It doesn't hurt to inform our colleagues about company news once or twice a month, but it also has other useful and otherwise engagement-increasing effects.
Once, during a break in a company shoot, I talked to the people present, who told me the stories non-stop.
Then, when I asked the HR director, where do colleagues get information from?, he just said: Pit news - he smiled at this and told me what it meant.
The filming took place in a mine. Thus, the name Gödörhíradó is perhaps more understandable. No, this is not our own TV channel or radio, but the workers in the mine discuss what they have just learned among themselves there (down in the mine, i.e. in the pit) and it spreads further from there. Another question is, of course, which version of the original information finally reaches the last person (like when we play the game where the first whispers a message to the second and so on, and finally it becomes clear what became of the message at the very end).
In fact, that team remained extremely interesting and unforgettable for me. The place is no less.
But. Back to the internal newsletter.
The more data we have about a thing, the closer we will feel to it.
So based on this information if they receive regular information about the company's current events, the employees can become emotionally closer to the company itself.
If there is a topic, there is something to talk about.
You are the writer of the newsletter you can throw in topics, you can write down whose birthday it was, you can greet colleagues on their name day, you can send notifications about the latest development or personnel change. We would be surprised how many people would greet each other even if only with a nod, thus giving a big boost to the improvement of internal communication and relationships. And the point is that the information comes from an authentic source. From which it directly follows that:
Confidence grows.
Yes, trust. Because they don't speculate among themselves as a result of an event, what could have happened, and use it to create their own scenario possibilities, sometimes suitable for movies, but they receive the real data. Indeed, dry facts are not always interesting, but they are true.
Commitment can be strengthened.
Because man is a he wants certainty and security the most. Together with predictability, these arguments are at the forefront when the employee is faced with a decision. (I also recruited tinsmiths for Szentgotthárd that year, and I had a very good salary and benefits offer. The point is that the person I really wanted simply said no, as there was a spectacular difference between the current salary and the one I offered. His answer it was simple: he loves his boss, his colleagues, he's known them for years, he knows what to expect here. Because it's not a big company, but they know everything about each other. He doesn't leave it there for something he knows nothing about.) So it matters. Even if it won't show itself immediately, it will in the medium term.
We can assess them, ask questions, invite them to play...
Because their opinion is really important and they really like to take part in challenges. But in terms of essence, there are still a few small things. We can notify them of any upcoming events. We can assess topics, what interests them more.
And. For lovers of statistics and numbers:
Everything is measurable and visible. Who clicked on what and when, whether they opened it, how often they read company materials, etc. and you can go further with this data. Although, this is already newsletter marketing and automation, but if it is about workforce retention and Employer Brandwe talk about so much these days, then we have to deal with this as well. Because HR and marketing are faced with more and more joint projects.
As we know, turnover is expensive.
Fluctuation can be reduced and the commitment of employees can be increased, if we are in a closer relationship with them, paying attention to them. In the case of hundreds or thousands of people, it is no longer easy to be present in person, but the use of the right technology helps with this.
Although, I still think nothing will ever be able to push personal presence off the podium, as far as efficiency is concerned.
Written by: Eszter Tokár