Did you know that offering employees the opportunity to bring their pets to work is a current trend? It’s true! According to the Society for Human Resource Management (SHRM), nine percent of employers already have an office policy allowing pets. This includes some well-recognized employers-of-choice such as Google, Amazon, Salesforce and Workday.
The fact is that the percentage of workplaces with a pet-friendly policy has more than doubled in the past four years. Benefits experts believe that this percentage will continue to increase in the future.
Why you may ask? According to a business magazine called Chief Executive, the next generation of business professionals want it. A survey conducted by Banfield Pet Hospital found that more than 66 percent of human resource decision makers said that potential candidates asked if the workspace was pet-friendly during their interview process.
This is not necessarily a bad thing. A pet-friendly environment can benefit both the employer and the employee. The employer may see increased retention, loyalty, productivity, and morale in their staff. On the other hand, the employee may experience decreased stress and absenteeism, according to a recent study from the Virginia Commonwealth University. As an added bonus, when you allow pets in the office, employees may be more engaged and willing to work a full day. The policy eliminates their need to worry about rushing home to check-in on their pet.
If you already have a program like this or are looking to start one, consider effective communications a key element of its success. Here are some ways to make sure you’re engaging employees appropriately:
Make Sure Every Employee’s Voice is Heard
In order for a pet-friendly workspace to be successful, employees need to feel included. With this in mind, be sure to remember everybody might not have a pet or feel comfortable around animals. That’s why it’s important to find out where people are. Do this by talking to coworkers who might be worried about this implementation, are allergic, or have any questions or concerns. Engage them in a short online poll, focus groups or informal meetings to get their thoughts. Use what you learn to inform not only the program, but communications strategy. Arm managers with talking points so they know how to approach people on their teams who may be skeptical.
Design a “Frequently Asked Questions” Document That Lays Out Program Guidelines
One of the most important steps in creating this type of policy is making sure that the guidelines are clear. Frequently Asked Questions (FAQs) are a user-friendly tool for distributing information in a way that can be scanned, easy to revisit, and quickly updated as questions come your way. Start with the questions you expect you’ll get the most. Write them in the way employees would ask them to make the information intuitive for search. Update often to aid in eliminating any confusion.
Get the Word Out Through the Appropriate Media
How you decide to spread the word to your employees is crucial. Are you going to send out a mass email? Post a flyer in the break room? Hold a company-wide meeting? Post it on your company’s intranet? There are many different ways to tell your employees about this new policy, but some may be more fitting for your company than others. The goal is to meet employees where you know they go most. This ensures that you are reaching as many people as possible. Even though younger workers tend to value this pet-friendly program most, not all want to receive information on line. Because we all learn differently, the best approach is to use a mix of approaches, from online to traditional. This guarantees that you connect with everybody somewhere.
Create Clear Messaging That Includes the Ground Rules
No matter how you decide to share information, remember that consistency is key. Reiterate the ground rules and key aspects of the policy often and through a variety of media so employees always know what to expect. If your message is direct, concise, and clear, employees are more likely to be receptive. Something to keep in mind is that when you begin to tire of the information, employees are just starting to get it.
Communicating the Pet-Friendly Policy in Recruitment
Your current workers aren’t the only ones who should know about this new policy. Promote it to job-searching millennials who, as we now know, are looking for pet-friendly offices. Talk to your Human Resources team to see how you can best communicate this policy in the recruitment process. That may include adding it to job postings on sites like Indeed or Glassdoor, putting it in the employee handbook and promoting it at job fairs. This could be a real deal maker for some candidates and in a tight job market, that counts!
As you can see, there are a lot of things to think about when educating your employees on how to embrace a pet-friendly office. Note that your communications strategy is crucial when explaining any new policy. Communicate well so you can set employees and your program up for real success.
May is Mental Health Month. Your employee’s mental well-being matters year-round. But this month is an opportune time to communicate with your employees about how you support them.
Good mental health is not just necessary for your workers’ total well-being, but it also benefits you as an employer. Mental health conditions contribute to 62 percent of missed work days. That’s according to the 1,850 U.S. employed adults surveyed for the 2019 Unum Mental Health Report.
Whether you have a fully-developed set of benefits that address mental health in the workplace, or offer employees general wellness resources, communications is key. Here are some great programs and messages to promote as part of a communications strategy around Mental Health Month.
Teach Employees How to Use the Employee Assistance Program
Your company may offer its workers an Employee Assistance Program (EAP). Such programs often include several free sessions with professional therapist or counselor. This is gold, especially for someone who is struggling and doesn’t know where to turn or have a lot of money to spend.
Sadly, many employees don’t understand that an EAP is part of their benefits. The Unum report found only 38 percent of employees knew they had access to an EAP. It’s up to you to help them understand its offerings and advantages.
Use messaging to explain the program benefits and reassure employees about confidentiality. Privacy matters. Sixty-one percent of employees said there was a social stigma in the workplace towards colleagues with mental health issues. Design a mail-to-home postcard that explains step-by-step how to use the EAP. Since most EAP’s extend to dependents that communications method gets home to spouses so they know can take advantage.
Encourage Employees to Take a Stress Reduction Class
A program doesn’t need to be specifically about mental health in the workplace for employees to benefit. Mindfulness can benefit all staff, regardless if they have a diagnosed mental health condition.
Consider hosting wellness seminars. With the help of strong communications and promotion, they will be well attended and regarded by employees. I have personally benefited from a Stress Reduction session and a Mindfulness, Meditation and Relaxation session sponsored by my company.
There are lots of ways to promote these seminars, like email, posters and desk drop flyers. It’s also important to:
- Engage frontline managers. Give them the details to understand the impact of stress management on employee well-being and performance. Employees need to feel confident that their managers support their decision to take the time to attend a session
- Create a seamless sign-up process so employees can enroll easily and directly. This will make them more likely to take action.
- Offer both in-person and online sessions that capture remote workers, too. Or, if budgets allow, offer repeat sessions at different times of day or different times of year.
Remind Employees to Take a Break
Time away from the office is important for mental well-being. Even the occasional short break throughout the day can make a difference. Encourage employees to take them.
- Promote mobile apps, like Calm or Headspace, that help employees get the most from brief moments of revitalization. Write and distribute a communication about these options. With some guidance, staff might be motivated to download one.
- If your office is close to a walking path, or park , encourage them to get out in nature, which research shows has a restorative effect. Start a lunch-time walking club that can be done outside or even inside, if the weather is bad. This has the added benefit of socialization, which also boosts mood. A flyer on the breakroom fridge would be an eye-catching way to communicate about this program.
Vacation time is crucial for mental health. Remind employees about your vacation time policy and help them understand why it’s important. Feature the voices of senior leadership in communications so employees know they support time off. Since May is the time many people start planning their summer vacations, it’s a great time to drill down into this message. Also remind folks about your employee discount program and how to save on rental cars, hotels, attractions, etc.
Promote Charitable Efforts
Use your voice as a company to support mental health in the workplace and let employees know it’s a priority. Make a corporate donation to an organization that promotes mental well-being. Or, you may want a more hands-on approach. Organize a company team to participate in a charitable outing, like the National Alliance for Mental Health walk or the Out of the Darkness walks from the American Foundation for Suicide Prevention.
In this case, you need consistent communications both inside and outside of Mental Health Month. Create a how-to tool kit for managers, so they can talk up charitable events at team meetings and engage participation. The presence of leadership at such events is a morale booster. If you’ve done a walk before, ask staff to share photos. Post them on the company intranet to raise feelings of camaraderie. If this is the company’s first time, no need to reinvent the wheel. Many charities have media packages to download and distribute.
Mental health in the workplace matters to everybody—those who struggle with their own mental health issues and those who want to support them. Take the time this month and every month to communicate that your company values its workers’ total well-being.
Do you have an employee recognition program? If so, you’re in good company. According to a recent Society of Human Resource Management/Globoforce study of 738 human resources professionals, 80 percent of organizations do as well. Fifty-six percent said their program has a positive impact on recruitment and 68 percent praised its value for retention.
With those benefits in mind, it makes sense to promote your employee recognition program internally. After all, employees want to be praised. Praise yields higher productivity, innovation, and job satisfaction. A study by Cicero found recognition to be the most important driver of employee performance. At 37 percent it ranked higher than increased pay or promotions.
As with many programs, communications is the key for success. Messaging should be clear. It’s important to make sure key stakeholders are on board from the start. Doing so shows high-performers that you’re paying attention. It also engages and informs your staff around the idea that employees are valued for their contributions.
Here are five ideas on how you can communicate the value of work well done.
1. Create a Brand for your Employee Recognition Program
Branding your program adds credibility. Employees are more likely to view content branded from the company versus content branded from your carriers, says a study from Prudential. The brand of your employee recognition program should connect staff with what you need them to think, feel and do have a successful program. Once your brand is in place and recognizable, your employee will want to be a part of the program.
A brand is a look and feel that is unique to your company. It could be as simple as a catchy tag line or a logo that connects employees with the vision and values of your employee recognition program. Incorporate the brand in emails, posters, publications, postcards, employee handbook, company branded website, videos, webinars, intranet, etc. Communicate about the employee recognition program often. Repetition is the key to retention.
2. Publicize your Employee Recognition Program
Make it easy for people to get involved or apply to the employee recognition program. Help them to understand what’s required to earn recognition and how they can be successful. Highlight examples of past high achievers and invite employees to share their stories.
Announce employee recognition activities in team meetings. Keep communications consistent and as frequent as possible. This will keep the program front and center for all employees.
3. Provide Tangible Rewards
Inspire managers to personally recognize employees for their efforts. Employees often keep personalized company-branded plaques and certificates on their desks or walls. Those materials may inspire their co-workers.
Your employee recognition program may include monetary rewards, like cash or gift cards. Other rewards include extra time off, tickets to sporting events, accessories like watches or new electronics like headphones or tablets.
Pair all rewards with thank you notes. Research out of Harvard Business School found authentic thank you’s from leaders motivate employees. 180 employees watched short videos that personally thanked them for contributions. Compared to a control group that didn’t watch videos, those employees had a 7 percent increase in performance.
4. Showcase Success Stories
Employees love to read about their colleagues – and to be inspired by them. That’s why it’s great to showcase those high-performers who make a difference. Feature them in organizational publications, on intranets, and other media as appropriate.
Schedule a specific day each month to launch and broadcast these communications. Create social gatherings to promote your employee recognition program. For example, every third Wednesday is employee recognition day. Your company can provide snacks in a common area. The tangible rewards, mentioned above, can be distributed in front of colleagues. Seeing their peers lauded may encourage other workers to put forth extra effort.
5. Get Leadership Sponsorship
Employees like the continued support of upper management. Yet, a Gallup poll of over 30,000 workers showed only one-third received praise for a job well done over the past week.
Have leaders promote your employee recognition program so employees know management is on board. This helps the employees understand that the company is invested in their growth and recognizes their contributions.
Make sure your employee recognition program is honest, authentic and aligns with your company’s values.
Work-life balance is not just a buzzword. It matters to both your employee’s mental and physical health and the well-being of your company. The National Institute of Occupational Health showed businesses lose over $300 billion each year from absenteeism and turnover caused by overwork.
Employees who achieve balance are more productive and loyal. One study from TINYpulse showed they were 10 percent more likely to stay with their employer.
The connection between communications and improved work-life balance for employees can be powerful. As the employer, you need to let them know that you care about them holistically. Trust us when we tell you, this is a message that will resonate. We see its impact every day in the work we do for our clients. Research also bears it out. A study from Robert Half shows 39 percent of respondents believe creating balance is the employer’s responsibility
So how can you get in on it? Create communications to encourage improved work-life balance. Show your investment in employees’ happiness and well-being. Use clear messaging that encourages employees to lead their best lives at home and work.
Ask Employees What They Need
So many of our clients insist they know how their employees think and feel on a particular issue. Yet, they’re often surprised by the results when we send out feedback surveys and conduct focus groups.
If you want to know how employees feel about work-life balance in your organization, ask them. Host a focus group or distribute a survey where people can share their thoughts in a confidential setting.
What you learn just may surprise you. A study done by Workplace Trends says 67 percent of human resources’ professionals think their employees have strong work-life balance. Only 45 percent of employees agree.
Ask what programs or resources could help them. How can your organization encourage improved work-life balance? Is it flexible schedules? Onsite wellness offerings, like a meditation class? Access to personal financial planning help? More voluntary benefits to increase peace of mind?
Be prepared to set expectations. Let employees know that their feedback is valuable. While you may not be able to act on everything they want, explain what you can put into place. Be transparent and send regular updates about your progress. Even if the news isn’t always good, share it. Employees think more positively about employers they can trust to tell the truth. They can spot deflection or sugar coating from a mile a way
Educate About Offerings
Create a communications campaign around underutilized programs and benefits that help employees achieve improved work-life balance. One example is your Employee Assistance Program (EAP). EAPs are great to help employees manage the daily issues of living, like time management.
Maintain conversations with employees year round, not just during Open Enrollment. Employees might be consumed by the “winter blues.” Show them how the EAP can be a resource for mental health issues.
If you offer a corporate discount program, send reminders as summer gets closer. Teach employees how to use the program to save on hotels, amusement parks and flights. Vacations are a great way to promote family bonding and leave your workers refreshed and renewed. In fact, one study by Alertness Solutions found reaction times went up by 40 percent after vacation. This means people perceive, process and respond to information quicker. Employees are more focused, which benefits your organization.
Share these messages through a variety of channels to connect with the audience in as many ways as possible. One employee might take action after reading an email. Another might be inspired by a poster in the break room. Make sure each channel includes What’s In It For Me? (which should be the focus of all your communications) Put the employees’ needs first, so you grab people’s attention and they keep reading
Share Work-Life Balance Stories
Communications to encourage improved work-life balance can take many forms. Don’t neglect the power of story! Show employees how their colleagues engage in work-life balance.
Collect stories and photos from willing participants who balance work with outside interests. Does someone volunteer weekly at an animal shelter? Maybe someone is training for her first marathon? Share their stories on the company intranet to help workers find colleagues with similar interests. They can connect with each other and build new, beneficial relationships.
Encourage front line managers to share their stories with their teams. They can seed conversations about ways to lead to lead healthy and balanced lives. If managers model work-life balance, employees will understand it’s important to take time for themselves.
By communicating with employees about improved work-life balance, you show your company supports their well-being. Urge staff to grow both inside and of their jobs. Their performance—and your bottom line—will benefit.
Happy New Year! It’s time to prepare for a new journey for our well-being, both physically and mentally.
Well-being is encouraging myself and others to be remarkable, mindful, and live with a purpose. So, I’ll jump on my soap box and shout to the world: “Hey! Does your company support a wellness program for its employees?”
Well, if they don’t, I challenge you to stand on your soap box and get involved this year. Take ownership of your and your co-workers’ well-being. Create an employee wellness movement that drives change.
It’s time corporations listen and take interest not only in employees’ medical expenses, but in their whole person—productivity, engagement, loyalty, and job satisfaction.
Create a friendly, comfortable, open environment for your employees to develop a wellness movement. Your goal should be fostering a culture that is engaged, focused, and enthusiastic about living with a purpose.
Health care costs are going up every year. By incorporating robust wellness programs into your benefits plan, you encourage employees to take control of preventable diseases. Did you know that according to Health Affairs Magazine, workplace wellness programs support the prevention of cardiovascular disease?
It’s simple to create an employee wellness movement within your company. Remember listen . . . create . . . inspire . . . reward.
Develop a comprehensive survey to evaluate your employees’ understanding of how wellness affects every moment of their lives, at home and at work. Pose questions which are personal and caring. Ask how they would like to improve their health and professional development. Engage management to create a safe environment for your colleagues to get involved.
Your employees are hungry for health and wellness information. According to the Pew Trust Research Center, 35% of adults have gone online to find information on a medical condition.
Create employee wellness communications to educate, engage, and motivate. All communications should be targeted and multi-channeled with their frequency and placement.
Programs can start small, then grow into movements that drive behavioral change, enrich lives, and create productive, satisfied employees. Here is a case study on an insurance company that started a small wellness program and embraced the benefits of creating a culture of wellness.
Your employees work hard. Promote wellness by designing a work environment that drives behavioral change. A targeted, robust employee wellness program will inspire co-workers at every level. You will begin to hear chatter of wellness achievements and increases in behavioral change. These are the start of the benefits of a wellness movement.
Reward your colleagues for reaching their goals with caring and meaningful incentives. You will begin to see a community that recognizes success and celebrates each other. Your colleagues will come to work more productive, enthusiastic, engaged, and healthier. These are the benefits of educating and inspiring your colleagues into a culture of well-being. You did it! It’s an employee wellness movement.
The bottom line is, don’t just focus on the financial part of your benefits. Focus on the whole person. At Trion Communications, we have the tools to help create an employee wellness movement within your company. For more information please call or click to speak to one of our communication experts. We will help you get on your soap box and create a culture of well-being.
Remember to be remarkable, be well, be mindful, and live with a purpose.