Only about half of employers – around 56% – believe their workforce understands the organization’s strategy, vision and purpose, according to Gallagher’s 2022/2023 State of the Sector report. So it’s not surprising that many organizations are looking to revamp their internal communications strategy in order to give their employees a better idea about their approach.
The the insurance brokerage’s report showed that engaging teams around company purpose, strategy and values was the top priority for most respondents. Developing or refreshing internal communication was rated as second priority. In addition, the study found that around 74% of employers say the purpose of their internal communication strategy is to help shape culture and a sense of belonging in the workplace.
Not surprisingly, then, DEI strategy has become one of the greatest topics of communication within the organization, the study said.
Building Better Workplace Relationship
The State of the Sector report also identified a shift toward talent retention and well-being, with 56% of employers saying they planned to revisit their employee value proposition. According to Gallagher, EVP has become ever more important, especially as the labor market’s dynamics shift.
However, executives seem “underwhelmed” by their company’s efforts, with only half reporting that their employees properly understand their compensation and benefits messaging.
“While budgets will remain tight for most organizations, it’s important to understand today’s employees expect much more than a paycheck from their employer,” said Ben Reynolds, global managing director of Gallagher’s employee communication practice. “They choose to stay at an organization because of its culture and values and the emphasis placed on employee well-being. Accomplishing this, while authentically weaving purpose and meaning into internal communication, will allow organizations to overcome challenges and reach their goals.
In terms of building stronger workplace connections, the biggest challenges employers noted were a lack of time and capacity (34%), disengaged employees (30%) and budget constraints (24%).