Many business's and organisations attempt to engage more with their colleagues.
Often this is an the form of a newsletter or email detailing facts and figures which can be time consuming and often to the reader not very personal.
Why not record a video which can be quick and simple.
Video speaks most naturally to the way we prefer to communicate and learn — using sound, sights, and motion. Video catches a greater part of mind-share and attention, in fact, employees are 75 percent more likely to watch a video than to read emails, documents, or web articles. Video helps employees feel more connected and positive, inspiring them to take the desired action.
The page can be updated when needed to either reflect what is happening at that time or discuss hot topics of the moment.
It can also be used to discuss broader topics that the business or organisation would like to highlight.
It can demonstrate a positive culture and that the business or organisation wants to interact, learn and move the business and its employees forward.
Use video to share vital messages, establish a personal connection, and create consistency across offices and employees. Consider creating the following types of video for your company communications:
Company updates: an interview-based video can be the ideal way to avoid confusion by creating an easy-to-understand breakdown of changes or new initiatives. These videos inform employees of changes in direction, structure, or strategy, while explaining decisions. Not to mention, you may pre-emptively answer questions that would follow!
Event briefs: event videos create positive relations with employees and can help boost morale. Employee events like awards, team outings, and annual parties are a great way to engage employees as a community, while video recaps let them relive a fun and memorable day.
Executive messages: create a connection between upper management and the workforce with short video interviews featuring the CEO or other executives. Videos from the company’s leadership increase morale, encourage greater corporate loyalty, and build a feeling of openness. Consider having leadership comment on current developments, performance updates, team accomplishments, events news, emerging policies, or marketplace changes.
Work related stress has various causes and affects people differently but its impact is not only felt by the individual but by their colleagues, line managers and their employers.
In 2015/16 stress accounted for 37% of all work related ill health cases and 45% of all working days lost due to ill health.
The main work factors cited by respondents as causing work related stress, depression or anxiety (LFS) were workload pressures, including tight deadlines and too much responsibility and a lack of managerial support
Bullying at work can take many forms – some can be directed at you personally, others relate to work activities
There is no legal definition of workplace bullying. However, experts believe that bullying involves negative behaviour being targeted at an individual, or individuals, repeatedly and persistently over time.
Negative behaviour includes:
Ignoring or excluding you
Giving you unachievable tasks or ’setting you up to fail’
Spreading malicious rumours or gossip
Giving you meaningless tasks or unpleasant jobs
Making belittling remarks
Undermining your integrity
Deliberately making you look stupid in public
Undervaluing your contribution –not giving credit where it is due
"Businesses should be taking workplace bullying very seriously as the annual economic impact of bullying-related absences, staff turnover and lost productivity is estimated to be almost £18 billion."
Working conditions and environment can have a huge impact on mental health and, equally, someone's mental health can have a significant impact to perform well in their job.
1 in 6.8 people are experience mental health problems in the workplace (14.7%
Women in full-time employment are nearly twice as likely to have a common mental health problem as full-time employed men (19.8% vs 10.9%).
Evidence suggests that 12.7% of all sickness absence days in the UK can be attributed to mental health conditions.
© YorSay 2016 YORSAY - The Anonymous Communications Channel