EB Encyclopedia
This is a 5-bullets weekly pit stop for all interested in effective employer branding #18
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1. ACTIVATIONS TO FOLLOW: UNILEVER introduces flexibility for all! ?
Employees are still rethinking what they want when it comes to work & work-life balance.
As per the Owl Labs survey, 42% of employees feel stressed about their employer’s in-office requirements. Companies are responding to employee needs in remote work, flexible hours, four-day workweeks, compensation and more.
How is Unilever changing the way it manages, retains and attracts talent? – It has piloted the inter-generationally inclusive and innovative model U-Work that brings workplace flexibility for every age and life stage. What is so special about it?
?it crafts work patterns that suit employees (a few days a week, a few months, full-time with breaks in-between, etc.);
?it addresses the flexibility demand from 3 different workforce segments – millennials, perennials and parents;
? it gives employees time for up-skilling and re-skilling;
? it still makes health care, core benefits and pension contributions available.
Get more insights on the U-Work innovation model. Why not to adopt this vision and empower your employees to work, earn, learn and live differently?
#flexibility #remote #hybrid #retention
2. AN APPROACH TO FOLLOW: Treat candidates like customers.
In 2015, Virgin Media discovered that bad candidate experience—often the result of negative interview experiences and poor communication— cost the company over $6 million in lost revenue each year as many Virgin Media applicants were customers.
In the LinkedIn article, Kristi Stepp emphasizes the importance of treating candidates like customers and shares best practices to improve candidate experience. Some of them are:
1. Personalizing the feedback with details and help job seekers learn from the process.
2. Ensuring your message fits with your employer brand and values. Be consistent with answers you provide so no one can misconstrue information.
3. Connecting strong candidates with another employer. It improves candidate experience and promotes your employer brand.
4. Keeping in touch with former candidates, especially those who made it to the final rounds. They can become potential hires, sources of referrals or customers in the future.
? Get best practices explained in detail here.
#employerbrand #thirdparties #candidateexperience #reputation
3. INTERNAL COMMUNICATIONS TRENDS TO CATCH UP WITH IN 2022
In a remote or hybrid environment employee loyalty, engagement and retention are difficult to maintain. As per the TINYpulse survey, over 80% of HR executives report that hybrid is proving to be exhaustinng for employees. How to bring everyone on board and meet the increased demands of transformation processes within a company?
Staffbase compiled 7 internal communications trends for 2022 to keep employees fully engaged and aware of company strategy. Some of them are:
1. CEOs, board members and the C-Suite take a leading role in communications practice. They become increasingly present and act as role models to foster better leadership communication.
2. Communication is becoming more immediate and personal than before. New digital formats are getting messages across and making them understood by many employees.
3. Internal communications is heading towards a multi-channel approach. It allows companies to choose technologies that reach employees and meet their needs.
4. Internal communications is using internal influencers strategically. A dedicated strategy to utilize internal influencers is to be integrated and aligned with your company’s communication strategy.
5. New dialogue formats are flattening hierarchies. Two-way communication with dialogue formats builds a foundation of trust in change processes and helps to manage future crises.
? Explore the tips and hands-on advice for effective communication here.
#trends #internalcommunications #2022 #transformation
4. STRATEGIES TO FOLLOW: 7 ways to foster DEIB? ?
Today we are observing a shift from DEI to DEIB as one of the HR trends 2022 that will shape the world of work going forward.
AIHR suggests 7 ways to foster DEIB. Some of them embrace:
1. Focus on purpose. Now people are looking for a purpose in what they do to resonate with a company’s mission and vision.
2. Build connections by offering employees to join affinity groups or employee resource groups.
3. Humanize the workplace. Build trust and compassionate culture around an important mission through strong leadership.
4. Include gig workers. Treat them like your employees, engage them in your DEIB initiatives.
5. Give every employee a voice. Encourage input and feedback from all team members, incl. when tracking your progress (during a staff meeting, a company-wide survey, etc).
? Take a closer look at the strategies for belonging to add to the DEI equation.
#deib #gigworkers #strategy
5. TOOLS TO USE: Prowly to communicate your external & internal activities. ?
Tired of sending emails and newsletters with large video files? With Prowly you may set up your own online rooms in minutes, create great-looking press releases with a range of tools and send them to the predefined audiences.
? Check here how this tool can help you communicate company initiatives.
#tools #communication
A BONUS PIECE FOR YOUR BRAIN ?
‘Managing and Measuring Employee Performance” book you need to read
Performance management becomes better integrated into businesses and approaches to it are evolving. How to craft effective performance management processes in your company that inspire employees?
The authors Elizabeth Houldsworth and Dilum Jirasinghe identify two means of performance management that successful companies balance to foster, manage and measure employee performance and growth. The book includes case studies and detailed practice examples from leading international organizations. ??
#keepgrowing #ebjobs #career
Thank you all guys for your amazing work we can share and learn! And let us know if you have something amazing you would like to tell our community! Let’s grow together 
