5 steps to support workplace wellbeing is aimed to give you something to think about this World Mental Health day, to tackle the stigma within your organization and prove that you are a forward-thinking, approachable business that wants the best for your employees.

1. Recognizing the warning signs

In an increasingly digitalized age, it’s harder than ever to switch off from the office. As a result, many employees are taking stress from work home with them.

Although we know that pressure at work is often required to motivate us, there is a balancing act. When pressure exceeds our normal capacity to cope, stress begins. As a consequence, employees can become anxious and in turn, may not want to flag concerns to their manager out of worry that it reflects badly on their skills and capabilities. As a result, the situation enters a spiral, becoming worse over time.

As employers, it is beneficial to understand the warning signs of stress in the workplace to avert any longstanding problems that can lead to breakdown in employee/employer relationships, lack of trust and overall poor health for the employee.

Spot the warning signs early and have a chat with your employees if they:

• Have a lack of concentration and reduced productivity
• Are increasingly moody or sensitive to what their peers say
• Have a breakdown in work relationships
• Are absent more frequently than usual
• Seem negative, trapped and frustrated for prolonged periods of time

Though these signs are not solid indicators of stress as a result of workload, it is constructive for anyone of concern to be approached in a relaxed and informal manner to see if they are OK, and address how you can help to reduce any stress.

2. Encourage work-life balance

Separating work from home life requires a conscious effort. It’s also an effort some employees may struggle to put in, particularly if stress has developed into feelings of anxiety.

Although you cannot eliminate stress from every aspect of a person’s life, you can start with workload and work-life balance, whilst also promoting a flexible culture.

Happy employees are 12 per cent more productive than their unhappy counterparts. A full-time employee spends more time at work than they do at home, understandably meaning that the majority of stress could potentially come from the workplace.

Here are some quick wins to consider that will help promote a positive culture:

• Encourage employees to use all of their holiday hours
• Place emphasis on quality of work, rather than quantity of hours worked
• Introduce flexible working where appropriate
• Recognize good work, no matter how big or small the effort

Although full-time employment can be seen to be repetitive and ‘a bit of a rut’, it is actually well-known that a solid daily routine can be beneficial for strong mental health.

Helping employees provide structure to their day by encouraging them to switch off when they finish work is important to maintain that balance, and allows employees to leave the office and factor something else, such as exercise or a hobby, into their routine.

While working from home and adding extra hours is occasionally necessary and sometimes makes employees feel empowered and positive about their achievements, it is still essential to keep an eye out that employees are still practicing a healthy work-life balance. If we’re not careful, employees may end up burning themselves out – which is bad news for both individual and employee.

3. Create an open place to talk

Do your employees know where to go and who to talk to if they are feeling stressed, anxious or depressed, even if it is not work related?

Do you know what resources are available to your staff and have you communicated this well?

Showing that you are an open organization that empathises with the growing concerns around mental health both in and out of the workplace has a big part to play in encouraging people to talk about how they feel.

Whether you have a HR department trained in how to manage mental health within the workplace or you have mental health advocates across different departments, it is crucial that your employees know what path to go down, should they need help.

It is also important to give employees a clear understanding of what other resources are available to them.

Popular health plans favoured by businesses, such as Health Shield and Vitality, not only offer traditional benefits such as dental cover or physiotherapy that are appealing to employees, but can also provide money back on private counselling sessions, where an appointment can be scheduled within days. They also tend to offer free advice and important helplines.

Getting to grips with and sharing this information isn’t only important on day one of a person’s employment – it needs to be referenced regularly, just like you would with key company news and updates:

• Make any useful information easily accessible and searchable on your company intranet
• Ensure that workplace wellbeing is discussed as part of the employee induction process
• Embrace days such as World Mental Health day to promote your values and culture and help lift the stigma
• Train your managers on how to handle mental health concerns, whether approached by a member of staff or by observation
• Offer resources on ways to improve self-care, such as developing healthy intrapersonal communications

Each of these aspects can help shape a more open culture, where mental health is regarded in the same way as any physical health concern – and can be talked about, addressed, and supported the right way.

4. Allow employees to help each other

There is growing recognition of the importance of individual health and wellbeing, both inside and outside of the workplace. As an employer, it is important to be receptive to methods that help your employees build and maintain a healthy mind.

People like helping people. Creating collaborative team spaces where employees can openly share hints, tips and advice – just like they do on Facebook – is a quick win to get the wellbeing ball rolling.

Recommendations from peers remains the most credible form of advice. In the advertising world, 92% of consumers trust referrals from people they know. We can take this statistic to further understand that humans lead by example. If you have employees openly discussing different ways to improve health and fitness, then others are likely to try them out.

This won’t work for everyone – but by having an open place for employees to share advice, you provide a valuable avenue for those people who are willing to embrace self-care through the advice of others in similar situations.

Whether your employees want to set up a running or exercise club, share ‘good mood food’ recipes or simply chat about what activities are going on in the local area, there should be a place accessible for them to collaborate and support each other.

(At Interact, we use our intranet ‘WorkLife’ to host the company Running Club team area. Here employees can promote upcoming races, organize casual runs, blog about races they’ve done, host photos and more. It’s a useful tool to bring together employees with a shared mutual interest that can benefit physical – and by extension, mental – wellbeing.)

But the role of promoting fitness and health for better wellbeing doesn’t stop in the arms of your employees. Here’s what you can do as an employer:

• Opt for healthier snacks. Everyone loves a tuck box trip for a calorific mid-afternoon pick me up, but have you thought of also offering free fruit? A September 2015 study by Peapod highlighted that 66% of employees whose offices provide free, healthy snacks or beverages report being extremely or very happy with their current job.

(Source: Peapod)

• Free flu jab. When the nights draw in and the days get colder, one in 15 of us suffers from SAD (seasonal affective disorder). And what can make SAD worse just at that very same time of year? Getting the flu. Companies can help combat the inevitable drain on both physical and mental health that a bout of flu creates by offering corporate flu jab packages. From pre-paid vouchers to an on-site nurse, protect your employees and also reap the benefits of reduced sickness absence.

• Social activities. While drinking in moderation is fine, long term consumption of alcohol is linked to poor mental health. Not all work social trips have to involve alcohol. Why not think of some unique ideas to keep employees active and cater for those that don’t want to just go on a night out? An organised hike, skating at the local rink or bowling all focus around a specific activity, rather than eating and drinking alone. GoApe or indoor trampoline parks are also popular favourites.

5. Train managers and build a culture of trust

Making sure managers throughout the business are approachable and empathetic when it comes to dealing with mental health problems is critical to creating an open culture of trust for your employees.

Though you yourself may understand the importance of supporting employee wellbeing, other direct line managers may not have had any training on how to deal with any instances from their staff.

There are a number of ways to ensure managers know the necessary methods to cope with mental health awareness and coping strategies:

• Train managers internally on what resources are available to staff. As mentioned previously, if you have any health plans on offer, ensure that all managers know what is accessible to staff and clear instructions on where to go and who to ask for help.
• Have an escalation process. If your managers are not comfortable discussing mental health with employees and do not know what to say, have a clear escalation process in place so that staff are pointed in the right direction – for example to specially trained personnel in HR
• Provide external resources. Charities like Mind have free, downloadable training content and resources on how to deal with mental health in the workplace. Visit www.mind.org.uk/workplace/training-consultancy/ for training courses and free resources.

You may also wish to conduct regular staff surveys, that are completely anonymous, to give employees the chance to show how they feel about approaching their line managers or the business when it comes to their mental health. This not only gives you a chance to improve, but also shows employees that you are listening and encouraging better mental health.

Employee wellbeing isn’t just a nice idea anymore. Employers have a duty of care to their employees to ensure the safety and well-being of all staff members, and this shouldn’t stop at mental health. Employers must now work to break the mental health taboo, to create workplaces that talk about mental health, just like they do physical illness.

If you need any further advice on improving mental health in the workplace then visit: www.mentalhealth.org.uk/campaigns/world-mental-health-day

The post World Mental Health Day: 5 steps to support workplace wellbeing appeared first on Interact software.

Wrong.

Engaging employees and boosting morale is a constant challenge and implementing a strategy that works all year round is crucial to business success.

Staff members come and go throughout any year. Employees are continually looking for the next challenge to boost their career, with the “job-hopping Millennials” projected to change roles an average of 4 times before the age of 32. According to research from Willis Towers Watson, more than one-quarter of employees permanently sit in the high-retention-risk category. In business, it is never a case of if someone will leave but a matter of when and who.

In response to statistics like this, known to many HR and internal communications professionals, employers are continually looking for new and proven ways to keep employees engaged, motivated and happy.

But why is boosting staff engagement and morale so important?

The value of keeping on top of staff morale

In short, it is proven that engaged, motivated and happy employees:

• Are more productive
• Promote a positive culture throughout the business
• Give better customer service
• Help hire better candidates
• Increase revenue and profit

When we consider that the average cost of replacing a lost employee can reach as much as 20% of annual salary in recruitment, lost productivity and time to get new hires productive, the importance of minimizing that risk is clear. That’s without even considering the impact low morale may have on your employer brand if those individuals take their disgruntlements external; or the risk associated with low-engaged employees failing to adhere to compliance or protocols, resulting in higher safety incidences or cost.

Where do we stand?

You’ve seen articles on the web about the importance of employee engagement; you’ve read statistics on the terrifying number of unhappy people in organizations across the world. You’re aware that your organization has some strategy around engaging its staff. The trouble is, you’re not sure how you add up – or if you’re doing enough to make an impact.

The reality is, unhappy and disengaged employees are inevitable in any business: 70% of the US workforce is not engaged, according to Gallup’s State of the American Workplace. No effort of increased employee engagement activity will create an environment of utter harmony, success and perfection.

However, here’s the thing: if you don’t at least try, you don’t even begin match up to the 1000s of organisations who are giving it a go. From those that simply encourage something simple like flexible working hours or the ability to telecommute, through to larger enterprises with comprehensive engagement strategies that kick in from the moment a new employee walks through the door. If you’re not even measuring employee engagement levels in your business, you may not be aware that you have red flags – or how best to address them.

So, as we enter Spring and a new quarter, here are our quick wins to implement over the next 3 months, guaranteed to boost employee morale and engagement.

New quarter, new goals, new opportunity to update your employees

Failing to communicate your organization’s vision, mission and values can lead to a significant drain on employee morale, yet 58% of global employees don’t know their company’s vision. (Source: Bollington)

Employees who are invested and believe in their company’s purpose – the 8^th element of employee engagement, according to Gallup – demonstrate greater levels of satisfaction, higher morale and better returns for their business. The start of a new quarter is a great time to update your employees on recent success and the overall vision, mission and values for the next 3 months and beyond.

If you have had success in Q1 of this year, have you communicated this to your staff? Have you shared recent milestones and record-breaking statistics? Sharing success stories to the wider business is a great way to boost staff morale, particularly if decision makers or management are identifying those groups or individuals who have contributed to that success.

Offering feedback to the wider business on overall success in line with the organization’s mission gives members of every department satisfaction that their efforts are helping push the business forward – not just offering rewards and feedback to those directly involved, such as Sales or Marketing.

Some basic ways to do this can include:

• A blog by your CEO on the company intranet (ghost-written is a popular choice!)
• Departmental feedback from managers
• Company-wide town hall meetings, or virtual meetings, on a quarterly basis

Promoting transparency and trust – even when things haven’t gone well

Even if Q1 hasn’t gone as well as expected, how has this been communicated?

How your organization communicates in times of organizational change and/or uncertainty can be a real game changer in terms of respect and loyalty from your employees. Don’t shy away from the negatives. Open and transparent communication around negative outcomes can also have positive effects, promoting a culture of trust and transparency.

Left unchecked, gossip and scaremongering amongst employees can have a significant impact on employee morale throughout the business. It can also prove hugely damaging to your brand, as a business and an employer, if those individuals take their grievances onto external social media channels.

If things haven’t gone to plan or changes are on the horizon, take the time to consider the impact on employee morale and plan accordingly. Our ’10 questions to ask yourself before rolling out organizational change‘ can help you safeguard against negativity from your employees.

The international day of everything

There is a national/international day for anything and everything these days, and getting on board with the odd few can’t hurt your organizations strategy to improve employee morale. If you are reading this blog, it is likely that you missed the ‘Employee Appreciation Day’ on Friday 3^rd March – but that’s not to say you’ve missed your chance!

Many millennials trawling Instagram and Snapchat will see their friends posting positive images and videos of their organization getting involved in work events, ranging from #employeemotivationday to #charitybakeday and more. The last thing you want is your employees responding with, “you’re so lucky, my company never does anything like that”.

Whilst many of these types of days seem pointless or a little over the top, you cannot underestimate the power they have. By building a little buzz around the office, they can help establish an engaged culture, a stronger employer brand and make your employees happy. As a bonus, you also gain a little bit of mass promotion from your employees as an awesome place to work, by creating brand advocates who are happy to recommend you as an employer.

Search the web for any national days up and coming that are relevant to your organization. Alternatively, www.employeemotivationday.co.uk encourages you to set your own date in the diary. Pick a date and promote this throughout your organization and make this an annual event. Simple things go a long way – perhaps incorporate some of the below into your day:

• Casual clothes
• Free lunch/breakfast
• Bake sale
• Office massages
• Walk-in/open forum for employee feedback

Be sure to share images on your company intranet to involve all members of staff, wherever they are based. You may even consider creating your own hashtag for the day – encouraging employees to share the experience on their own social media channels and creating a way for global or dispersed employee to tap into the event and get involved.

Encouraging healthy minds for a healthy workforce

There is growing recognition of the importance of individual health and wellbeing, both inside and outside of the workplace. In an age where the stigma around mental health is subsiding and more people are open to talk about how they feel, we still face the statistic that 1 in 4 people will experience a mental health problem each year. It has never been more important to be receptive to methods that help your employees build and maintain a healthy mind.

Employees that are generally happy (not just at work) are 12% more productive than their unhappy counterparts. (Source: Forbes)

Promoting a lifestyle of fitness and health now means much more than just aligning with the worldwide goals around weight loss and overall health. It is about encouraging your employees to have healthy minds and be happy; as such, it is now one of the top HR trends and areas of focus.

Here are some things you can look out for and encourage which will in-turn improve your employee morale:

• Work-life balance – flexible working may be difficult for many industries but encouraging managers to ensure staff aren’t overworked and stressed at work is imperative. Some people naturally work longer hours and thrive off being busy, whereas others may seriously be out of their depth. The person that works through lunch may need some fresh air and natural light; a lunchtime walk can be a huge mood booster and increase afternoon productivity. Employers should encourage staff to take ‘time out’ and recharge where possible, by ensuring fair lunch breaks and keeping an eye on overtime. Our eBook, ‘Work-life balance: how do you ensure your business gets it right?’ has some practical tips and insights into creating a healthier, happier culture.

(Interact eBook, ‘Work-life balance: how do you ensure your employees get it right?)

• A collaborative space for fitness – Do you have a collaborative team space on your intranet for staff to go and encourage others on their road to fitness? We all know that exercise releases positive endorphins, and encouraging employees with a bit of healthy competition can go a long way to improve happiness around the workplace.
• Free fruit in the office – We all remember being told at some point in our lives ‘you are what you eat’, and to many this may seem silly to live by now as adults – but a healthy diet really does support a healthy mind. Encourage your employees to eat well by offering free healthy snacks, or even hosting an in-office cooking class. Guest blogger and certified personal trainer Jessica Thiefels has some great ideas for healthy ways to celebrate your employees.
• An open place to talk – Is there anyone in your office that your employees can talk to if they feel low? This doesn’t have to be a member of the HR team or a direct line-manager (in many cases, a line-manager may be the cause of stress), but instead could be a colleague or an advocate of mental health support. Offer your employees an open place to talk and ensure this option is promoted and visible to employees. Some individuals feel more comfortable talking virtually or over the phone; many health insurance plans now offer these helpline services as part of their package. Ensure your staff know where to turn.
• Employee health plan – As employers, we know the need for health insurance – but does your plan include well-being or health benefits? Many health plans now offer support and advice, alongside discounts for fitness opportunities such as gym membership, discounted classes and more. Offer a health plan, rather than simply providing insurance for when things go wrong, and you’ll find both individual and business benefit. Promote it as part of the employee benefit offering and properly advise staff on how to get the most out of their plan.

Employee morale: for individual and for the business

Employees that feel that their health, wellbeing and needs are important to the company are most likely loyal and respectful to the business. They will demonstrate greater levels of engagement and productivity, leading to enhanced business outcomes.

Traditionally, employee morale is only addressed after the problem has been recognized: by this point, it may already be too late. By placing employee well-being onto the management agenda and adopting a proactive, rather than reactive approach, we can not only safe-guard the individuals against a negative employee experience, but build a more successful and engaging culture for the future of our organizations.

The post Employee morale is a year-round priority appeared first on Interact software.

So is SharePoint really an intranet nightmare? Not all of the time. We are not trying to hide the fact that SharePoint, for many large companies, is a great intranet software solution that meets the needs of huge businesses across the globe and if you have vast budgets, time and resources, you too can achieve such success.

We want to highlight the problems companies might face when held back by restricted budgets and time.

Haydn Smith, Senior Intranet Consultant and Matt McCourty, Enterprise Sales Director have reviewed many surveys and statistics from SharePoint users themselves to better understand the time and effort a single project can take. In their hour long spooky webinar, they discuss their findings with a tongue-in-cheek approach, explaining how SharePoint can take the form of three traditional terrifying characters.

SharePoint: The monster?

SharePoint can quickly evolve into a huge, complex project with a monster mash up of different parts to deliver a complete intranet software solution.

Many companies chose to add plug-ins such as:

• Newsgator
• Nintex
• Mediarich
• Quest software
• And of course… Yammer

This ultimately leads to having multiple:

• Suppliers
• Procurement processes
• Contracts
• Update/upgrade paths
• Support

As mentioned previously, this is not seen as a problem for large companies who have the time and resource to manage each individual add on, but as a company where your intranet team is a small portion of your employee count, this could lead to conflict and time-wasting within the business.

SharePoint: The un-dead?

You are most likely aware that SharePoint, like all intranet software solutions, release regular upgrades for their users, leaving many intranet teams excited for new features and updates they can soon have access to.

Surveys and statistics highlighted by Haydn and Matt, show that completely migrating to a new version can take at least 18 months leaving those cool new features just out of reach for the time being.

From the beginning of your project to getting stuck in and using your brand new intranet can also take a long time – a minimum of a year in some cases, where users have shown that by the time they introduced SharePoint 2010, SharePoint 2013 had already been launched.

SharePoint: The blood sucker?

The above two terrifying characters have shown how SharePoint can drain time and resource from your company, but what about your budget?

Haydn & Matt will show a number of statistics on costs from current SharePoint users including:

5.7% of the average SP 2010 project goes on SharePoint itself.

So where does the rest go?

SharePoint is not a monster, the un-dead or a bloodsucker but at times the whole project can feel this way, leaving intranet managers having to explain to their board why their project is overdue, over budget and why staff just aren’t enjoying it.

Watch this free webinar and see how you can enjoy a faster, more reliable project when adopting Interact.

The post Trick or Treat? SharePoint – The Frightening Truth appeared first on Interact software.

Due to the popularity of this event and fantastic feedback, we are happy to announce that the 7 Pillars of a successful intranet seminar is now going on tour around the UK starting with Cardiff on the 22nd October, flying over to Dallas, US and ending in Interact HQ in Manchester early December, with a few weeks to relax before Christmas…

Join us in a city near you and discover the 7 pillars of a successful intranet from the beginning stages of searching for the right software, to launching for success. This event will show you how to create and manage an essential intranet in a series of simple steps, covering:

1. Understanding Business Requirements
2. Key Considerations of a Useful Intranet
3. Building Excitement and Engagement
4. Blending Traditional and Social
5. Day to Day Maintenance & Governance
6. Planning Ahead for Future Trends
7. Illustrating the Success of your Intranet

Book your place today >>

Interact’s morning seminar provided a good demonstration of all the functionality that a modern intranet should look like!

 

Jennifer Talbo, Hackney Council

Cardiff: 22nd October / Time: 8:30am – 1:00pm BST / Cost: No charge

Newcastle: 29th October / Time: 8:30am – 1:00pm GMT / Cost: No charge

London: 13th November / Time: 8:30am – 1:00pm GMT / Cost: No charge

Dallas: 13th November / Time: 8:30am – 1:00pm CDT / Cost: No charge

Birmingham: 3rd December / Time: 8:30am – 1:00pm GMT / Cost: No charge

Manchester: 4th December / Time: 8:30am – 1:00pm GMT / Cost: No charge

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