Here are some ideas of how you can end 2020 on a strong note and start on the right foot in 2021 when it comes to staying connecting with employees. With the constant influx of messages people receive each day, it's important to get your key messages out regularly, and to present information in a way that's easy to absorb.

First, use pulse surveys to assess how employees are feeling, what their top concerns are, and where they need the most help.
Refresh and re-promote your virtual benefits fair platform from open enrollment to keep employees abreast of what programs you have in place to respond to their needs.
Make use of pop-up websites to quickly and clearly share key information with employees. Pop-up sites can go up within days and can provide a clean and visually appealing way to quickly get messages out.
Increase the cadence of leadership messaging that acknowledges the challenging times we are facing, and lets employees know that it's okay to pause to take care of themselves.
Use testimonials to share leadership and employee stories that connect with others on an emotional level.
Take a multi-channel approach to communication. Consider recorded videos, live virtual meetings, texting, and short promotional eCards (short, visually driven emails) or postcards.
Support managers' communication with employees by previewing messages with them and providing them with talking points and Questions and Answers around key initiatives. Increase frequency of communication around key areas of concern or need. For example, many employers are planning to increase communication in 2021 around how the company supports employees and their families in the following areas:
- Deferred preventive care – the importance of making up for missed care and doing so safely in consultation with the doctor's suggestions.
- Mental health – reducing stigma around mental health, re-promoting the EAP and behavioral health benefits, and promoting non-traditional approaches such as telemedicine for mental health help; a focus on mental health can be especially important during the holidays, when many people experience an increase in stress, anxiety, loneliness, or depression.
- Emotional health – taking the time to focus on mindfulness and gratitude, which cultivate happiness.
- Physical well-being – emphasizing that it's important to take time for physical well-being, and sharing tips and resources for doing so
- Financial well-being – promoting the resources that are available to help employees, many of whom are under financial distress, to take greater control of their situation.
Tips for working from home – showing how employees can consider adjusting their approach to work to reduce stress, for example, scheduling time to unplug at the end of the day or checking email only at certain times throughout the day vs. all day.
Tips for caregivers – for example, empowering and encouraging people and managers to be as flexible as possible when it comes to flex time for those juggling work and caring for loves ones, such as older adults and children.

Taking a unique approach

Further, many employers have found and continue to find creative ways to support the needs of their population. Consider what your workforce may need. For example:

Getting the word out that the company will support those who are going though financial hardship as a result of the pandemic.
Lowering employee premium contributions for medical coverage for part-time staff to help support full-time employees who have moved to part-time status due to childcare issues.
Providing additional paid time off or paying for backup childcare for parents.
Hosting virtual social gatherings for teams who are accustomed to celebrating together during the holidays.

Whatever approach may be right for your people, as the year winds down and the new year approaches, take advantage of the opportunity to let them know you are there for them, how you are supporting them, and that you will continue to stay connected with support and resources throughout the year.

Instant Insights /

Make 2021 the year that employees engage in their health

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