.nav li ul { width: 300px; }#top-menu li li a { width: 240px; }
Tackling Your Human Resources Communication Problems One Step at a Time

Tackling Your Human Resources Communication Problems One Step at a Time

When your HR communication is lacking, it’s time to tackle the problem. Motivating employees is an important part of the success of your business. When you need to update how you communicate with employees, you have some options. Your overall message to your employees should be clear. You value your employees. They are important to your company. They are the driving force of your business and need to understand why your company’s purpose and strategic goals matter so much.

Share Your Core Business Beliefs

Your employees need to know the purpose of your business. This is a message that is established over time, yet is also at the center of all communication with your employees. Using messages that share your company’s purpose and business beliefs and connecting those beliefs to the everyday work your employees are doing makes a difference. Whether it is through a text message, email, or in person, you need to communicate with your employees about the ways they concretely add to the mission of your company.

Share Market Realities with Your Employees

Internal campaigns that rely on customer feedback and market knowledge provide you with the opportunity to share your business strategies with your employees through this essential lens. You will be able to use this information to create new strategies and build new business protocols based on the information received. When your employees are kept informed as to what customers are reporting.

Prioritize Your Messages

When you consider your messages that you send out to your employees, they should fall into three categories: Inspiration, Education, and Reinforcement. When you want to highlight an accomplishment of one of your employees, or you want to inspire your staff in some way, you need to share messages that create an emotional response. Building optimism within your staff is important, and this can be done through strategically sent, inspirational messages throughout the year.

Educating Your Staff

Messages that educate your staff are generally more important than those that simply inspire. These messages will explain any major decisions your company has made, and the plan for which these decisions will be carried out. In these educational messages, you can provide detailed information to your employees on how their responsibilities may change, or what you expect their contribution to be in these changes.

Messages Must Also Reinforce Earlier Messages

While you may have successfully explained the purpose of your company, your business strategy, and how this plays out in the daily workings of your business, the message needs repeating. In order to create change over time, reinforcing your messages with follow up information or inspiration is essential. Your employees are going to be able to understand your purpose more clearly when you continually reinforce what you have to say. Each message sent throughout the year should build upon previous messages, proving your employees with further reinforcement as to your business model.

About the Author

Joel Lee is the marketing specialist at Trumpia, which earned a reputation as the most complete SMS solution including user-friendly user interface and API for mobile engagement, Smart Targeting, and advanced automation. Jumpstart your business by grabbing your free copy of this powerful Mobile Marketing Success Kit.

Launchways Welcomes New Client Artisan Talent

CHICAGO, IL (October 25, 2018) Launchways, a leading provider of human resources, employee benefits, and business insurance solutions for growing businesses, today announced it has added Artisan Talent as a client.

Artisan Talent has selected Launchways as their employee benefits broker, benefits administration solution, and ongoing compliance support partner. When asked why Artisan Talent chose to work with Launchways Bejan Douraghy, Artisan Talent CEO, said “We chose to work with Launchways because they presented a comprehensive solution to the compliance and benefits challenges we were facing. Now we can focus our time and attention on growing our business knowing Launchways has the people side of things covered.”

Gary Schafer, Launchways President, noted “Artisan Talent is a fast-growing organization which values relationships and understands how important getting the people part of their business right is. They’re the exact type of business we’re excited to work with to improve their processes around employee benefits and human resources compliance.”

The Launchways team will conduct an analysis of Artisan Talent’s workforce needs, then build a strategic benefits plan designed to meet those needs. Additionally, the Launchways team will administer Artisan Talent’s benefits program, conducting open enrollments and providing ongoing support for employee benefits inquires. Additionally, Launchways compliance experts will conduct a comprehensive compliance audit and ensure all necessary human resources processes are in place.

About Launchways

Launchways provides business leaders with the resources and guidance they need to build scalable people processes to support long-term growth. Founded in 2009, Launchways has helped thousands of businesses better approach the people side of their business through strategic solutions for human resources, employee benefits, and business insurance. For more information, please visit www.launchways.com.

About Artisan Talent

We are a unique digital, creative, and marketing staffing agency. Artisan has a “boutique” approach to both our talent and clients where we advocate for the best talent and we nurture relationships with the best clients, from small agencies to major corporations. We have offices across the country and place talent nationwide. Our specialty is the match, and our relationships are paramount. To learn more visit their website: www.artisantalent.com.

Launchways Welcomes New Client Popular Pays

Launchways Welcomes New Client Popular Pays

CHICAGO, IL (August 27, 2018) Launchways, a leading provider of human resources, employee benefits, and business insurance solutions for growing businesses, today announced it has added Popular Pays as a client.

Popular Pays has selected Launchways as their employee benefits broker. When asked why Popular Pays chose to work with Launchways Nathan Parkins, Finance and Business Operations at Popular Pays, said “Unlike with larger big-box brokers where you’re just a number and have to call a hotline to get help, Launchways has a strong commitment to providing exceptional service from a great team. We’re confident Launchways benefits experts will help us design a benefits program that provides our team more value at a lower cost to the business.”

Gary Schafer, Launchways President, noted “Popular Pays is a fast-growing tech-forward Chicago-based startup, which is the exact type of business where we can provide immense value. The Launchways team is excited to partner with Popular Pays to ensure they get the most from their investment in employee benefits.”

The Launchways team will conduct an in-depth analysis of the Popular Pays workforce and identify employee healthcare priorities. Using these insights, Launchways’ expert benefits consultants will design a custom benefits program with a strong emphasis on providing employees maximum value while maintaining affordable deductibles. After plan design, the Launchways team will conduct an in-person session to educate Popular Pays employees on making the best decisions for their individual benefit selections.

About Launchways
Launchways provides business leaders with the resources and guidance they need to build scalable people processes to support long-term growth. Founded in 2009, Launchways has helped thousands of businesses better approach the people side of their business through strategic solutions for human resources, employee benefits, and business insurance. For more information, please visit www.launchways.com.

About Popular Pays
Popular Pays is a platform connecting content Creators with Brands who want content to tell their stories. We’re tech-forward, with an in-house built iOS and web app (for creators) and dashboard (for brands) that delivers direct communication & powerful statistics to help you run a multiplatform campaign. To find out what we’re about, visit our website: www.popularpays.com

Launchways Partners with LifeCare to Provide a Best-in-Class Employee Discount Program

Launchways today announced a partnership with LifeCare to offer clients employee discounts through LifeMart. LifeMart is the premier employee discount platform, offering thousands of discounts on child care, care rentals, hotels, computers, cell phones, event tickets, gyms, and more.

Launchways will offer the LifeMart program to its employee benefits clients as an additional perk of being part of the Launchways benefits brokerage. “We are so excited to be offering this additional value add to our benefits clients via the LifeMart employee discount platform. We hope LifeMart discounts will allow our clients to provide their employees immense value” said Launchways President, Gary Schafer.

LifeMart helps employers:
• Offer a free high value benefit to employees
• Save administrators time by managing the discount program
• Take all the credit for helping their employees save time and money

Launchways CEO, James Taylor, noted “Innovation is what we do here at Launchways, so we’re always looking for new ways to help our clients provide more value in their employee benefits programs. We believe LifeMart is the perfect addition to our suite of benefits solutions.”

About Launchways
Launchways provides business leaders with the resources and guidance they need to build scalable people processes to support long-term growth. Founded in 2009, Launchways has helped thousands of companies better approach the people side of their business through strategic solutions for human resources, employee benefits, and business insurance. For more information, please visit www.launchways.com.

About LifeCare
LifeCare provides employer-sponsored work-life benefits to 61,000 clients, including Fortune 500 companies and large branches of the federal government, representing 100 million members nationwide. In addition to MilkShip, LifeCare also provides a full suite of work-life solutions that save members time with personal life needs such as Backup Care Connection, Senior Care Management, Homework Connection, BenConnect, and Mothers@Work. LifeCare also operates LifeMart, an online discount shopping website that provides real savings on everyday products and needs. LifeCare is headquartered in Shelton, CT.

Company Spotlight: Mediafly on How to Get Intentional About Culture

Company Spotlight: Mediafly on How to Get Intentional About Culture

Local fast-growing business Mediafly was recently ranked the 7th Best Place to Work in Chicago by Crain’s Chicago Business. The Launchways team sat down with Mediafly’s Founder and CEO, Carson Conant, to learn more about the strategies he’s used to build an exceptional company culture at Mediafly. Checkout the interview below.

Your core values are Caring, Fun, Intelligent, Resilient, and Fearless. Can you tell me about some of the ways these values are represented in Mediafly’s company culture?

Carson: When I first founded Mediafly the most important trait I looked for in employees was those who defend their ideas rather than their ego. We sought to only hire those who were extremely opinionated but were also willing to back down if their opinion was wrong. To this day, we continue to hire only people who are not afraid to voice their perspective, but also respect when they’re wrong.

Internally, we have a work hard play hard mentality. This is driven by our commitment to team-building and making Mediafly a fun place to work. We constantly strive to find ways to keep the entire team connected even as the company grows. My ultimate goal is to make sure that no matter how big Mediafly gets, we all know each other as people and not just as colleagues. Through activities like paintball, baseball games, and our annual “Cinco de Mediafly,” we connect our team and make Mediafly a truly great place to work.

We encourage our employees to share their hobbies and personal passions with the rest of the team. For example, some of our team members have taught yoga, dance workshops, and a flower arranging class. We’re always finding fun ways to connect our team so that when times are tough and stressful, we know we can rely on each other.

Our “Mediafly Cares” philanthropy program is a great example of how our team embodies our “caring” core value. Throughout the year some of our team members spearhead several local volunteer initiatives. Currently, the Mediafly Cares program is participating in Operation Gratitude. As part of Operation Gratitude, our team gathers together and writes letters to overseas troops. We even send kits to our remote employees so they can write a letter and send a care package too. Whenever possible we strive to incorporate our remote team into our group activities.

I think it’s important to recognize that for the first half of Mediafly’s life, our entire team was in the office. Now a sizeable chunk of our team works entirely remotely. And we believe within 18 months a majority of our team members will be remote. This is why we make a special effort to incorporate our remote employees into our activities. For example, if we’re ordering Lou Malnati’s for the office we might send Lou’s to our remote team member’s homes. We are heavily invested in maintaining our strong company culture throughout the remote team.

 

Mediafly has grown rapidly over the last few years, what strategies do you use to keep your company culture strong as the organization scales?

Carson: My original co-founder taught me something that’s really stuck with me. It’s better to not hire somebody than to hire the wrong person. We adopted the Netflix mentality of only hiring “stunning colleagues.” One of the key factors that drives our strong culture is a very slow, deliberate hiring process. In fact, we’ve lost candidates because our hiring timeline is so slow. The reason the process is so tedious is because we need time to identify if a potential candidate is stunning. For us, the personality and cultural fit of our hires is key.

For the most, we hire only senior people. We rarely hire junior employees and train them. By hiring mostly senior employees, you reduce the need for layers of management. Here we have a different perspective on management. We don’t see managers as someone managing our team’s day-to-day, we see them as providing the support and resources they need to succeed.

At Mediafly we have extremely low regrettable turnover. This is because of our in-depth hiring process and that fact that we’re not afraid to fire fast. When it comes to hiring, if any of our team members has any reservations about a candidate then we don’t move forward with that person.

We understand that culture is very deliberate. Culture is either something you design or something that happens to you. We’ve been very deliberate in our decision to actively shape and drive our company culture. For us, the way we hire has allowed us to maintain our strong culture as we’ve grown.

 

What are some unique employee benefits you offer that you believe makes Mediafly a great place to work?

Carson: We have an underlying philosophy as it relates to our employee benefits and perks. We understand that an employee’s personal life can weigh heavily on their work. In order for our employees to be the most successful, we try to do as much as we possibly can to ease the barriers and frustration that people experience in their daily life. Some of the ways we do this include:

  • The foundation of our benefits is aggressively generous health, dental, and vision plans.
  • We also offer a strong 401k matching program.
  • Many of our team members commute to work, so we added commuter benefits.
  • We offer entirely remote-working positions. Since we have so many employees working remotely, we’ve begun offering our remote workers ergonomically sound desk set-ups.
  • We strive to be very generous with time-off, remote working, and overall flexible work arrangements.
  • We recently added a tuition reimbursement program.
  • We have a dedicated philanthropy program called “Mediafly Cares” that allows our team to get involved in and make a positive impact on the Chicago community.
  • Throughout the year we offer several team-building activities like baseball games, holiday parties, Whirly Ball, and more.

No matter what initiatives we offer, we always strive to add new benefits every year. We’re always layering on more value-adds for our employees. For example, we’re currently testing sabbaticals for long-term employees with a few key team members. After that experiment, we plan to offer this benefit to the entire team.

Ultimately, we’re committed to a strong work-life balance. We want to do as much as we can to make our employees daily lives easier.

 

When it comes to hiring, what are some of the ways Mediafly determines cultural fit with candidates?

Carson: For us, hiring is a low, intensive process. Throughout the hiring process potential candidates go through several stages and meet many of the people on our team. Because our hiring process is so long and intensive, many candidates will weed themselves out if they’re not a good fit for us.

For us, it’s important that enough of our team meets a candidate so we can determine their cultural fit. We use references, recommendations and hiring projects to help distinguish stunning talent. The culture fit often comes down to the collective gut instincts of our Flyers and how they feel about the candidate. If anyone feels it’s not a great fit, we don’t move forward. If everyone thinks they’re great, we move forward.

We adopt a “plant the fungus” mentality when hiring. We’re constantly watering and trying to grow potential opportunities with candidates. We are always hiring, even if we don’t have budget. We put a lot of energy into candidates we believe are the right cultural fit for us. We ensure that when the right person comes around, we’re ready to move forward with them.

 

How does Mediafly build and maintain a strong employer brand online?

Carson: We see ourselves as a Midwest-humble type of company so we’re not too big on patting ourselves on the back and talking about how great we are online. Instead, we focus on highlighting our accomplishments. For example, when we’re mentioned in an Inc article or when we won Crain’s Best Places to Work, we highlight this online.

Over time, we’re getting better at promoting our employer brand online. We like to highlight things we’re very proud of that make Mediafly truly unique. For example, we recently published a blog post that highlights why women enjoy working for Mediafly.

For us, word of mouth always has been the best way to attract talent. Most of our hires come from some type of referral or word of mouth.

Key Take-Aways

Mediafly’s Carson Conant shared with us several of the ways Mediafly builds and maintains a great company culture. Here are some actionable key takeaways you can walk away from today’s post with:

  • Company cultural is either intentionally built or unintentionally formed over time. Be proactive about shaping your company’s culture early-on.
  • Be sure to include ways for your team members to have fun together so they can stay connected and better navigate stressful periods together.
  • Incorporate philanthropic events or volunteer opportunities into your company culture.
  • If you have remote employees, try to incorporate them into your team’s activities and daily rituals. Remote working is becoming increasingly common. Companies that address how to keep their culture strong for remote workers will be ahead of the curve.
  • Adopting Netflix’s “stunning colleague” mentality can help you avoid poor-fit hires.
  • A slow, deliberate hiring process can be indispensable in making sure you hire the right candidates.
  • Leverage employee perks and benefits to make your employees’ lives easier and jobs more enjoyable. When it comes to adding new benefits, listen to what your workforce wants and respond accordingly.
  • Use your online employer brand to showcase accomplishments and highlight the reasons that your company is a unique place to work.

About Mediafly

Mediafly is a mobile sales enablement solution that enhances how brands engage prospective buyers. By using Mediafly’s technology, marketing and sales teams at companies including PepsiCo, Disney, GE Healthcare, MillerCoors and Charles Schwab, are able to deliver custom, dynamic sales presentations quickly and efficiently, engaging customers with insights that are relevant to them. Mediafly’s Evolved Selling™ solution enables sellers to be more flexible, insightful and interactive in their sales interactions, resulting in increased sales and stronger customer relationships. Mediafly has been named to the Inc. 5000 list of fastest growing companies for four years consecutively in addition to being named Inc.’s Best Places to Work of 2017. Visit Mediafly.com or follow @Mediafly for more information.