Last changed on Tue, 2021-01-05 15:57
If you’re making changes to benefits, wellness or compensation programs, it’s important that employees understand how these changes will impact them. We’ll develop HR communication that creates deep understanding, so employees know what to expect and what they need to do next.
Work example for St. Edward’s University
Rolling out an HR change: new job descriptions
The solo communicator at St. Edward’s University, a liberal arts college in Austin, TX, needed support with upcoming HR initiatives, including the launch of a consistent approach to job descriptions. Since this would be a significant and personal change for most employees, we started with a communication plan. Key elements of the plan included guiding HR professionals about their communication role, and helping supervisors explain changes to employees’ job descriptions and use the new template.
RELATED: CHANGE COMMUNICATION, HUMAN RESOURCES
Work example for GlaxoSmithKline
Developing HR change communication to introduce new competencies
GlaxoSmithKline, a global pharmaceutical and health care company, sought help communicating changes to the R&D performance and development process, including new competencies. We created an infographic that described what changes were and why they were beneficial and provided instructions on how to follow the new process.
RELATED: CHANGE COMMUNICATION, HUMAN RESOURCES
Work example for CSL Behring
Making compensation understandable
CSL Behring, a global leader in the plasma protein biotherapeutics industry, needed managers to understand the company’s new compensation system so they could communicate pay changes to employees. We developed a compensation communication strategy including a guide to help managers understand new salary and bonus calculations. The guide offered tips and FAQs to prepare managers for communicating compensation to employees.
RELATED: HUMAN RESOURCES, COMPENSATION
