Start with what’s most important to your employeesWe might break some hearts here. But your internal newsletter is not first and foremost about how awesome your leadership team is. Internal newsletters should focus on creating something valuable. Digestible. And engaging for your employees. This doesn’t mean you can’t include high-level company goals or updates; it’s good to keep your teams inform. However. It does require positioning your newsletter content in a way that employees can see how it relates to their role.
Spotlight on your employees
Employees will be more motivat and engag when you share growth and goals in the context of each team member’s contribution. Don’t just throw quarterly numbers at them in a newsletter and expect them to understand their individual impact on initiatives. Connect the dots for them. Organizational goals hold little impact until they become europe email list personal.For example. When sharing quarterly stats. Phrase it in a way that highlights their contribution. “here is where our company okrs are. Which means each individual is performing at xy% of capacity. This is [good/bad/indifferent] because of xyz. This is our opportunity moving forward. And this is how you can help us achieve that.” It’s a psychologically proven principle that people love talking about themselves. According to psychology today. It’s so gratifying for people it engages the same areas of the brain as other pleasurable activities. Like eating good food and even having sex. In short. It’s powerful. If you want to increase employee engagement. Celebrate them. Talk about them. Let them share about themselves.
You can put a spotlight on your employees
By celebrating success stories. Featuring positive client feback. Sharing promotions. And introducing new hires.With our template builder. You can make brand emails and then send them. It’s that easy.Help your employees feel a part of the team by including cultural role models America Phone Number with diverse backgrounds and identities. Ask employees to contribute to the newsletter content and share their voice; don’t make things just from the executive team.Invite employees to share their tips for a successful workday. Big wins of the week. Praise for their teammates. Or a tour of their home office. If a cultural holiday is happening. Invite a team member from that affinity group to share about it. Enable your employees to see themselves in the people representing your company.Create employee feback loopsWhen in doubt. Ask. Let the people tell you what they want by providing opportunities for feback. They probably have the best newsletter ideas out of anyone since they’re the ones reading it. Provide feback opportunities through whatever communication channel your company uses most regularly to gain the most input. It may include a link at the bottom of newsletters or a poll in slack; the point is to meet people where they are.
