Five Internal Marketing Channels That Are Better Than Email

five internal marketing channels that are not an email. two men on construction floor shaking hands
Stand out and engage your employees using these easy techniques

Most companies have a marketing department. That department probably spends their days strategizing how to brand the company in a B2B or B2C environment and attract more customers. If you’ve got the external marketing covered, the next question is how well do you promote yourself to your employees?

Internal marketing should be prioritized as highly as external marketing efforts. In a tight labor market, keeping your employees engaged and fulfilled leads to better retention. The problem many employers have is relying simply on newsletters with article after article or putting important information into another email. How many promotional emails do you delete in a day without even reading? While email marketing internally should be a part of your arsenal of tools, there are additional, effective ways to engage and inform one of your most important audiences, your employees!

Here are five non-email internal marketing channels to try that that are not an email that will engage your employees.

PRIVATE SOCIAL MEDIA CHANNELS
It’s easy to manage social media profiles and add/remove users as their employment status dictates. Create a private, employee-only account on social platforms your employees frequent. The housekeeping of getting everyone onboarded should be a focused effort. These channels allow all staff to have a voice for your business. Keep the content light and engaging, and be sure to respond to every post and comment.

TEXT MESSAGE CLUBS
Text message marketing uses SMS (Short Message Service) to deliver messages to subscribers. There are many companies you can contract with to manage your text database of employees and even help you create campaigns like polls and contests. 97% of all text messages are read within fifteen minutes. Creating a text message club can push out relevant and timely messages valued by your employees.

FACE-TO-FACE TABLES
Is the C-Suite making decisions based on the productions floor staff’s operating reality? One way to ensure that is arranging consistent, casual roundtable discussions. Getting administration in front of the floor staff can be as simple as setting up a table in the break room or conference room and inviting a couple of members of each team to meet and discuss wins, opportunities for process improvement, and answer any questions in safe spaces. Increase engagement with giveaways for attendees (like food certificates and company schwag), or letting them leave a few minutes early if the roundtables are held at the end of the day.

STAY INTERVIEWS
Staying on that face-to-face theme, a new practice taking hold is called the ‘Stay Interview”. The idea is to continually interview current employees and find out what their honest intentions are, how their jobs can be better, and what would keep them in their current job. Here’s an article on how big business is using the Stay Interview to fight turnover and retain employees.

VIDEO CONFERENCES
Getting everyone onboard a company-wide Zoom or other video call offers up opportunities to create special recognition, present professional video presentations, and sell your reputation with the entire team at the same time. Always try to keep these brief, and highly entertaining and engaging. Whatever you do, don’t do what better.com did and fire 900 employees by teleconference. Shudder.

When using internal marketing, work to communicate effectively and address your own shortcomings as a company honestly and optimistically. Let employees know that their feedback is crucial and their honesty will meet no form of retribution. Ideally, you could use one or all of the channels on a rotating basis.

Top Ten Non-Monetary Ways to Reward Employees

chalkboard with a message: top ten non monetary ways to reward employees this holdiay season

TOP TEN NON-MONETARY WAYS TO REWARD EMPLOYEES THIS HOLIDAY SEASON

If you ask an older generation, they’ll tell you all about the “Christmas Bonus.” In a bygone era, the employee-employer relationship was reaffirmed each holiday season with a bonus check for the employee. If you’ve seen the movie Christmas Vacation with Chevy Chase, you can see how problematic this became for employers, and employees.

There are many financial overtures to employees: salary, bonuses, stock options, profit sharing, and 401k match just to name a few. While your employees would undoubtedly appreciate a few extra dollars thrown their way as a ‘thank you’, there are many other ways to reward your hard working emotionally dedicated staff this season that can cost very little (or even nothing).

man double-fisting trophies
A trophy, championship belt, medal and some public recognition go a long way.

#10 – The Trophy

Sure, it’s a little hokey. Maybe your employee would rather have the $20 you spent to get a plate engraved. But a trophy, or medal, or championship belt will stand the test of time. It will be set front and center at an employee’s workstation/desk.  Having a moment with a trophy presentation in front of co-workers (do it on a monthly basis) can create a positive and memorable moment of recognition. It also has a dual effect on other co-workers to try and claim this moment for themselves down the line.

Many of these rewards and recognition are far more memorable than a cash gift or generic big box gift cards, add a personal touch and build relationships to help keep your team engaged. The holiday season provides employers a chance to connect intimately with their talent.  Studies show that an employee is three times more likely to have negative feelings about their employer without occasional recognition. So, show your staff some love this season.

#9 – Food and Drink

A gift card to a popular restaurant or a $50 gift card to the grocery store can go a long way to helping an employee. While this is technically a ‘monetary’ gift, it requires some thought and a personal touch from an employer. Sending someone out to dinner, or getting them a bottle of their favorite spirit shows your employee that who they are matters. Another simple idea is to have food and/or drinks brought in for your staff to enjoy. Do this early in the week to boost morale.

#8 – Outside the Office Experience:

Give an employee or employees a chance to do something for the day outside of the office.  Take someone golfing, to a movie, or maybe a concert. You could even go for drinks on the company after work hours. If you can, make sure the employee is on the clock. Those few hours clocked in and getting paid for something fun will stay in their heads and hearts for many weeks and months to come.

A nice pullover or hoodie makes for a wonderful employee gift.

#7 – Social Media Shoutouts

Some people aren’t going to be into having their face plastered on your Facebook or Instagram. If they are camera-shy, have them send a picture they like of themselves. Then make sure that you’re tagging them by name on your social media channels with details of how important they are to your operation. This public acknowledgement lends employees to feel secure and well loved at their job. This will promote overall performance moving forward.

#6 – Comfort and or Company Schwag

Make it more than a mug. Get something really nice for an employee that maybe isn’t available to everyone or at a price point that most don’t go near. A hooded sweatshirt, even with your logo on it, is a gift that everyone will enjoy. You can give a gift of comfort to an employee as well. It could be a blanket or maybe some nice work boots for outdoor and industrial work. Give your team member something they can use everyday that shows they are part of a team and that they are valued.

#5 – Time

It’s the only thing better than the paycheck. Give your employees time back in their lives to increase their contributions to your operation, and to themselves. Give them an extra mental-health day, or PTO days near a holiday weekend to give them an additional mini-vacation during the year. If you want to give them time during the workday, another popular idea is to let your employee spend the day volunteering at their favorite charity or allow them to work on their own projects on company time. Google lets employees spend 20% of their work time on personal projects. They know this benefits the mental health of the employee and usually benefits them as well from an R&D perspective.

#4 – Autonomy

One of the things people love most about a job is being left alone and not micromanaged. They can do their job with little supervision, and you should be able to recognize employees who can perform at high levels independently. In addition to autonomy, you can also reward employees with responsibility. While that doesn’t sound like a reward, showing your employees you trust them to handle more important tasks in their workload can give them a sense of connection with the team and purpose in their job.

#3 – One on One Time

Simple face time with the boss can go along way. It helps the employee know that they are valued because your time is important and you’re choosing to spend it with them. It gives them ownership of the team by being able to put ideas into management’s head. One-on-one lunches, weekly mentoring sessions, training on jobs beyond their current role and other private opportunities not only make them feel valued, it gives employers a chance to get a fresh perspective and retain employees long-term.

#2 – Education and Well Being

Nobody wants to feel stuck in job. If you want your employees operating at a high level, make sure they’re moving forward professionally and personally. Offering your employees a chance to develop their professional skills or to focus on their health benefits everyone in both the short and long term. Give your employee a paid afternoon off on a nice day, or send them to a spa for an afternoon for a treatment.

You can purchase (or reimburse) your employee for online classes (like LinkedIn Learning or Udemy) to grow their skills. These classes can be as cheap as $10 a course. Be sure to give them time to study and develop while they are on the clock. That Gordon Ramsey Masterclass in cooking might get you a special plate of Beef Wellington in return.

#1 – Flexibility

It is by far the most in-demand job benefit in 2021. People want to work where they are comfortable. If you can give an employee time off early to help them not spend money on child care, or let them work remotely a few days a week or create their own schedule—do it. You’re going to be giving them something that means far more than the dollars on their paycheck. It may not be attainable for every business, but whatever you can do to allow people to balance work vs. life, you’re going to be loved by those who work for you.

Take a moment to recognize those who make your operation successful. You don’t have to break the bank to do so. Just remember that your employees are people, and anything you can do to not be just “a job” is going to make them better employees, which makes your operation better.

Veteran’s Day Highlight: Corporal Brent Rogers

Today we recognize all veterans who have served our country, past and present. In honor of Veteran’s Day, we interviewed WSI’s own Brent Rogers (Payroll Coordinator), retired US Army Corporal, to learn more about his military experience.

What motivated you to join the military? How did you choose your branch of service?

I joined up because I wanted to serve my country and for the adventure. Both my father and grandfather served in the U.S. Army, so it was a pretty easy choice for me when I decided to enlist.

Tell us a little about your time in boot camp.

Boot camp was ten weeks long at Fort Leonardwood, Missouri. The first three weeks were pretty rough, but once you get used to the routine it wasn’t too bad. You learn a lot of things in a very short amount of time there (land navigation, first aid, rifle marksmanship, etc,) Our drill sergeants yelled and screamed a lot, but once we neared graduation they would mostly act as mentors to us. They all had served multiple tours overseas and were exemplary soldiers. One of them shook hands with me after I graduated, and I was pretty proud of that.

What was your primary job after training?

My primary job was being a motor transport operator and I was attached to a field artillery unit. Our main mission was to haul and distribute fuel and ammunition to the cannon crews.

Where did you serve the majority of your time in service?

Most of my time was spent at Fort Custer over in Battle Creek. We also spent time up north at Camp Grayling when we had a field training exercise.

What rank are you most proud to have earned, and why?

The rank I was most proud of was being a corporal, which is an NCO (Non-Commissioned Officer). NCOs are considered to be the backbone of the army. They take orders given from officers and ensure that the soldiers within their squad or team get them completed. I felt pretty proud to have that responsibility.

Which medals or citations are you most honored to have received, and why?

The medal I was most honored to receive is called the Broadsword Service Medal. It’s awarded to those who have completed four or more years in the Michigan Army National Guard. I thought it was pretty neat since it’s only awarded to soldiers who served in Michigan. 

Tell me about some of the special people you met.

One of the coolest aspects of being in the army is that you get to meet people from all walks of life. One of my best friends in the Army came here from Mexico and actually got his citizenship when he was in boot camp, which is pretty cool!

What was the best and worst ‘military’ food you were served, and why?

The best meal I ever had was steak, mashed potatoes with gravy and biscuits. We were at Fort Irwin, California for a month and had just gotten back from a two-week field training exercise in the desert. It just tasted really good after eating nothing but cold rations for two weeks. The worst meal I had was powdered eggs and what looked like undercooked bacon for breakfast once. The eggs looked pretty gross because they were green, but we ate them anyway haha.

Any funny stories you experienced that could only happen in the military?

One funny story comes to mind. In boot camp, they taught us how to throw a hand grenade. You stand inside a low concrete square with an instructor, throw the grenade, and duck behind the barrier to shield yourself from the explosion. Well, this one guy in our platoon chucked the grenade too low, it hit the barrier and bounced back. The instructor grabbed the guy by his collar and dove out of the barrier. The guy got yelled at a lot and they made him run laps around the barracks when we got back later that day. Everyone thought it was pretty hilarious at the time.

What are some ways civilians can honor Veterans not just on Nov. 11, but every day?

I think the best thing civilians can do to honor those who served is to volunteer and try to become an asset to both our country and our community.

How did your military experience affect your life today?

Well, I never can sleep in past 7 am nowadays haha. All joking aside, the military taught me some pretty important values like honor, courage, and commitment. I try to bring those values to my job here at WSI.

Brent, thank you for your service and for sharing your experience!

High Praise for THC-Friendly Jobs? Let’s Break it Down.

With the growing number of states legalizing the use of marijuana, the workforce has seen a shift in pre-employment requirements from employers. One of these shifts has many companies advertising “THC-Friendly” employment opportunities; WSI included. 

But what does “THC-friendly”  actually mean? 

For WSI, THC-friendly means we are no longer screening for THC during pre-employment drug tests. It’s important to note that this does not apply for every job opportunity; being THC-friendly is at the discretion of each employer where WSI associates may be placed on assignment.

Alternatively,  a THC-friendly position does not mean it’s ok to show up to work under the influence. Work environments remain drug-free. Actions such as possessing, selling, trading, or offering drugs/alcohol are grounds for termination from your position.

This also means you’re still subject to random drug screens throughout the duration of your employment. In the event that there is a work-related accident, such as crashing a forklift, you will be drug tested to confirm whether or not the incident was drug-related. 

What you do off the clock will not affect your job status as long as it does not affect your work performance. Our goal here at WSI is to balance our respect for individuals while also maintaining a safe, productive, and drug-free environment.

For more information, please visit our website to view our full drug & alcohol policy. 

The “You Don’t Have to Work Here to Get Paid” Event!

The “You Don’t Have to Work Here to Get Paid” Event!

WSI -Workforce Strategies, Inc., an award-winning staffing and recruitment firm, has just announced their “You Don’t Have to Work Here to Get Paid” referral program has been extended through August 31st. Participants can refer jobseekers to WSI for the chance to win up to $1,500! (No WSI affiliation required.) 

How it Works

Extended through August 31st, earn a referral payout for anyone we put to work by the end of the month as follows:

Ready to get started?

The “You Don’t Have to Work Here to Get Paid” Referral program is open to all; entrants do not need to be a current WSI associate. Complete details and a referral form can be found at www.www.wsitalent.com/referrals/

Michigan Reconnect: Free Tuition Program

michigan-reconnect

Because our purpose here at WSI is to empower others to live their best lives, we’re excited to share a new education program available for Michigan residents!

The State of Michigan has recently announced a program allowing Michiganders, aged 25 years or older, the opportunity to receive a tuition-free associate degree from their in-district community college or complete a skills certificate. The program offers scholarships through more than 70 private training schools with 120 different programs that offer certificates in industries such as manufacturing, construction, information technology, healthcare, and business management. 

Here’s everything you need to know about the Michigan Reconnect Program:

  1. You must be at least 25 years old to apply
  2. You have to have lived in Michigan for at least one year or more
  3. You need to have a high school diploma
  4. You cannot have already completed a college degree (associates or bachelor’s)
  5. The program is also available to those currently in community college, as it will pay the remaining balance of tuition and fees

In a recent press release, the Acting Director of Michigan’s Labor and Economic Opportunity Department, Susan Corbin, stated, “Reconnect offers a path for so many Michiganders hoping to begin – or complete – their education and career journey. This program, like so many others we’re focused on, will help expand opportunity for all Michiganders and make Michigan a better place to live, work, and play.”To submit your application and learn more about the Reconnect program, please visit Michigan.gov/Reconnect.

I Hate My Job Assignment…Now What?

We all want a job that makes us want to jump out of bed in the morning. But when navigating the workforce, it’s inevitable at some point to accept a role that just isn’t a great fit for you. And that’s ok! Maybe you don’t respond well to the company’s management style or the work schedule doesn’t fit your needs. Whatever the reason may be, we want to help you find a job you love. After all, we’re in the business of empowering people to live their best lives, and it is February. 

So if your new job assignment isn’t working for you, the worst thing to do is become what we consider a “no-call-no-show”. We’ve seen time and time again associates who have been placed on assignment, only to not show up for work on Day 2 and ghost us when we reach out because they don’t enjoy their job and are afraid of getting yelled at, demeaned, or blacklisted. We at WSI Staffing cannot stress this enough: If you don’t like the assignment you’ve been given, that’s okay! We want to fix the situation and find something else that’s a better fit for you. 

What to Do if You Hate Your Job Assignment

  1. Talk to Your WSI Account Manager

If you decide the job just isn’t for you, give your Account Manager a call. They won’t be mad or berate you. They will talk you through your options and help to resolve any conflicts that arose on the job. 

  1. Identify What Went Wrong

When talking with your WSI Account Manager, try to find what it was exactly that you didn’t like about the job. Knowing why you want to leave your job will help you find what to look for in the next one. 

  1. Leave on Good Terms

You don’t want to burn any bridges for future opportunities. While leaving a job can be uncomfortable, it’s important to do it on good terms. That means giving as much notice as possible and speaking with your WSI Account Manager to discuss the details of your departure. 
Americans on average spend 90,000 hours of their life working. That’s a huge chunk of your life to be stuck in a job you hate. So give us a call, we’re here to help you thrive.

rapid! PayCard: A Direct Deposit Alternative

“So…how do I get paid?”

It’s probably one of the most asked questions we hear on a daily basis from our eager new employees. The days of paper checks are gone and getting paid is now more simple than ever. WSI associates have the option of being paid via direct deposit to their bank account or a rapid! PayCard.

The rapid! PayCard is an easy and safe alternative for direct deposit. You’ll be paid directly through your card and can use it to make purchases, pay bills, and even get cash from ATMs. If you change jobs down the road, you can also continue to use the card through your next employer and you can change from your payment method to direct deposit at any time.

How Do I Get Started with My Card?

Your WSI staffing coordinator will issue your pay card in the office before your first day of employment. Once activated, you’ll be able to use it immediately. Funds will be automatically loaded onto your card every payday.

You have three simple options to activate your rapid! PayCard.

  1. Download the free app – rapid!Access (available on both Apple and Android) 
  2. Log onto www.rapidfs.com
  3. Call Cardholder Services at (888) 727-4314. 

Where Can I Use My Card?

You can use your rapid! Payard anywhere that accepts MasterCard. You can make purchases in-person or online, withdraw cash from AllPoint and MoneyPass ATMs, transfer funds to a traditional bank account, set up an interest-bearing savings account, order additional companion cards for family and friends at no charge, and receive cash back with the Cash Back Rewards program. 

(Pro tip: When pumping gas, it’s best practice to prepay with the cashier inside. If you choose to pay at the pump, some gas stations may put a hold of $100 on your card that can last up to 24 hours.)

How Do I Check My Balance?

There are several convenient ways to check your account balance. You can log into the rapid!Access app, visit the rapid! Pay website, or call (888) 727-4314 to use the automated system or speak to a customer service representative. 

What Should I Do if My Card is Lost or Stolen?

It happens to the best of us. But you’ll have peace of mind knowing your money is protected and you aren’t responsible for unauthorized transactions thanks to MasterCard’s Zero Liability Policy. If your card is lost or stolen, just call 1-877-380-0980 to inform a representative and request a new one. 

But don’t take our word for it, check out these real user testimonies.