Driving Employee Engagement and Communication


On Simppler’s Cohesion podcast, guest, Amanda Berry discusses live EX, employee engagement and the personalization of communications.

Over the past three years, the digital workplace has exploded. With many employees preferring hybrid or fully remote work, companies everywhere must decide how to engage team members who may never meet. Compounding this challenge is the fact that while employees must learn to connect with each other in the digital arena, they must also find ways to be engaged with their work.

Live Employee Experience (EX) – defined as the experience created by collecting real-time metrics and making timely decisions to improve the employee experience as soon as possible – is the key to engaging workers through integrated metrics and actionable insights. Recently, I discussed employee engagement trends and the technology that allows companies to gain such insights with Amanda Berry on Cohesion, Simpler’s bimonthly podcast.

Be Proactive With Employee Communication

Traditionally, employee engagement is more reactive than proactive. A company sends out engagement surveys every so often but can only act on any findings after they’ve collected all the data. Reporting on survey results can take months. Organizations may not be able to enact meaningful change until long after an issue has been identified. For a communications challenge to be addressed in time, organizations need access to real-time data.

That’s what live EX offers: the ability to double-down on what organizations are doing well and quickly course correct when issues arise. Organizations can use real-time data and pulse checks to see how employee morale is, as well as to discover what employees find exciting and what their areas of concern are.

Measuring Engagement

Annual employee engagement surveys provide value in recognizing year-over-year trends. Yet companies also require methods for measuring data more regularly – especially if they are intent on improving overall employee engagement. For example, companies can set up prompts that employees receive when they open an important company email. The prompt can include very simple questions such as “Did you read this?” and “Did you understand this information?”. This starts a conversation about which messages engage employees and which confuse them. Additionally, organizations can track what employees are clicking in emails. If they’re regularly not clicking on important links, that could indicate wanting engagement.

Data like this can create a rich data set. Ultimately this is all about, “Can we make this a happier workplace by helping measure and then driving action from that?”.

Interestingly, this data may also help companies as they decide whether their workplace will be in-person, digital or hybrid. While many internal communications employees understand that most employees prefer to work from home, leaders aren’t listening. Real-time data could be the catalyst needed to convince leaders that employee’s workplace expectations are changing.

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