Social Disconnect

A new survey finds that employers and employees don't see eye-to-eye on the role of social media in the workplace, a new Deloitte LLP survey suggests. For instance, 45 percent of executives said social media has a positive effect on the culture of their workplaces, while only 27 percent of employees agreed. Also, 38 percent of corporate leaders said they thought social media generated more transparency in the workplace, compared with only 17 percent of employees.


SAY WHAT?

A new report by Ragan Communications and Qumu finds that nearly 82 percent of corporate communicators say they have trouble communicating with co-workers when they are out of the office. However, 77 percent say they expect mobile technology would increase efficiency. The study also found that respondents preferred video over nonvideo for companywide or department meetings.


Want to Win the Wellness Game? Start with Good Communications and Fun

For many employers, wellness has become a no-brainer. The challenge, many employers discover, is getting employees on board and keeping them on the right track.

The solution, experts say, is to keep employees informed and keep it fun.

"The goal of wellness workplace programs is to improve health and slow health care costs," said Amy Gallagher, wellness expert with Cornerstone Group in Warwick, R.I. "And to get there, a clear communication strategy is a must."

Gallagher noted in a recent blog post on GoLocalProv that employers need to be aggressive and proactive when promoting their programs.

"Don't be shy when rolling out a wellness program; make it an event," Gallagher wrote. "In a kick-off meeting, position the program as an employee benefit the employer fully supports and be sure to involve leadership."

Gallagher also suggested discussing the importance of wellness with employees and clearly defining the activities and expectations.

Once the program is rolling, employers should consistently remind employees of the initiative and provide online portals and tools to boost participation.

Like any activity, it's more fun when it's a game. And wellness is no exception, according Limeade Inc.'s Henry Albrect in a recent Society for Human Resource Management report.

In the article, Albrect noted that while employers may want to be aggressive with their programs, securing buy-in from employees and making participation voluntary will generate better results.

"Traditional wellness programs often fail to achieve lasting change using a heavy-handed reliance on high incentives to drive goals passed down by the company," Albrect wrote. Programs that rely on games that appear to serve the participants' interests -- not the company's -- tend to fare better, he noted. Also, social games -- contests that involve people with whom workers already interact and know -- can be particularly effective, he said.

Like any game, the players -- not just the employer -- will want to know the score, wrote Gallagher of Cornerstone, a Member Firm of United Benefit Advisors.

"After a cycle of activities is completed, be sure to report back to employees on progress and results. Share where the population health risks are, how future activities and participation will help reduce them and any new program goals or offerings. Don't forget to survey employees to gauge their satisfaction with the program -- perhaps the most important result of all."


Watch this free webcast series on employee communication!!

Watch the Effective Employee Communication Webcast – Just Released!

Studies show that 40% of all employees do not understand their benefits. This has shown to greatly impact the overall value perception of what your company is offering its employees, as well as the effective utilization of the company plan….

Watch this 13-minute compilation of tips and facts from industry professionals across the country that will help guide you to developing a more effective employee communication strategy for your organization!

Click Here To Watch!