It was the announcement of AstraZeneca’s COVID-19 vaccine being approved that really showcased the value of the company’s investment into video.

Hop off the bandwagon that employee engagement is measured using different click metrics. These KPIs can help explain EE to leadership more holistically.

Internal messaging must go far beyond writing an email and sending it out companywide. To inform and motivate your colleagues, follow these approaches. Communication essentials for employee engagement

Why your employee referrals fail: one variable that can single-handedly impact the success of employee referrals in every organization regardless of size is your internal marketing strategy.

Engagement can have a huge impact on your business's success. Learn how to boost productivity, retention rates, and satisfaction by focusing on employee engagement.

Check out these 7 great employee advocacy examples from which you can learn about the power of employee advocacy in the workplace.

It’s time to test whether cultures that are better aligned to strategy execution are helping companies respond to COVID-19.

When COVID-19 wanes, returning to normal won’t be good enough. Leaders need practices to help them create a future that’s amazing.

A Five-part Blog Series by Allyn Bailey Part 5: Time to Replace Nurturing with Purposeful Engagement Plans Keeping candidates warm and eliminating the candidate black hole experience have historically been the key objectives of recruitment marketing nurturing programs. The goal has been to keep cand

Most company owners would agree that the most important asset is their employees, and one of the biggest challenges of building and…

Businesses seldom topple and fall because of monumental and loud failures. They fall because of a quiet and relentless series of small and insidious decisions and behaviours that are made each and everyday. The Silent Revolution happening inside your company will spell your demise if you don’t tackl

One company's story in trying to solve their retention problem. For them, the solution to keeping people from leaving was to embrace reality and support those leaving. Also, this kind of tactic has massive implications on your employer brand.

I think I've mentioned that the concept of "belonging" is far more powerful than "joining" (think about that when you write your 47th "join us!" social media job post...), but the HBR goes deeper, defining the value of having people feel like they belong to the company. (Note the juxtaposition with the white paper above where isolation and loneliness are going to be a real problem).

In business, success means you can hire, engage and retain top talent. Here are several tips and links to help with employee retention.

How can you figure out which employees are really engaged? Kris Dunn has a VERY interesting litmus test for managers. I love it because it taps into what engagement is all about: a willingness to take initiative to make tomorrow better.

If there is "low-hanging fruit" in getting staff to engage with your employer brand, it is likely new hires. Get them before they become jaded or cynical, and show them how their engagement supports the brand and the company, and you can build an army of advocates. That said, Meghan Biro suggests the best way to engage with those new hires is to start by intentionally creating a sense of psychological safety.

Consider how many people applied to Valve after seeing this viral employee handbook (which was designed as a public-facing document because it has a section on what it is looking for in new employees). If you read it, it is filled to the brim with so many little touches and brand-specfic in-jokes that it REEKS of publicity stunt, but an insanely specific one.

What happens when your employees get politically active? This week, more than 360 Amazon employees signed a public petition demanding the corporation take action on climate change. The company responded by threatening to fire them. Last year, Google saw a mass walkout. Between Greta, a US presidential election and Brexit, the political and social landscape is getting very tricky. And yes, your employer brand plays a role. If you've established values and pillars around being green or being socially responsible, what happens when staff act on that? And do you know how leadership will respond?

Meanwhile (same report), further proof that the world of work continues to evolve as 73% of employees feel like they should have a role in shaping the company (see previous article about creating strategy buy-in). That in itself reinforces my own belief that reporting on declining employee engagement is an outcome of feeling disconnected from the decisions being made. Three out of four want to be part of the change, but according to Gallup, only 17% feel engaged? That's a problem.

Speaking of over-indexing, I'm going to call it right now: we as an industry are over-indexing on employee happiness. So many articles and presentations that assume we all want to attract candidates who will be happy in our roles, and I think we've overshot the mark. You can't offer happiness any more than you can offer someone joy. Those are emotions people make themselves. So I was thrilled to see this piece suggesting we focus on offering professional fulfillment rather than happiness.

You can't convince anyone of anything using only logic (see: reddit political forums, twitter political chats, et al). You need an emotional reaction, after which, the listener will find the logic to justify their new position. I ended up podcasting a bit about this idea, but here's a solid article if this is a subject that interests you.

I'm really surprised I haven't heard more chatter about this essay at HBR. They suggest that one strategy to encouraging retention is to focus on hiring women. They also bring up data suggesting employees (even millennials) want to be loyal. As someone who is marries to a career coach, I can affirm that NO ONE likes or wants to look for a job unless they absolutely have to, so maybe companies don't really have to bend over backwards to increase retention.

interesting pieces about what employer brand really means. To Steve, the brand is the connection between the company and the employee.

You've heard of the five stages of grief, right? As we all do our best to come to terms with the new pandemic reality, these five steps might be a helpful guide to not only understanding our own feelings, but to understand how to position our messaging to employees. If you can tap into this model, you can come out with stronger employee engagement, which powers your own employer brand.

Yes, you should actively be sharing your stories right now. Right now! Lauryn Sargent, who knows a thing or two about employee stories, makes a solid case for telling more stories now, not less. Whether the news is good or bad, telling stories turns anything into a more human experience, one that gets more eyeballs and sticks in the brain longer.

HBR makes a solid case that the best way to keep your entry and younger talent is to focus on professional development and emotional intelligence. (That's pretty much what the data at Universum has been showing for a few years now).

This is how you can get your customers to do your job for you.

Is now the perfect time to form a company book club? Well, I'm a huge fan of getting book clubs together (and I've seen instances of the CEO just mentioning that he/she is reading a certain book lead to informal but impactful culture change), so yes. Do it. Do it now. The trick, as ever, is to pick a good book.