Deep Cleaning Your Communications Plan

By: Molly Russin

Like so many of us, I’ve made Spring Cleaning one of my year-round hobbies during the pandemic. One thing I’ve learned—over and over—is that you can’t declutter by reorganizing; you must reduce. Take it from me and my Container Store obsession– no matter how many adorable baskets and clear plastic trays you cram your stuff into, you won’t reach nice-n-neat nirvana until you get rid of some of your stuff. And by “some,” I mean a lot.


Recently, I applied that philosophy to a client’s Communications Plan. Of course, it was comprehensive and well thought out;  it included multi-channel approaches and messages for every audience. But was it clear…concise…and most of all, impactful? We looked through as many metrics and KPIs as we could to judge the effectiveness of each initiative and quickly concluded that the time had come for a Communications Spring Cleaning.


“When we really delve into the reasons for why we can’t let something go, there are only two: an attachment to the past or a fear for the future.” — Marie Kondo


This is not a task for the feint of heart. Let’s keep in mind, though, that this has been a year of non-stop stress, multi-tasking, and remote around-the-clock work. Employees simply don’t have the bandwidth for a let’s-do-it-all Communications Plan. Perhaps, as Ms. Kondo suggests, you’re attached to the past. You really LOVE the monthly newsletter and your quarterly townhall is a can’t miss! But do folks on the receiving end feel the same way? Or, maybe you fear the future. You know the time has come to set up an Insta account, but you just don’t have the time or the energy to make it happen.


The truth is, this isn’t easy work but it’s critical to making your communications as streamlined and effective as possible—something that is proven to increase Employee Engagement. If this is something you’d like to explore, the team at KDH Consulting would love to help. Make this the year that each one of your communication tactics “sparks joy” in your employees–and in you.

What Employees Want: A Satisfying Culture

What Employees Want: A Satisfying Culture

Written by: Rebecca Korsen

Does your company have a culture that keeps employees satisfied? If not, consider the impact to your bottom line. A Glassdoor survey showed that more than half the respondents valued workplace culture over salary [1].  That makes sense, right? Culture is a driver for current employees, new hires, and for fresh talent emerging in the industry–and directly affects your business performance. In this edition, we will explore several characteristics of a strong culture that will help attract and retain talent and drive results.

Employees want…Collaboration – 

Most can agree that collaboration fuels employee motivation. Employers can foster a collaborative environment by encouraging teamwork.  Holding weekly team meetings is a good starting point – establish a dedicated time for employees to ask questions and raise concerns, as well as connect with one another.  Consider using a business communication platform, such as Microsoft Teams or Zoom, to connect with all employees.  These platforms enable one-stop shopping for connecting colleagues.  A final key to collaboration is to encourage two-way exchanges between leaders and employees.  Creating this open dialogue allows employees’ ideas to be heard, increasing employee satisfaction. 

Employees want…Flexibility – 

Since the Spring of 2020,  workplace flexibility has become even more important in attracting and retaining talent.  During COVID-19, employees have struggled to juggle professional and personal obligations while working remotely.  Leaders can help by showing flexibility with employee work schedules.  Many organizations have allowed employees to establish a work schedule that accommodates their needs. Others have offered employee flex days. Flex days can be offered at some regular frequency so employees can dedicate additional time to personal care. This option also promotes employee wellness, creating a healthier, more focused workforce. 

Employees want…Innovation – 

Most employees want to make an impact within their organization. For example, Google allows employees to dedicate 20% of their time to innovation.  Leaders can foster a culture of innovation by encouraging employees to share their ideas.  It’s easy enough to stand up brainstorming sessions or online forums.  And recognizing innovation–big or small–is another positive step to take.  For example, an employee that proposes a small process improvement is showing innovation by striving for results-based improvement.  

Employees want …Growth – 

To improve engagement and retention, understand that many employees want to further themselves professionally and realize their potential. Consider how you can provide developmental opportunities to your employees.   Expanding assignments, and offering or sponsoring additional training specific to their role can further skill development that drives better business outcomes. Offering career rotational positions or special short-term assignments will allow employees to explore new and different areas within your business that may fuel long term career pathing for employees.  Creating online career navigation tools, and setting up monthly training on relevant topics will show employees your commitment to their career development.   

Employees want…Encouragement

Employees value an employer that values their hard work and determination.  Encouragement can take on many different forms. For example, you can provide verbal positive and critical feedback, so employees feel valued and have clear measurable expectations. Providing individual feedback should be scheduled consistently 1:1 to discuss career goals & objectives as well as overall performance. Teams can also provide feedback, or “shoutouts” highlighting individual positive performance. This can be accomplished through team meetings or through team emails. A second form of encouragement can be through providing rewards or incentives. Incentives/rewards can be in the form of providing certificates of appreciation, assigning an employee of the month, providing monetary rewards such as gift cards or vouchers, or assigning leadership/higher level tasks to recognized employees. 


By incorporating these aspects into your employee experience, you will enjoy the rewards. Once employees are offered collaboration, flexibility, innovation, growth, and engagement, they will consistently bring their A-game. And that investment pays big dividends that will boost your bottom line.