Internal comms is essential for a fully functioning and well-rounded global enterprise. It’s a fundamental employment strategy for attracting and retaining top talent and managing the ongoing requirements of your workforce. When done correctly, it can add value to business culture and impact an organization’s bottom line, fuelling growth and profit margins. Quite simply, happy and engaged employees perform better.

However, it’s worth bearing in mind that there needs to be structure and planning behind any successful internal communications strategy. It’s not good enough to simply post a blog by the CEO or send a quick product update and leave it at that. It needs to be better thought out. Regular, targeted, and valuable content that reflects the company values and offers something to the reader is a much better way to drive that engagement. Still, it can be challenging to know exactly where to start.

How to run an intranet content audit

Intranet content audits are a hugely valuable part of any intranet strategy. They are a vital step when evaluating the effectiveness of your internal comms.

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The purpose of any intranet content audit is to create an inventory of all available and visible content, often in preparation for the new intranet. This is an important step to complete prior to migrating to a new software, or re-architecting the intranet’s current content. It provides insight and understanding into how the content is currently being represented and the type of information that is there. Working on this inventory will also help you identify if certain pages/documents are still valid, need updating or are perhaps no longer required.

What is a content audit?

Content audits are a valuable tool. They can support your internal comms and intranet strategy, and help you evaluate what is working and what isn’t within your organization. Undertaking a content audit provides the opportunity to organize everything internally, helping to cement and inspire any future strategies. They are also a key part of any intranet or software migration. But what do they actually entail?

Auditing your content simply means documenting all of the important content created on your intranet and by your teams. The purpose of an audit is to analyze and evaluate your current internal content offering, and collating it in order to establish where any gaps are. Doing this efficiently on an annual basis means that your intranet content strategy remains fresh and updated. Keeping your internal content in order streamlines the efforts of your communicators and ultimately improves employee engagement.

Why undertake an intranet content analysis?

An intranet content audit provides a wealth of information that is invaluable to your organization. Although time-consuming, once completed they are impactful and support many areas of the business. This knowledge can support business growth and shape your strategy for the future of internal communications.

How to run an intranet content audit

Intranet content audits are a hugely valuable part of any intranet strategy. They are a vital step when evaluating the effectiveness of your internal comms.

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Here are 5 reasons to perform an intranet content audit:

Reason 1 – Collate all your content in one place

The first step in your intranet content audit is to take stock of your existing content. After all, if you work hard to develop a new piece of content about DE&I or learning and development, you want to know that it has value and is being used by your co-workers.

Collating all your content into a handy Excel template means that it is constantly available for review if needed. This may be a time-consuming process, but it creates a baseline for your intranet content that you can add to on a regular basis over an extended period.

Reason 2 – Keep everything updated and organized

Keeping the content of your intranet up to date is crucial. If your organization has a change in vision, or fresh faces in the Senior Leadership Team, it is likely time to start a content audit and ensure the information and language is still correct. Regularly review pages to ensure it fits all company goals and brand values; everything should be in the tone of voice that matches your organization’s culture. This is crucial when onboarding new employees, as this content is often their first introduction to their new workplace.

Reason 3 – An intranet content audit can diagnose content gaps

In addition to providing an inventory of the information on your website, an audit also highlights areas where the site lacks the information your audience is seeking. By pinpointing the site’s content gaps, you become better equipped to create new content that adds value to your site and your brand.

Reason 4 – Examine analytics, accessibility, and UX

Your intranet content might be well-written and engaging, but if it isn’t easily accessible then employees may struggle to find it. Use your intranet analytics to determine which pages are popular and which aren’t. As a rule of thumb, if a piece of content is on your intranet for 12 months without a single view, it may be time to audit its use or discoverability. Measuring results allows you to make data-driven decisions. That way, you’ll know what’s working for you and the team, what other content you need to produce, and how to achieve your goals.

Reason 5 – Prepare for a migration

If you’re in the market for a change with your internal comms software, such as a new intranet, doing a content audit now is an essential part of the migration process. As workforces across the world become more hybrid, communicating with them is tougher than ever. Leadership teams have turned to intranet software to create a thriving culture and unlock the potential of their workforce.

It all starts with a content audit. To better understand the effectiveness of your intranet, and to improve your internal comms strategy, a content audit is vital. Download our Intranet Content Audit guide today, with a free Excel template, to get yours started.

How to run an intranet content audit

Intranet content audits are a hugely valuable part of any intranet strategy. They are a vital step when evaluating the effectiveness of your internal comms.

Download now

The post 5 reasons to perform an intranet content audit appeared first on Interact software.

Prestigious intranet awards programs run throughout the year and can be a fantastic way to spotlight your organization. After all, what’s better than being crowned the best of all your peers, the top intranet in your industry? Show off your hard work and reward everyone who works on your intranet for their time and effort.

1) Nielsen Norman

Let’s start with the heavy hitter. One of the most exclusive and respected intranet awards out there has to be the supreme Nielsen Norman Intranet Design Annual.

The founders have dedicated their careers to improving technology and design by studying real users within organizations worldwide. And they know what they’re talking about – they’ve been doing it for twenty-three years!

In that time, Nielsen Norman has evaluated thousands of internal comms strategies and has consulted for leading enterprises in almost every industry. Getting recognized by Nielsen Norman is one of the most exciting accolades and a testament to the fact that you’ve done everything right regarding your intranet design.

Award timeline:

Entries Close: November 4, 2022

Winners Announced: July 2023

You may have missed the NN deadline for 2022, but check back on the organization’s website in August 2023 for details of the 2024 competition.

2) Gartner Communication Awards

Now in its 13th year, the Gartner Communication Awards are a global powerhouse for awards and recognition. The awards identify leading communication strategies that have achieved tangible and measurable business outcomes, impacting employee engagement and workplace culture.

The Gartner Communication Awards are a leading event for acknowledging the best of the best globally, an award for organizations that have truly made a difference.

Award timeline:

Entries Open: October 3, 2022

Entries Close: December 31, 2022

Finalists Announced: February 2023

Winners Announced: May 2023

The INTx Intranet Awards Allstars

Read inspiring stories from previous winners at the Interact Excellence Awards.

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3) Ragan 

Ragan’s Employee Communication Awards celebrate the best internal communication strategies, with special recognition for the teams that make them happen. The Ragan awards specialize in intranets that foster engagement and collaboration, showcasing the best in employee experience strategy. It’s a testament to the ongoing incredible work that our internal comms pros undertake. 

Award timeline:

Currently closed until 2023

4) Step 2 Awards 

The Step 2 Awards recognize outstanding contributions to intranets and digital workplaces. The awards uncover solutions and software that help support an internal comms strategy and benefit the entire workforce. They also acknowledge the hard and inspiring work that the support staff achieves, those essential teams and agencies behind the workplace communication developments.

Award timeline:

Currently closed until 2023

5) IOIC Awards

Founded over seven decades ago, the IOIC (Institute of Internal Communications) is a UK-based professional body that upholds the highest standards in internal communications. IOIC’s annual awards celebrate the hugely positive impact of internal communications on organizations, employees, and society. 

Award timeline:

Entries Open: Mid-January 2023

Entries Close: Friday, 12 May 2023

Finalists Announced: Early July 2023

Winners Announced: Friday, 22 September

6) Inspiring Workplaces

The Inspiring Workplace awards are held in the USA, Europe, and the UK, recognizing that internal communications are the future of shaping culture.

In this era of hybrid and remote working, the innovative workplaces of tomorrow provide a source of inspiration and education for the modern workforce. And it’s not as simple as a fancy office space any longer. It’s about creating a thriving employee experience that engages and supports teams as they progress. The winners of Inspiring Workplaces want to change the world, one intranet at a time.

Award timeline:

Entries Open: December 14, 2022

Entries Close: February 22, 2023

Finalists Announced: March 22, 2023

Winners Announced: June 7, 2023

The INTx Intranet Awards Allstars

Read inspiring stories from previous winners at the Interact Excellence Awards.

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The post Intranet awards to watch out for in 2023 appeared first on Interact software.

In 2021, the term “mixternal comms” entered our collective vocabulary. With the pandemic causing changes in our ways of working, some eagle-eyed observers of internal communications spotted that not only was work itself more frequently in the headlines, but that the ways organizations communicate with their employees were suddenly of great interest to the public.

The crystallization of a new comms paradigm

With the world looking closely at how companies spoke to and treated workers adjusting to new realities, internal communication took on an external dimension. They became mixternal. Looking back now on the intervening period of high-profile leaks, hacks, whistleblowing, and company statements, it’s clear that the trend has taken root.

The pandemic isn’t the only change behind the rise of mixternal comms, however. Companies have grown bigger and more powerful – some have annual profits that equal the GDP of small nations. Then there’s also the emergence of corporate social responsibility and a class of conscious consumers and workers (led by ethically committed Millennials and Gen Z). It is unsurprising that the biggest organizations are regularly scrutinized.

This all means that people are interested in what goes on in private organizations, so how companies communicate with employees is more important. A company’s brand no longer rests solely on its advertising or products, but also derives from a constellation of touchpoints such as employee tweets and Glassdoor reviews.

All of this is important context for internal communicators as they go about creating sensitive DE&I messages or change communications. They are more aware that their work may end up in the public domain, which may alter the tone and delivery.

Beyond the crafting of individual messages though, some communicators are considering why and how to use extranets and public-facing intranet content to support the point where their internal brand goes external.

This is an exciting thing about intranet software. A modern communications platform can be adapted for mixternal uses and can make intranet content public in a way that enables organizations to use extranets for more than connecting with commercial partners. This article suggests it could be time to consider extranets and externally facing content as part of your internal comms strategy.

How do companies use extranets?

External-facing and extranet content can be helpful in a wide range of scenarios. First, it can be a simple way for internal communicators and teams to publish information, and an efficient method to contact customers, partners, or the supply chain.

If you suddenly find yourself asking, “what is an extranet?” take a look at our primer on Intranet vs Extranet definitions

With access to a CMS intranet, internal publishers can create branded, standardized online pages without having to go through a paper-based process or adjust a corporate website. Traditional methods such as these, involving PDFs, HTML, or similar, cause an internal bottleneck for multiple teams such as HR, IT, web developers, or marketing – anyone in charge of communication or the website content.

With a CMS though, you can use extranet pages to create public content alongside your internal communications strategy. The internal comms team can write, create, and upload public-facing pages in a streamlined way that doesn’t require input from multiple specialists.

Using the intranet to share potentially mixternal information also keeps control of the messaging and content within the internal comms team. This means that content is created by experts who understand how to communicate and know the lie of the land with senior leaders and employees alike.

From a security perspective, the same intranet admins can grant public-facing access but restrict sensitive information such as employee data, confidential workplace developments, or new features.

Given the security concern, keeping this information contained securely within your intranet software is essential. There are multiple ways that an intranet manager can use extranets and external-facing pages to achieve this, such as by giving access to designated areas based on permissions or republishing public intranet content with confidential data removed.

The benefit of using your intranet for this process is that no external pages will necessarily need to be built or configured. External-facing content can be based on existing intranet pages: created by internal teams and either republished or published with security measures to prevent full access for external users. So, if there are a few pages that you need to post mixternally, using your intranet can be effective.

The post Use extranets and public intranet content for mixternal comms appeared first on Interact software.

What is employee enablement? 

Employee engagement is pretty mainstream these days. There are clear advantages to having a highly motivated workforce, which probably explains why adoption is so widespread. From start-ups to giant global enterprises, everyone seems to understand that engaging with your employees is a two-way street that benefits all. And, whether it’s causative or correlative, organizations with higher levels of engagement typically perform better and have reduced levels of staff absenteeism and turnover.

Employee enablement seeks to produce similarly positive business outcomes, but it does so by focusing on different areas of employee growth and workplace culture.

As the name suggests, employee enablement is the process of giving employees what they need to do their jobs – in short, enabling them through training, resources, beneficial initiatives, autonomy, flexibility, and much more.

Enablement goes far beyond simply providing new hardware, and it may also include implementing software or refining working processes to help individuals break away from minor distractions and annoyances, thus maximizing productivity and allowing staff to complete tasks quickly, efficiently, and to their own satisfaction.

In the sense that employee enablement should be ongoing throughout a business’ lifecycle – rather than spiking at specific points as with engagement (e.g., around a comms campaign for the launch of new initiative) – it is arguably closer to the lifecycle focus of employee experience. 

Considering how you might improve your employee enablement environment means examining your systems, processes, and resources from the position of your workforce. For example, is there an easily searchable internal knowledge base holding important information on procedures on policies? Does your digital workplace have key software integrations that make booking vacation or checking a payslip a quick task rather than an arduous process that takes multiple emails?

One thing is for sure; enabling your employees in this way will positively impact your organization’s bottom line. 

Keep internal comms fresh with 101 Employee Engagement Ideas

Whether you want to provide healthy eating tips or boost employee recognition, our free download has tips for your next employee engagement campaign.

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What are the benefits of employee enablement?

While engagement is a good measure of motivation and employee satisfaction, enablement is a key way to drive both of those metrics higher by putting more power in your employees’ hands.

If individuals need specific development or knowledge to ensure that they continue to grow, they should be confident in receiving this support. In turn, this leads them to being more motivated and engaged, which produces benefits for the company in the form of better customer service, higher productivity, and a flourishing culture.

For those adopting an overall strategy of employee enablement, the benefits are numerous.  

1 Improved employee retention 

Companies that empower their people are likely to keep them and see their best work. If the workforce is happy and developing, with opportunities ahead of them, why would they leave? Enabling employees by providing them with new challenges and training stops them from getting bored as can continuously improve themselves and their skill sets.

It also means that talented employees with years of business knowledge don’t leave, only to be replaced with those that do not share the same history with the company. The money saved on recruitment and replacement costs can be significant. Deloitte calculates that an organization losing an employee paid $130,000 per annum would incur a replacement cost of over $109,000.

Retain those top employees by giving them everything they need to be valued team members and listening to them if they have any feedback or suggestions. After all, if you manage to keep the most ambitious and productive members of your team, it will positively affect your business.

2 Increased employee performance and autonomy

Everyone is aware of employee engagement’s impact on performance, and employee enablement may be just as effective. It allows a shift in the expectations set for team members. Employees can evaluate themselves by analyzing how to move forward with their abilities and requesting the resources they need to hit that next significant professional milestone.

Keep internal comms fresh with 101 Employee Engagement Ideas

Whether you want to provide healthy eating tips or boost employee recognition, our free download has tips for your next employee engagement campaign.

Download now

It’s a shift in mindset, with the employee taking accountability for their own needs and asking themselves what they require to do their role the best they can. Productivity increases alongside autonomy, so when employees are trusted to operate within their sphere of talent, they want to succeed and know exactly what they need to do to get the best results.

3 Knowledge sharing is power

When employees are enabled and thriving, this allows them to nurture and teach others. And knowledge sharing is essential for any business. Employees shouldn’t silo information; rather, it should be shared with wider teams, sometimes including those outside of their direct role or department. Enabling employees to facilitate this can be as simple as recording and centralizing knowledge of processes and training in an easily accessible place such as an intranet content area.

If they are encouraged and supported to pass on critical information to others within the workforce, employees encourage internally enabled growth rather than information hoarding. Happy workers are more likely to take the time to do this, stepping into their role as brand advocates that wider teams can look up to and emulate. It also eliminates issues when employees leave, as that knowledge remains within the business and is not completely lost, potentially to a competitor.

Trust your employees, enable them to share the knowledge themselves, and enjoy the thriving workplace culture this strategy will bring.

Employee enablement ideas on the intranet

Having ideas on how to enable everyone to be more autonomous is a good first step to creating a better workplace, but every change you institute also requires organization-wide communication.

If employee enablement changes are planned, how can you best communicate this to your teams? And, can intranet software help this to be an easy change within your organization?

An excellent place to start is by checking the pulse of your organization. Performing employee surveys helps to measure and benchmark how staff feel currently, and where they would like to get to. Plus, it can also tell you how much and how frequently they would like to receive comms about the changes.

Although there are many third-party tools for administering employee surveys, they can be cumbersome and offer limited integration with your digital workplace. Using a Pulse survey tool integrated into your intranet can be more productive, however, because homepage blocking notifications can be a fast and effective way to ensure that everyone you target with questions – on a platform they visit frequently, if not daily – may see and respond. This may be more effective than occasional emails that go straight into the delete folder.

Pulse surveys are a common way to evaluate employee engagement, but can also be utilized to assess employee enablement. After all, when it comes to employee productivity and effectiveness, the more you know, the better. A snapshot of the overall picture is much more realistic when measuring the effectiveness of your employee enablement strategy.

By asking specific questions during your survey and targeting them to select groups, you can adequately assess if employees are feeling enabled, and what they would need to improve this element of their daily work life.

Consider using questions such as: 

• Do you feel like your role takes full advantage of your professional abilities?
• Would you like to be more involved with decisions that affect your role and work?
• If further training or development was on offer, would you utilize it? 
• Are the material and equipment provided adequate to undertake the necessities of your daily tasks?
• Is there room for improvement in work processes within your department?

Asking these questions can help establish if more support is needed within specific departments or if you have any potential brand advocates looking for that opportunity to shine. But that’s not all the intranet can do to support communicating employee enablement. 

Using forums helps businesses enable employees by bringing together like-minded people and those looking for answers. Internal cross-departmental collaboration benefits everyone, and intranet forums provide the perfect place to support this.

Users can connect and collaborate, search for answers, or point others in the right direction for a query that enables them to progress in their daily tasks. New documentation can be published and shared; conversations are started, and knowledge is contained within the intranet and stored, to be revisited as needed time and time again by employees. Forums capture new ideas, create conversations, and support employees when they have a question to benefit the whole business. 

Effective employees are engaged, but first they must be enabled. Motivation at work is complex, and businesses need to have a handle on ensuring that their workplace culture values and helps people. But it goes deeper than that. Employees need to be supported, given the right equipment, the training they need, and the answers to any workplace questions. Give them the tools they need and watch them flourish. 

Keep internal comms fresh with 101 Employee Engagement Ideas

Whether you want to provide healthy eating tips or boost employee recognition, our free download has tips for your next employee engagement campaign.

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The post What is employee enablement and how are you communicating it? appeared first on Interact software.

Whether the behavior is intentional or accidental, a power play, or simply a clash of personalities, it’s proven that a poor relationship between managers and employees is bad for business. This disruption has an overwhelmingly negative impact on workplace culture; it drains the life out of teams within an organization. A study by global analytics firm Gallup found that managers can affect up to 70% of employees’ engagement. This impact spreads across all factors and key business indicators, such as productivity, turnover, absenteeism, and professional satisfaction. 

Having the right people in those leadership roles is vital, and companies should consider this when creating teams and offering promotions. But how can an organization increase good communication between managers and their reports? This article will provide some actionable tips and show how managers can use internal comms technology to be more effective in their communications. 

Valued employees want to stick around 

Being an exceptional manager is multifaceted, but excellent communication is an essential quality to possess. Strong leaders create environments that allow their teams to excel. Increased trust and a lack of micromanagement mean individuals can take responsibility for their own development and grow their professional skills, ultimately improving performance and achieving maximum productivity. 

14 steps to great internal communications

Download this handy eBook and discover practical tools and tips to maximize engagement and impact business performance through internal comms.

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Also, remember that all team members are different, despite working in similar roles. Not everyone fits inside the same box or responds positively to the same stimuli. The bottom line – treat employees as human adults, or they are likely to leave. And high staff attrition, with a loss of unique skills and adapted business knowledge, not to mention the additional cost of recruiting, is awful for organizational progress and continuity. 

The post-pandemic ‘Great Resignation’ has meant that finding and keeping top talent is an ongoing uphill struggle against competitors. Studies show that around 44% of US employees are currently classed as ‘job seekers’, meaning they are unhappy with their current position and seeking a new one. A massive 4.3 million people quit their jobs in January, according to a recent report issued by the US Department of Labor, and 48 million people changed roles in 2021, the highest number ever recorded in America. So, the fight for talent is in full swing, and businesses must do everything they can to ensure they are an attractive proposition for employees, or better yet – don’t lose them in the first place. 

Inspiration not perspiration 

Tension between managers and their teams is damaging. It’s clear that managers and leaders play an essential role culturally and operationally, so it is imperative to choose the right people for those roles and train them correctly. But it goes deeper than that. For employees, managers that struggle to communicate and don’t take the time to listen end up killing team motivation. To those team members, this demonstrates inconsistencies within the company values and a stark lack of workplace culture. If their day-to-day experience conflicts with the business’ outward-facing mission statement, it is likely that those employees will become disillusioned and demotivated. Actions always speak louder than words, and if someone doesn’t believe in the company values due to the behavior of senior leaders, they are likely to be disengaged. They could be heading for burnout or resignation. 

Many managers may be oblivious to their poor communication skills. Others could be aware of their shortcomings and want to improve but worry that they lack the tools to achieve this. A 2019 study by Garter found that less than half of the business leaders surveyed felt they were well-equipped to lead their organization into the future. Communication is key to ensuring that everyone, regardless of their level, is on the same page to drive the required organizational growth. A great leader inspires their team toward a common goal or company vision without taking the glory or passing on the blame. 

“Management is doing things right; leadership is doing the right thing,”

said renowned business consultant Peter Drucker.

There are many so-called “red flags” for poor and ineffective management, and often these can be unique to the individuals within the team. Some employees prefer an additional helping hand, while others may see it as micromanagement. Employees may respond positively to a high-pressure deadline, whereas some would perform better under a longer-term plan. It’s all about responding to the individualistic nature and personalities of those within your team to get the best out of them. 

However, some overarching behaviors would demonstrate poor managerial qualities for most, including;

• A lack of overall feedback and generally focusing on negatives or poor performance
• Failing to recognize achievements or good work
• Non-existent collaboration or communication, and not taking suggestions onboard
• Focusing on weaknesses instead of strengths 
• Passing on blame or not sharing the glory
• Encouraging pressurized tactics and ignoring the risk of burnout 
• Being unapproachable in general, whether for professional or personal conversations
• An illogical fear of change

It doesn’t take much to damage trust within the workforce, sabotage engagement, and consequentially end up with a stagnant team. In the current tight job market, unhappy employees are likely to leave for another role; there’s certainly plenty of demand at the moment. But is it entirely down to the manager to change these behaviors, or are there things team members can do to help the relationship flourish? 

14 steps to great internal communications

Download this handy eBook and discover practical tools and tips to maximize engagement and impact business performance through internal comms.

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Managing upwards 

Managing people well is not as easy as it may seem, and it takes experience, empathy, and time – something that some senior leaders do not always have. Often employees are promoted into management roles, but excelling at one part of the business does not necessarily mean there is a seamless transfer of skills into being a good manager.

Besides, it’s worth remembering that relationships are a two-way street; creating a healthy rapport with those above can only be positive. It makes work a much less stressful environment, helps with career advancement, and creates better communication. As a valued member of the organization, it is also the employee’s responsibility to make the team functional, as much as it is for the manager.

Learning to anticipate and manage business leaders’ expectations means that everyone is on the same page regarding deadlines and responsibilities. Increasing the levels of communication ensures that as the relationship grows, each team member will understand how to get the point across without conflict or how to be honest about a situation without playing the blame game. But none of it can happen without building trust and appearing as a trustworthy source of help for a manager. Step by step, become a dependable ally. It may take some diligence and patience on the part of the employee, but it can be achieved – and it means not having to leave an otherwise good job for the sake of a poor relationship with your manager. 

A culture of communication between managers and employees

Of course, the importance of communication is the bottom line with all of this, whether as a manager or team member. Ensuring there is a steady stream of contact and understanding within the team means happier employees who perform better. 

Hiring during this tumultuous post-pandemic period is a challenge in itself, and keeping existing employees happy is much easier and cheaper than seeking replacements and doesn’t disrupt workplace culture. And that’s just one benefit. Organizations with many satisfied employees outperform their competitors statistically by around 21%, with additional growth and less turnover.

For many of these employees, it’s not about the perks. They aren’t necessarily interested in office slides, doggy day care, or even the latest computer equipment. It’s about how they are treated by business leaders, managers, and fellow colleagues. Fairness within the workforce, despite rank, tenure, or age. Trust and respect, feeling like they are being listened to and that their suggestions are being taken on board. After all, deep down, isn’t that what we all want?

How the intranet can help improve internal communication

Any thriving internal communication strategy will unite colleagues and improve the relationship between managers and reports. And utilizing tools from a feature-rich intranet can perform a critical function to support that multichannel communication, enabling managers to relate to people authentically and develop an informed and engaged workforce that is happier and more productive. So, what actionable tips can managers implement via intranet software to ensure this relationship stays healthy?

14 steps to great internal communications

Download this handy eBook and discover practical tools and tips to maximize engagement and impact business performance through internal comms.

Download the free eBook

Listen

A commonality of any prosperous two-way relationship is the ability to listen to each other; managers with their employees should be no different. Employee surveys allow feedback to be shared around the business, so that leaders have visibility on any issues. This transparency allows for actionable insights on related issues within the workforce, so any recurrent tension between managers and their teams can be identified and dealt with.

Pulse Surveys capture an immediate representation of employee feelings through methods such as custom surveys, quick-fire polls, or an Employee Net Promotion Score (eNPS). Sending out these targeted surveys is an easy way to get a real-time estimation of general workplace sentiment, including how people feel about their managers and other leaders. It provides quick identification of any problems within the relevant department and teams, or can be held anonymously if preferred – some employees tend to be more honest on anonymous surveys.

Reward

Creating a culture of peer-to-peer recognition helps leaders and managers cultivate the behavior they want to see from their employees, acknowledging professional achievements and celebrating success through positive feedback.  

Encourage employees to recognize when someone goes above the requirements of their day-to-day role by promoting this behavior from the top down. Having a recognition feature within intranet software allows a public way of appreciating those employees who embody the culture and values within a business, improving communication and positively explaining expectations.

Measure collaboration

Happy employees collaborate with each other. Putting key measurements on engagement and popular posts can help gauge the general feeling within the workforce. Is everyone interacting well on the intranet, is a particular post popular, and what is the topic? Using analytics alongside your internal communications helps you gain invaluable insights and pinpoint any areas where there may be some issues.  

Which pages have the most views and comments? Are there any top contributors, or is there anyone that never gets involved with the intranet, and are they on your team? Analytics gives you a birds-eye view which can help managers identify which employees are potentially checked out and which are excited to be part of the team. It also gives back-end information about how leadership posts perform with the general workforce.

Using the features of intranet software, alongside a strong management team, ensures that a culture of communication is created within an organization. Employees and leaders can work towards business goals, align around workplace expectations and ultimately promote better teamwork for everyone.

14 steps to great internal communications

Download this handy eBook and discover practical tools and tips to maximize engagement and impact business performance through internal comms.

Download the free eBook

The post How to improve communication between managers and employees appeared first on Interact software.

Despite experts agreeing that EX is incredibly critical within the modern workforce, a study by Gartner found that just 13% of employees are happy with their own EX, an astonishingly low figure. Thriving workplace culture is something that most employees have come to expect from their organization, and it’s been proven that a lack of satisfaction in this area leads to trouble in other parts of the business. And with a global talent shortage affecting recruitment, a focus on EX is a quick win when it comes to hiring and keeping top talent. 

Why does EX matter?

Employee experience is measured in a multitude of different ways. Engagement is deeply connected to EX, impacting job satisfaction, staff turnover, productivity, and other vital business metrics. Any successful internal communication strategy should focus on employee interaction and collaboration, underpinned by workplace values and culture.

If your EX is suffering, it’s essential to act fast. Failing in this area sends a negative message to employees, and they can quickly become disconnected. Although it feels like you have a mountain to climb when starting out with a poor EX, it’s easier than you might think to get a measure of staff sentiment and then act accordingly. That’s where the intranet comes in; more specifically, Pulse surveys. 

How can Pulse surveys help improve EX?

Surveying staff is an efficient way to discover the feelings of the workforce and address any ongoing issues that otherwise may have been hidden. But employees are often busy and don’t necessarily have time to sit down and spend half an hour on a long-form survey. In fact, somewhat ironically, using surveys repeatedly in this manner is a sure-fire way to damage your EX.

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Pulse surveys are designed to be quick and easy, increasing participation. Doing them frequently, perhaps every few weeks or months, as opposed to an annual employee survey, means that the information you receive is current and provides actionable insights. With annual surveys, you may miss past issues due to the delay and accidentally gloss over any problems with the EX.

A 2022 study by Gallup found that only 32% of employees class themselves as ‘engaged’, and this stat is dropping fast. But what can employers do to tackle this? It’s important to remember that surveys on their own are not a cure for a bad EX. The data must be actioned to bring meaningful change within the work environment – in other words, knowledge is not the only thing you need. To increase employee engagement, it must be acted on. Analytics and Pulse surveys will alert you to the issue, but organizations themselves must be the ones to tackle problems. 

A different type of survey

Pulse surveys are composed of a brief set of questions sent to employees semi-regularly to maintain transparency on their changing views and job-related concerns. As the name suggests, they are designed to read the ‘Pulse’ of employees’ sentiment regarding organizational developments and should be more frequent than the annual employee surveys (although Interact’s Pulse tool can also used to perform multi-question annual surveys too). Organizations can share them as often as they want – monthly, quarterly, or weekly if they are short. To keep engagement high, frequently sent surveys should be quick and easy to complete.

In fact, one of the key drivers behind the success of Pulse surveys is their length. They are concise and don’t take too much effort from employees who are often busy and want to avoid distractions. The third-party annual surveys that organizations often conduct can be a considerable amount of work, taking a long time to format and even longer to complete. Overdoing these hampers productivity and annoys employees, driving down the EX even more; it’s simply counterproductive.

The benefits of Pulse surveys 

Pulse surveys make employees feel like they have a voice within the organization. Whether you choose to make them anonymous or not, it is an opportunity for employees to be honest about their own personal EX, so businesses can take action if required. Suppose there has been a recent change within the organization, for example, a switch to hybrid working, a new leadership team, or a merger. Using Pulse surveys can gauge the general response to these issues without asking too directly, providing the leadership team with feedback and context during the evolution of this change. 

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It’s this analysis of information that helps organizations make improvements over time. Leaders can see what is popular with employees and the aspects they are not enjoying; they can make monthly improvements and see if they resonate or not. This hands-on approach allows for a quick amendment of strategy if EX seems to be going awry, rather than waiting for data from the annual survey to make changes. Leaving issues to fester could mean the damage is already done, and some talented employees may even have left. 

Another clear benefit of using this short form survey style is that it encourages a culture of communication within the business. For the organization, these quickfire questions don’t take a long time to prepare and can provide invaluable real-time data that is trackable and comparable. For employees, it shows that their opinions do matter to those above, and encourages openness on their thoughts and insights on how to improve certain aspects of the business. When you implement values, including a cultural value that talks about communication is an excellent way to practice what you preach without taking too much time away from anyone internally.

Check the Pulse of your organization

Getting employees to behave in this manner allows for a period of self-reflection. And Interact’s customers typically see their survey engagement rates double when using this style of survey over the longer, more arduous annual forms. There are some key features that make Pulse surveys so successful:

• Flexible and tailored to your needs 

Every organization is different and has varied priorities; Pulse is the same. It can be used for a single question: “Would you recommend us to a friend as an employer?”, or several multiple-choice options and scheduled at a time to suit those in different time zones. 

• Monitor Employee Net Promoter Score (eNPS)

First pioneered by Apple, the eNPS allows easy tracking of metrics regarding employee engagement. It shows actionable, real-time data on EX, the business’s cultural impact, and overall workforce sentiment. 

• Customizable and anonymous 

Some surveys will, by nature, be on sensitive subjects. Switching on the anonymous feature for these is beneficial to ensure participation doesn’t dip. Employees often feel more comfortable being honest in an unidentifiable setting. There may be other occasions where knowing the specific team of participants is valuable, and this can be adjusted to reflect the requirements of each particular poll.

• Ask who you want, when you want

Got a precise question? Send targeted distribution to specific employees or teams by diversifying the data. Not all options will be relevant for everyone, so this allows for more honed-in questioning that keeps things pertinent for all.

• Hit the ground running 

It’s simple to start using Pulse surveys. No setup or implementation is required, no complicated software or additional bolt-on. Everything you need is contained in the realms of the intranet, so just switch it on and get cracking. 

When used correctly, Pulse surveys are incredibly helpful in managing the positive and negatives of the employee experience. They identify ongoing problems within the workforce before they manifest as larger issues and track what is working well for employees. There isn’t a better way to collect and judge real-time data on workplace sentiment, so any organization that isn’t undertaking them is essentially operating blind, and may ultimately suffer the consequences.

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The post Using Pulse surveys to improve EX appeared first on Interact software.

Generation Z encompasses around 2.56 billion people worldwide, and by 2030 they will make up around 30% of the global workforce. In the US alone, Gen Z employees account for almost a third of the overall population, more diverse and better educated than any generation before them.

Who are Gen Z?

Born between 1997 and 2012 (they were 1 year old when the google.com domain name was registered), your current and future Gen Zers were raised alongside the internet and social media.

As expected, this significantly influences how they interact with their environments and provides them with different values than older colleagues from the Baby Boomer, Gen X, and Millennial generations. 

There are many factors differentiating ‘Zoomers’ from their generational counterparts, so communicating with them in the workplace needs to be well planned out. But, once mastered, it provides a huge opportunity for employers and employees alike to connect in a fulfilling way. 

How Gen Z will change how organizations communicate

As the next cohort of Gen Z employees become more visible, organizations must learn how to relate to them. So, it’s essential to understand any career motivations and professional drivers, which isn’t always easy.

Generation Z studied and graduated in the aftermath of the Great Recession of 2008, they have grown up accustomed to cancel culture, and the vast majority cannot remember the pre-social media era. When it comes to communications, Gen Z can be a tough nut to crack for comms professionals not accustomed to the same circumstances. 

Their strong familiarity with technology and instant fact-checking gives Gen Z a unique perspective on the definition of professional success. Their attitude and expectations demand an employer that agrees with their personal ethos, one that is relatable, transparent, and honest. Zoomers want to feel that they share values with their colleagues and are connected to a company mission they respect.

Gen Z staff also expect their employer to communicate with them meaningfully; with this generation, actions speak louder than words. And, as employers try to future-proof the workforce of tomorrow, attracting and keeping top talent from Gen Z will become essential as older personnel start to retire and Millennials move up the career ladder. Among other things, this means creating a robust training program with strong, empathetic leaders and communications that tangibly focus on the issues that matter – diversity, inclusivity, belonging, sustainability, and equality. For many within Gen Z, organizational reputation and action are table stakes and not merely a bonus. 

What can communicators learn from Gen Z workers?

Gen Z have never known a world without social media or a workplace without digital devices. They have grown up with the connectivity of the internet and the always-on attitude that it brings. Digital is default for them; to feel unconnected is abnormal and jarring for most within Generation Z. 

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The connectivity of our younger generations even surpasses technology-obsessed Millennials. And that interaction, whether social, professional, or personal, is primarily carried out in a digital environment. An organization with a fully functioning intranet is entirely expected from those new graduates of Gen Z. They want multiple channels to chat with their colleagues, often finding emails too formal and face-to-face interactions impractical after being raised in a world of digital instant gratification.

And, why not? These days, in a global enterprise, alongside the rise of remote working, employees rarely sit together in the office five days a week. 

The connected workforce is constantly changing and evolving, and Gen Z demands new, exciting ways to interact with colleagues. Gifs, emojis, short-form videos, and voice notes have replaced traditional and typically slower forms of communication. It’s one of the ways the younger generation of employees are permanently altering the world of work. Where many of the Baby Boomer generation are accustomed to telephone conversations or being together in an office, this style of internal communications driven by Generation Z keeps employees even better connected, just digitally. 

Managing Gen Z employees in the workplace

Generation Z possesses a plethora of new skills, ethics, and experiences that are invaluable to employers. Not only are they community-minded and digitally savvy, but they are also loyal to organizations that treat them well. Adept at multitasking and seamlessly switching between physical human contact and digital channels, working on multiple devices and screens is the norm for Gen Z. Consequently, research shows that this increased media consumption has reduced their ability to focus for extended periods, meaning they can get easily distracted, with an attention span of just eight seconds. 

That’s why organizations need to begin building unique recruitment and brand communication strategies to pave the way for attracting top talent from Generation Z. Managers and leaders must adopt a multifaceted communication approach to meet the needs of new Gen Z recruits. And, as only a proportionately small number of this generation have progressed into the workforce, these trends will change. Techniques to engage with these employees should be fluid and adapt as the world around us fluctuates, and as those already in the current workforce grow older and gain professional experience. 

Intranet software allows employees to communicate and collaborate, but it goes deeper than that. It enables individuals to understand their role in an organization, what is expected of them, and that their leaders and colleagues value their daily efforts. Connecting with Gen Z through internal communications should be multichannel, unambiguous, and concise. As a generation who have never known the pain of dial-up internet speeds or web-only UX, it also needs to be fast, slick, and mobile-optimized.

This can differ from the strategy for older generations, some of whom will ignore certain media, prefer a high level of detail, and cherry-pick relevant information. 

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Here are five tips that will make communicating with Gen Z employees easier for any business: 

1) Choose the correct medium and tone

The first step is to consider all employee communication strategies. Choose the right channels and forgo relying solely on now traditional media, such as email. But don’t completely disregard email – it still has a lot of value which is why, as well as other channels, your communications employee communication platform should also function as internal communications email software. Where it’s appropriate, an informal tone of voice will help your message to resonate.

Be genuine. If your organization sends out insincere, ambiguous communications that discourage transparency, Gen Z is guaranteed to pick up on it first and share with their colleagues in a way that mirrors social media virality.

Having grown up with the internet, they are experienced fact-checkers. Being disingenuous is perilous; internal communications that do not align with front-facing values or are viewed as unethical may break the trust of Generation Z, and it could be hard to win those employees back.

With the proper channels and communication style, it’s much easier to drive higher engagement levels to the target audience. For some out-of-the-box ideas, think about new aspects of design that may appeal to Gen Z, TikTok style short videos or humorous memes can go a lot further in attracting engagement than a long-form blog or mandatory read. But of course, it does depend on the topic and the communicator. Remember to send messages from figures who are authentic rather than broadcasting in a way that can be seen as simply capitalizing on the latest trends. Building authenticity for your comms personas is critical for long-term engagement and trust.

2) Support a mobile workforce 

As children of the digital age, tech-savvy Gen Z employees were raised on smartphones – how they communicate at work is no different. This always-on mentality has meant they are used to looking at multiple screens, fact-checking information, and processing content faster than any generation before them.

In fact, Pew Research found that 95% of the 13-17 year age bracket have access to a smartphone. But while smartphones may be the device of choice, posting content solely on mobile is also a disservice. Segmenting employee audiences across multiple channels is vital to any engagement strategy, particularly to capture those that are younger and more easily distracted. Access to a suite of communications methods is ideal for attracting a multi-generational audience and avoiding alienating other workers. Being in more places increases the odds of engagement, so utilize smartphones (mobile apps and responsive content), tablets, laptops, and desktops. 

Make sure communications look visually appealing or it will be challenging to capture that audience effectively. Poor experience means low engagement for this generation. All content must be optimized for desktop and mobile to ensure the content has the most chance of resonating with the intended audience. 

3) Improve and celebrate company culture 

Ethics and social responsibility are fundamental to Generation Z, and many of them think their employer should have this mindset too. Creating a working environment that reflects this makes the younger workforce more comfortable. Businesses should demonstrate that they have a cultural interest in diversity, corporate social responsibility, and sustainability to align with the social values of Gen Z. Workplace communications should reflect this but remember to practice what you preach!

Intranets connect organizations with their employees by creating a thriving culture. It provides a space for employees to grow, interact, and be productive. It also gives the company a fantastic opportunity to raise internal visibility on their ESG efforts. Use the intranet to create a cultural space, and allow Gen Z to live and breathe the brand they have chosen to work for.

When deciding on an employer or staying at an organization over their competitor, Generation Z wants to feel deeply invested in the company’s values and ethos. Like their older colleagues, they also want to be appreciated. We’ve already seen the impact that mass workforce changes can have during the period of the Great Resignation and the fight for talent. With digital skills gaps set to continue, successful organizations must attract the best of the best when it comes to employees. Improving company culture to suit the newer generations and not just reflect the needs of those older employees will make a business stand out from the competition, to avoid getting left behind.

4) On-demand information and connectivity 

Allowing anyone to share information as and when they want is a quick and easy way to encourage collaboration and sharing. It should be as simple to post to a work intranet as to update social media. Adding a personalized news feed can ensure that the right people see relevant content at a time that suits them.

Enable users to find the people they need with a personalized search, allowing all employees and relevant posts to be categorized and discoverable. Updating, commenting, sharing, and editing should all be easy. Generation Z are typically very experience-driven, having grown up alongside websites with honed design and specialized UX. Making something inaccessible is a sure-fire way for Gen Z to get bored and go off to work on something else, siloing these new employees and keeping them unengaged. 

5) Meaningful interactions

As with all communications, using the relevant terminology for your audience is critical. Particularly for Gen Z employees, meaningful interactions and communications need to speak directly to them. Companies should ensure that they are open-minded and encourage diversity; in return Generation Z will show loyalty and hard work. But having grown up in a world of intensive marketing from every angle, they can be cynical and will see through insincere or inconsequential efforts quicker than previous generations.

The requirements of employees are evolving as Gen Z make their way into organizations. With skills gaps, a fight for talent, and high recruitment costs, it is more important than ever before to attract and keep this new cohort by creating a social intranet that everyone can enjoy. Communications that focus on transparency and engagement will effectively encourage intergenerational collaboration within the workplace and ensure employee engagement doesn’t risk stagnation by concentrating on the older generations and forgetting how important it is to keep intranets accessible and engaging for all. 

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The post 5 tips for communicating with Gen Z employees appeared first on Interact software.

Reopening and post-pandemic activity is happening at different speeds, as each country necessitates. As we try to emerge safely from lockdowns, there is much disparity in vaccine uptakes, infection rates, and ever-changing government mandates. This makes it harder for internal communicators at global enterprises to reach those cross-border. Strategies are made more complicated still by differing attitudes and needs from employees. Working from home has been a success for many, yet some want a return to the office. So, what does this mean for the employee experience? And how can an employee experience platform support the new normal of the hybrid workplace and increased employee choice?

Internal communication teams have navigated unprecedented times, through uncertainty and high levels of anxiety during the pandemic. But some internal communicators have seized the opportunity for change. It has allowed them to transform their comms strategy and delve into what their organization’s employee experience truly looks like. They have digitally transformed this vital functionality through the power of intranet software. Many have figured out the secret formula for driving communication and collaboration, even when everyone is working from different global locations. Employees have managed to remain productive, and senior leaders have been able to provide support, despite not operating from the same location.

Why does the employee experience matter?

Having a good employee experience has multiple far-reaching benefits. It improves job satisfaction, increases staff retention, and makes workers more productive. Employees feel like they matter and that they are a valued part of an organization. In this talent-hungry landscape, businesses often fight for the best and most relevant experience. Having a good workplace culture can genuinely set a business apart from its competitors. 

A study by IBM found a clear link between a positive employee experience and a higher return on assets and sales. Those organizations in the top 25% reported nearly three times the return on assets. They also doubled the return on sales compared to those in the bottom quartile. This research proves that companies with an effective employee engagement strategy will see more return on investment and increased profitability than those that don’t. So, there is a clear business benefit to focusing on the employee experience, and that’s where intranet software can help. 

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It’s crucial that employees feel like they have a voice in order to achieve positive collaboration and productivity. Whether operating virtually, in-person, globally, or in a smaller environment, the employee experience varies for all organizations. But one thing reigns true – ignoring it has serious consequences. 

Responding to the demands of COVID

The pandemic has caused numerous workplace challenges for internal communications. For the first time ever, millions of teams transitioned to working from home rather than being predominantly office-based. Despite the upset of the past eighteen months, internal communicators have overcome significant hurdles. Professionals have cleverly used the tumultuous times to drive forward their own digitally transformed agendas. 

These agendas have fixed communication issues and focused on flexibility with a more agile approach to office-based work. It has provided employees with the desired control and autonomy over their working location and hours. However, at the foundation of this change needs to be an awareness of the overall impact on workplace culture. There should be an assurance of strategies to bridge the disconnect.

For employees, having multiple options is key. Allowing those who don’t function as well at home to experience a more location-based employment structure, avoids feelings of isolation. Keeping workplace culture alive, despite new hybrid working strategies and a more spread-out workforce; this is where internal communications and intranet software come into their own. Technology can provide a buffer, to offer understanding and support when dealing with these newly emerging problems caused by the shift to hybrid working as a direct result of the pandemic. 

This switch to remote working moved faster than anyone has seen in modern times. And managing the employee experience has become more critical than ever. For businesses to achieve long-term success, attract top industry talent, have a good handle on their internal and external brands, and many more benefits, the employee experience plays a significant part.

Here are our top 5 benefits to supporting the post-pandemic employee experience:

1) A tailored approach to flexibility  

When it comes to the employee experience, flexibility is at the forefront of everyone’s mind. But there really isn’t a one-size-fits-all strategy for this. What would work in a typical office might not work for a healthcare environment, and that would be different again for a factory, for example. That’s why measuring your approach with intranet analytics can help tailor the response and ensure that internal communications are as optimized as possible for employees. 

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Intranet analytics allows data to drive the decisions that can vastly impact the employee experience. It provides insight into performance and measures success through back-end metrics. Popular content can be identified and amplified, and areas that aren’t quite hitting the mark can be improved. It provides employees with the opportunity to connect to colleagues, which has proven to be crucial for workplace wellbeing. Utilizing this data successfully means that the challenges of hybrid work, such as communication between employees or a loss of company culture, are much less damaging than if they are not included in the internal communication strategy. 

2) Listen to your employees

Employees want to feel like their employer has listened to them, and that builds trust. For any hybrid working strategy to be successful, there needs to be transparency, fairness, and a focus on wellbeing. Organizations should consider and investigate how their employees feel, rather than second-guessing. To do this, they need an effective listening strategy backed up by data. 

Once this data has been gathered, that’s where Personas can help. Designing these personas allows classic organization structures to be a thing of the past, with dynamic user groups, defined by specific criteria. It means that employees can be communicated with in a relevant and impactful way through the intranet. With nuances for specific roles, the content posted on your intranet can become purposeful, and tailored to their needs. It creates a space that’s designed purely for employees to connect, innovate and collaborate. 

3) Master the art of attraction and retention

Recruitment has changed in the eighteen months of the pandemic. There is now a huge demand for flexible and hybrid working. Some of the world’s largest recruitment companies have recently commented on a rise in global hiring and fierce competition for top talent. 

A good employee experience and internal communications software have a definite impact on retention and recruitment. Work feels like part of something important, with a thriving culture, and employees know that their contributions actually matter. And when they think this way, they are much less likely to move on to another role. Intranet software, in general, makes an employer more attractive to job-seekers and can give the edge in the war for talent. 

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With this high demand for talent spurred on by the pandemic, offering a superior employee experience does give a competitive advantage. Those that change jobs frequently and constantly move to new environments or teams struggle to stay connected with their workforce. But those that offer employees a compelling experience are much more likely to retain these staff and not have to join the endless fight for recruitment.

4) Collaborate and be social 

Intranet software unites employees, encouraging them to communicate and offering an area where they can be social and creative. Whether based in one office or spread across several continents, the power of internal communications means that the intranet becomes a hive of creativity. It is an internal hub for employees to inform and share knowledge.

Using features like Communities brings people together virtually, it encourages engagement and collaboration with like-minded colleagues. For post-pandemic collaboration, social intranet features such as this are paramount, stimulating spontaneous idea-building. They bring your people together. Build virtual communities on your intranet for groups of common interest, where your employees can go to connect with colleagues.

5) Peer-to-peer recognition

Finally, one vital element of the employee experience is peer-to-peer recognition. Social rich features such as this make all the difference. It’s a fantastic way to celebrate progress, reward those who go the extra mile and demonstrate the preferred attitude of those in the organization.  

Investing in this working style from the top down proves that the business rewards collaboration and knowledge sharing. It allows colleagues to acknowledge each other and the great work they’ve done, demonstrating that the intranet is not just a collaboration tool but a social formula that defines workplace culture. Intranets keep the employee experience alive – whether employees are working remotely or not. They improve collaboration and innovation, encouraging spontaneous brainstorming and providing the social tools necessary to work together, surrounding all workers with support and appreciation. 

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The post 5 ways intranet software supports the post-pandemic employee experience appeared first on Interact software.

SoftwareReviews’ Net Emotional Footprint measures high-level user sentiment. It aggregates emotional ratings from 26 provocative questions, creating a powerful indicator of the overall user feeling toward the vendor and the product.

With only five vendors being names as Champions, Interact is extremely proud to be at the top of the list for a satisfaction score aggregated by real users. SoftwareReviews rated us with a Net Emotional Footprint of +93, ranked strongly on being caring and effective, according to feedback provided by their reviews. The report also states that 92% of users would recommend Interact to their colleagues and peers.

“It’s fantastic to be included as a Champion in the 2021 Digital Workplace Emotional Footprint Awards,” said Scott Hitchins, CMO at Interact. “The fact that this comes directly from users makes it all the more valuable to us as an intranet software provider. To gain such a high score in the rankings shows just how much hard work we undergo for each customer, and we’re proud to work with some of the world’s leading enterprises on their workplace communications.”

What is the Emotional Footprint Diamond?

The Emotional Footprint Diamond illustrates the customer experience with software vendors and a complex relationship spanning procurement, implementation, service, and support. The Net Emotional Footprint of a vendor is a result of aggregated emotional response ratings in the areas of service, negotiation, product impact, conflict resolution, and strategy and innovation, creating a powerful indicator of overall user feeling toward the vendor and its product from the software user’s point of view. The data published in the Emotional Footprint Diamond is collected from real end-users through authentic software review surveys and meticulously verified. The survey uses standard net promoter scoring (positive percentage minus negative percentage) to arrive at the Net Emotional Footprint score. These skillfully crafted survey questions are informed by two decades of IT research and advisory. Vendors with top user scores receive the Emotional Footprint Award. The Emotional Footprint Awards, an initiative proudly founded in 100% user-review data, is free of traditional components such as market presence and analyst opinion, which are opaque in nature and may be influenced by vendor pressure, financial or otherwise.

The post Interact named a 2021 Champion in the Digital Workplace Emotional Footprint Awards appeared first on Interact software.

As organizations try to adapt to the new way of working, ensure that staff are protected from the pandemic, and stay connected to ensure business continuity, adjusting to this ever-changing landscape requires expert advice and reliable internal communications software. Across the afternoon, delegates heard guidance from industry leaders, as well as a unique perspective on internal communications and the future of the workplace. 

Many thanks to everyone who joined the Interact team for this year’s event. We had attendees from all over the world who were keen to get involved, ask questions to our speakers, and share their internal communications experience through intranet software. 

If you missed it, we’ve pulled together a round-up of the talks, with a recording should you wish to watch.

Tom Cheesewright

The shape of tomorrow

COVID-19 accelerated the progress of existing trends in the way we live and work; hybrid and remote working have become mainstream like never before. In this first Keynote of the day, Applied Futurist Tom Cheesewright explains how businesses can embrace the change and make themselves future-ready for whatever comes next.

Watch and find out: 

• Why we are in a period of high-frequency change, and what this means for organizations 
• The importance of being agile and adaptive 
• What matters to the workers of the future and how to utilize this effectively

“First, I would like to thank you for organizing it! Overall it was a very good event and platform. Really like each of the speakers, as well as the breakout room.”

Julie, Interact Live 2021 attendee

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Jen Prestigiacomo, Internal Communications Manager at Indeed

How Indeed pulled off its successful intranet launch in six months

Indeed know that connecting with employees and fostering a sense of community through engagement is vital to their culture. After updating and enhancing their intranet, powered by Interact, it became a source of dynamic information and internal communications. Here’s how they pulled it off.

Watch and find out: 

• How Indeed rebranded and migrated their intranet to adapt to the requirements of a rapidly growing global company
• The benefits of a strong launch strategy and the impact it had on employee engagement 
• The importance of collaboration and translation across a company spanning multiple continents and languages 

“I loved hearing about Indeed’s story. Overall, I thought this was a great event.”

Allyson, Interact Live 2021 attendee

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Dawn Speed and Cathy Boone of ROI Comms

DE&I: Be Intentional

The past year has shown us the risks and rewards of taking a stand regarding diversity, equity, and inclusion. Organizations face internal and external demands to evaluate and be accountable for their DE&I efforts, and the impact it can have on their employees, leaders, brands, customers, and other stakeholders. 

Watch and find out: 

• How to create and elevate your DE&I programs and communications
• Why diversity needs to be consistent and ubiquitous in an organization, driven from the top down 
• When it is appropriate to utilize cultural moments as a driver for DE&I 

“I love the meet-ups in person, but felt this virtual event was just as effective, if not more.”

Chris, Interact Live 2021 attendee

Watch now

Lia Crooks and Kelly O’Neill from Simply Business

Wellbeing is for life, not just for Covid.

Wellbeing within the workplace has become essential and necessary, going way beyond tactical initiatives. So how can internal comms and HR partners amplify efforts and ensure that you build a new normal with wellbeing at its core?

Watch and find out: 

• The impact of COVID-19 on mental health and how an organization can support its employees  
• How multiple communication strategies can be aligned with a focus on employee wellbeing 
• Why listening, not just talking, to employees is essential 

“I was extremely impressed with the lineup of presenters and it was super helpful to learn how they are using and launching their intranets as well as strategizing to reach their internal audiences.”

Lisa Marie, Interact Live 2021 attendee

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Tobi Anderson, Strategic Consultant at Interact

Change communication: tools, strategy, and real-life stories

Interact superstar, Tobi Anderson, deep dives into the role of modern intranet software in managing flourishing change comms campaigns. She provides real-life stories and strategies from global enterprises and the successes that she has been part of over the past year.

Watch and find out: 

• How to capture the attention of your employees, and how to keep it
• Exclusive tips and expert considerations for your intranet 
• The value of taking the time to establish personas and distinct user groups

“The features presentation by your strategists were the most interesting. It’s always a pleasure to learn what the platform can do!”

Roxanne, Interact Live 2021 attendee

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Wedge Black Intranet Consultant at Clearbox

A lightning-fast introduction to content design for intranet publishers

‘Content design’ is an evidence-based approach to working out what to write before you start writing. It’s about being reader and goal-focused and is most suitable for high-value reference pages. But the techniques introduced in this lightning talk can aid any writer, communicator, and publisher.

Watch and find out: 

• Why should an organization care about well-designed content? 
• The benefit of researching your audience before launching an intranet 
• How data and research can make or break an internal communication strategy 

“Really enjoyed the ClearBox presentation and the futurists’ point of view. I got some great actionable takeaways.”

Debra, Interact Live 2021 attendee

Watch now

Sharon O’Dea

What does the future of work mean for you… and your intranet?

For our second Keynote of the day, Sharon O’Dea looks at what the future of work actually means, and how organizations can learn from professional futurists to ensure their digital workplace is future-ready.

Watch and find out: 

• How looking to the future can help an organization act more strategically 
• The changing world of work and how humans use technology to augment our skills 
• The impact of future-proofing your workplace, and what first steps to take

“The topics covered were very much those on the agenda of internal communicators at the moment in supporting and delivering for their workplaces. The gentleman who was hosting and facilitating the event was very good. I enjoyed all the sessions but I particularly got a lot out of Sharon’s session.”

Claire, Interact Live 2021 attendee

Watch now

Stacie Barrett, Director of Internal Communication at Domino’s Pizza

Domino’s recipe for the future of the employee experience

Domino’s, a customer of Interact, gives powerful takeaways and considerations for the future landscape of your business, including the importance of connecting your customers, employees, and more to purpose, your values, and each other.

Watch and find out: 

• What does the future of work, and the transition back to the office, look like?  
• Purpose, values, strategy, and vision – why these are the critical ingredient in your recipe for success 
• How to use different mediums of content to build up storytelling  

“I loved seeing all the possibilities the CMS has and learning from others about best practices.”

Sarah, Interact Live 2021 attendee

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Now in their 11th year, the Excellence Awards sees entries spanning small non-profits through to international brands, giving a unique insight into the success of those at the forefront of internal communications.

These global awards uncover the stories behind some of the world’s leading digital workplace solutions and the individuals or teams who have inspired them.

The events of the past eighteen months have laid bare the importance of internal communications and the digital workplaces. This year, the Interact Excellence Awards offer a moment to reflect on the innovation and achievements of those dominating the space. We commend those who have demonstrated a trailblazing approach to employee engagement and staff collaboration and understand the importance of connecting their organizations with the power of technology.

The Interact Excellence Awards celebrate their 11th anniversary this year and continue to commemorate and praise our customers that truly go the extra mile with their efforts for the intranet. Find out about the secrets of their success, and uncover the inspiring stories of organizations around the globe. 

With the rise of hybrid and remote working and accelerated new approaches to agile working, there has never been a better time to center your internal communications around intranet software. The ability to respond to a crisis, connect global teams, and think strategically in the face of a diverse range of challenges is something that the Interact Excellence Awards will always celebrate.  

A word from Interact

“From the vantage point that mid-way through 2021 allows, we can reflect on the incredible achievements we’ve made as communicators and business leaders over the past twelve months. 

Through unprecedented turbulence, we have seen organizations galvanized by their digital workplace, and by the tools and tech that allow them business continuity in the midst of such global chaos. 

The disruption, changes, and innovations made over the past year are reflected in the following entries: stories that showcase the very best in human endeavor, determination, and perseverance. And, what stands out above everything is our fundamental need to connect with one another, regardless of location or restrictions. 

This year’s entries were submitted in the middle of the COVID-19 crisis, and their stories hold valuable insights and lessons that will shape future strategy: and have, no doubt, supported those organizations in adjusting and managing the change. Trends including mobile and accessibility, digestible content formats, organizational restructuring, increased remote working, and the aggregation of tools and knowledge, are being forcibly pushed through at speed to support productivity and ensure long-term survival.”

Award-winning intranet storybook

Ideas, inspiration, and insights from behind the closed doors of some of the globe’s leaders in internal communications, employee engagement, and digital workplace innovation. Discover what sets an award-winning intranet apart.

Download the free guide

“However, one thing is clear: the digital workplace has never been more critical. As a crucial link between employee and organization, intranets are now at the forefront of digital workplace strategy and being tested like never before. 

The following stories demonstrate success in all forms: from global corporations to smaller scale non-profits, all finding a way to provide support, communication and a driving force in such uncertainty with the help of intranet software.” – Kris Morrison VP, Customer Success, Interact 

Meet the judges

For the 2021 Excellence Awards, Interact was supported by a 7-strong panel of global intranet, communications and engagement professionals who judged all entries.

Cindy Crescenzo 

Cindy Crescenzo is the President of Crescenzo Communications and brings over twenty years of experience to the communications industry. Cindy has worked with hundreds of communicators around the world, including 3M, Bayer, Lockheed Martin, Target, and Wells Fargo. 

Andrew Marr 

Andrew is a consultant with ClearBox Consulting, reviewing numerous SharePoint and non-SharePoint-based intranet products in ClearBox’s industry-leading reports. Before joining ClearBox, Andrew worked with organizations that include AkzoNobel, Barclays, Financial Times, and Shell as a freelance consultant. 

Andrew Wright 

Andrew Wright is the founder of the Worldwide Intranet Challenge (WIC), the world’s largest intranet and digital workplace end-user satisfaction study. An intranet and digital workplace consultant for over fifteen years, Andrew has completed projects for organizations of all shapes and sizes from all industries. 

Rohini Mukherji 

Rohini is a seasoned integrated communications expert with fifteen years’ experience in Canada and China. Rohini is the co-host of a podcast called ABCDEI, focused on diversity, equity and inclusion. Rohini is also the marketing chair of the Canadian Public Relations Society Foundation. 

Amrit Nijjar 

As an Inclusion and Belonging Manager, Amrit believes if people have a true sense of belonging, they will truly excel in their roles. Previously an award-winning engagement and communications professional with over 15 years of experience, Amrit helps embed Inclusion and Diversity action plans within her company. 

Steve Crescenzo 

Through his work as a consultant, writer, speaker, and seminar leader, Steve has been voted the #1-rated speaker at the International Association of Business Communicators World Conference seven times. With his wife and business partner, Cindy Crescenzo, he teaches the popular workshop, Internal Communications Masterclass. 

Simon Dance 

As the CEO of Interact, Simon has a long history of working within the content technology arena. With a reputation of spearheading innovation and driving change inside Interact, Simon’s approach is key in creating ongoing enhancements and solutions to help communicators inform and connect their greatest asset: their people. 

Award-winning intranet storybook

Ideas, inspiration, and insights from behind the closed doors of some of the globe’s leaders in internal communications, employee engagement, and digital workplace innovation. Discover what sets an award-winning intranet apart.

Download the free guide

All winners were announced LIVE at our virtual Excellence Awards night. To dig a little deeper into their entries and discover what landed these organizations in the spotlight, download the free Awards Storybook.

Interact Excellence Award Winners 2021

Entries to the Excellence Awards are submitted under nine main categories. In addition, there is a Judges’ Awards for Innovation, awarded to entries that don’t fit inside the box of an existing category, but deserve unique recognition.

Best UX

A great and innovative UX can be the difference between a successful intranet and a failure. Organizations that take pride in their intranet’s design have a strong handle on their brand identity and permeate this ideology throughout the platform.

“The project was user focused from the outset, having identified the three key issues stopping people having
a good experience. There’s good evidence they put user needs first with a simple approach “every page to help staff and volunteers complete the task they need to do, in the most straightforward way possible”. This is really the only entry that seems to have taken a serious approach to user-centered design and therefore create a UX that works for employees.”

Andrew Marr – Clearbox

Highly commended in this category were Indeed and NBA.

Best Intranet Launch

One of the first and biggest challenges an intranet team faces is launching and embedding a new intranet into the culture of the organization. A well-planned intranet launch can significantly impact employee engagaement with the digital workplace.

“Well done on a comprehensive and measurable launch strategy. The targeted delivery of communication, including the identification of content builders as a key audience , was the key tactic that won my vote.”

Andrew Wright – Founder – Worldwide Intranet Challenge (WIC)

Highly commended in this category were the NBA and Checkmarx.

Best Essential Intranet

For an intranet to be successful, it needs to be fixed to the heart of an organization. From launch, the intranet team and stakeholders need to work hard to make it a critical part of the business.

“We thought Servpro was by far Best in Show. It has it all: Multimedia content, interactivity, mobile, innovation . . . just a great intranet. Congrats!”

Steve Crescenzo – CEO at Crescenzo Communications

Highly commended in this category were iRhythm Technologies and Co-operative Bank.

Best Success Story

What makes the best intranet success story? Ultimately, it shows that the platform achieved its purpose. This can mean uniting a disparate workforce, employee engagement or increasing sales.

Sometimes less is more. The strategy to simplify how content is written and presented was a winning one

Andrew Wright – Founder – Worldwide Intranet Challenge (WIC)

Highly commended: Servpro and Easterseals Southern California

Best Use of Digital Media 

Digital media in the workplace enhances social interaction and empowers employees across multiple global locations. It connects people and gives them greater access to the tools they need to do their job.

“This captures not only what the company has done for employees during Covid in an emotional way, but also has that very fun component showing all the different ways you kept employees engaged. Excellent job.”

Steve Crescenzo – CEO at Crescenzo Communications

Highly commended in this category were IIE – Institute of International Education and UK HealthCare.

Best Stakeholder

The foundation of a successful intranet lies in the buy-in and support of key stakeholders within the organization.

“Thank you so much Peter for all the support, advice and positivity you and the team have offered over the past few months . It’s been great watching your videos and reconnecting with HSUK in a personal way. The intranet is a great resource but your videos just make that extra bit more special.”

A Home-Start employee

Highly commended in this category were Easterseals Southern California and Medvivo.

Best Offline Worker Strategy

Around three-quarters of employees are non-desk based and connecting these workers can be a big problem faced by organizations.

“Great addition to ensure we can access critical information on the go!”. Loved the look of their mobile app as well. Well done!”

Steve Crescenzo – CEO at Crescenzo Communications

Highly commended in this category were Medvivo and Sheetz.

Best DE&I Strategy

Diversity, equality, and inclusivity (DE&I) is under the microscope. The ongoing discussions of 2021 act as a reminder of the importance to look at our own organizations and see how we measure up.

“The DE&I effort from this company is nothing short of amazing! I not only love the community groups, but also just the overall education to others on the site about those groups and what they mean to the company as a whole.”

Cindy Crescenzo

Highly commended in this category were AMS and Priory Group.

Best Crisis Comms

As we’ve learned over the past eighteen months, every organization is vulnerable to crisis. But how we respond and communicate in the height of a stressful situation can set us apart from our rivals.

“It’s so inspiring how you’ve connected so many employees during one of the hardest crises of our time. We love how your leaders were 100% authentic in their communications with employees. The effects of this type of leadership communication shows in the passion and enthusiasm of your employees!”

Cindy Crescenzo

Highly commended in this category were Servpro and Your Housing Group.

 Judges’ Awards for Innovation

If there’s any business lessons to be learned from the past eighteen months, it is that innovation can not only set us apart from our competitors, but it can also help us survive periods of great adversity.

“The human, empathetic touch via Jobby’s new home connected with me on an emotional level. This was such a wonderful campaign with so much heart.”

Rohini Mukherji 

Highly commended in this category were Queens Cross Housing and Happy Money Inc.

Kris Morrison, VP of Customer Success, concludes; “Let me take this opportunity to recognize those in the driving seat of delivering that response: the key players at the forefront of digital workplace innovation. 

This is a celebration of the indomitable spirit displayed in businesses across the world, and should act as inspiration to push our digital workplace plans and ambitions to the next stage.”

Award-winning intranet storybook

Ideas, inspiration, and insights from behind the closed doors of some of the globe’s leaders in internal communications, employee engagement, and digital workplace innovation. Discover what sets an award-winning intranet apart.

Download the free guide

The post Announcing the winners of the Interact Excellence Awards 2021 appeared first on Interact software.

Now in their 15th year, the Intranet and Digital Workplace Awards operate globally and recognize outstanding contributions to internal communications and innovation. The judging panel especially highlighted US-based Servpro Industries as “an intranet providing amazing support during COVID-19, enabling the launch of a brand-new service line and an ambitious virtual convention.” 

Essential intranet and digital workplace themes of 2021

Intranet software has become a crucial part of the digital employee experience, and the global COVID-19 pandemic has exacerbated this. These tools have allowed business continuity and communication amongst teams, despite the high level of remote working. 

Entries to the 2021 Intranet and Digital Workplace Awards highlighted how vital intranets and the digital workplace have become to everyday work processes over the past 18 months. They provided a communication channel for employees which became a lifeline for many. 

According to Steve Bynghall, manager and editor of the Intranet and Digital Workplace Awards, the top themes of entries this year were: 

• Mobile apps are revolutionizing frontline digital employee experience
• Wellbeing is now at the heart of the digital employee experience
• Digital workplace dexterity is critical for teams
• Sustainable digital employee experience requires the right foundations
• Amazing intranets make users feel special
• Automation and integration lead to digital employee experience success

Obtain a copy of the 2021 Intranet and Digital Workplace Showcase report for full details on the themes and winners.

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