We caught up with Destanie Morman of Vote Run Lead to learn how to make corporate social accounts more inclusive.

The holiday season is in full swing, and with it comes a month full of company gatherings, gift exchanges and parties. With all the social events going on this time of year, you might wonder how there’s time to get any work done!

Nearly three years after the onset of the COVID pandemic, much has changed about how employees engage with their employer and their work.

How good of a listener are you? Do you truly hear and understand what your colleagues, customers, friends or family really want? Frankly, people are just not good listeners. We always get very excited about what we can say or do next that we sometimes forget to be in the moment and listen and learn from what we can hear from others.

Have you ever spoken to someone who dismissed everything you said? With all the distractions around us, sometimes the people we talk to may not be listening to us at the moment. Maybe they are trying to multitask. But no matter the reason, being ignored can leave us feeling rejected and unimportant.

The quest by employers to create a better work culture, reduce staff turnover, increase productivity and build better work and customer relationships are the reasons why they take employee engagement seriously. Employee engagement helps put effective strategies in place to impact company profits positively. For a company that embraces cultural diversity, more success will be achieved if the employee handbooks were translated into the languages of other employees whose first languages are not the same as the company’s official language. Here are some translation tips for better employee engagement.

From the outside, working from home may seem ideal. But remote working comes with challenges that require a high level of adaptability.

It's no secret that employees have a significant impact on the success of a company. Shifting values, changing expectations, and unexpected growth all pose a challenge to retaining good employees. The one factor all employees want is a great place to work.

Despite her aging appearance, Queen Elizabeth II kept her job for an unprecedented 70 years!  A Canadian news anchor who let her locks go grey wasn’t as fortunate.  Her seemingly heartless dismissal has aroused widespread empathy, including from some of the world’s leading companies, sounding an alarm against ageism.  However, in an era when brand-building is of utmost importance, shouldn’t companies have a say in the looks of those they pay to be the faces of their firms?

Ragan Communications partnered with D S Simon Media to produce “NextUP,” a new video series that asks rising communications stars to forecast the future of comms in their own words. These conversations will lead up to  Ragan’s Communications Week on Nov 1. and our Future of Communications Conference.

Most communicators working on diversity, equity and inclusion (DE&I) initiatives understand that it starts with benchmarks, as an organization can’t make progress when it doesn’t know where to start.

According to the Deloitte Global 2022 Gen Z and Millennial Survey, an employee’s level of satisfaction with their company’s commitment to societal impact, sustainability and diversity and inclusion can directly impact their loyalty to the organization.

In today's modern world, it's even more important to establish yourself as a well-respected entity in your industry. The best way to do this is by creating strong company culture from the get-go. There are many ways your company can build a strong company culture, whether through the people you hire, your brand's reputation, or the products and services you provide. Your business can build strong company culture by doing the following:

How do you know when it's time to change up your work environment? These are seven signs of an unhealthy work environment, and how to fix it.

What does purpose, management, empathy, content, inclusion and burnout have in common? As it happens, they are what most conversations, coverage and case studies related to employee engagement and experience are focused on these days. We spent some time on these six topics to observe what’s changing and why, what it means for the future and how we can make the most of it in the present. Our findings were summarized in Red Havas’ newest white paper, The (Six) Biggest Waves in Employee Engagement — and How to Ride Them. 

As companies grapple with learning how best to boost employee retention, one tactic often goes unnoticed: learning and development.

A recent LinkedIn Learning blog post notes that L&D can drive employee engagement, which then leads to higher retention rates. And the first step in a comprehensive L&D program is an early career development initiative.

The old saying, “All work and no play makes Jack a dull boy,” is appropriate when discussing fun in the workplace.  A study found that just over 80 percent of employees at companies that ranked as ‘amazing workplaces’, described their office environments as ‘fun.’. 

As communicators seek to engage dispersed workforces and help culture thrive, they must figure out a strategic mix of content, channels and cadence to consider how they ensure messages reach all employees.

Two years after the outbreak of the global pandemic, some organizational leaders are looking forward to going ‘back to the way things used to be’ before COVID-19, while others are realizing that it is essential to dive a little deeper into its learnings to continue to build a culture of inclusion, well-being, and care. The reason we should all be in the latter group is burnout—and our ability to reduce or prevent it within our organizations by continuing to connect with employees actively and authentically.

When it comes to the one of the biggest sources of strength in any work environment, discover how to build an inclusive workplace.