How Employee-centered Intranets Drive Workforce Engagement
Company intranets might not be the first thing that comes to mind when examining why employees are unhappy with their jobs, but modern intranets can have a direct effect on the employee experience. If internal communications rely on legacy systems, chances are the methods, tools, and processes for communicating vital information to your workforce don't align with what employees need to be engaged and do their job successfully.
As a result, employees struggle to build meaningful relationships with their colleagues, managers and leaders. At the end of the day, it might be easier to leave than fight to communicate.
To boost employee engagement and collaboration — with the downstream effect
of retaining high performers — many organizations are turning to more intuitive, modern technology that are making it easier than ever to collaborate, create, and share content.
This case study covers three companies in particular — SiteOne Landscape Supply, Imerys and Kaufman & Broad — that partnered with LumApps to help them achieve their goals by deploying a modern internal communications platform.
Some of the employee experience challenges these companies faced include:
- how well and often employees communicate with their managers
- how much access employees have to learning, development and promotional opportunities
- how included and supported employees feel
A robust internal communications tool like LumApps can address all these aspects of the employee experience, keeping employees safe, secure and engaged. And when the employee experience is good, the business prospers.
Research from Josh Bersin shows that businesses with successful employee experience strategies are 5X more likely to engage and retain employees and twice as likely to exceed their financial targets than businesses without successful strategies. The business impact of having an employee intranet cannot be overstated.
About the included case studies
For Kaufman & Broad, Fabrice Gitton laid out the company’s use cases as they related to Kaufman & Broad’s “Compass of Transformation” roadmap. “Our goals were to connect our employees throughout France from their first day, to enrich human relations and facilitate exchanges, to collaborate despite the distance, share information of different teams in a modern and less formal way, share our highlights, bring employees closer together, and finally save time at all levels.”
For SiteOne, one of its top use cases was to get employees the knowledge they need quickly and seamlessly. “Ideally our hub is a launching pad to other places and productivity apps, providing links to HR and ServiceNow so employees can find what they’re looking for easily,” said Bingham. “Many people are in the hub for about 2.5 minutes to 3 minutes. But they’re also coming back to the hub multiple times a week, often daily, to get the information they need when they need it.”
In addition to empowering frontline workers, SiteOne also sought to turn their managers into subject-matter experts. “Our branch manager resource page is one of our most visited pages,” Bingham said. “Our goal is to make branch managers SMEs for the line level, able to find answers and answer questions when the front line needs them.”
One of Imerys’ goals was to bring together people from all across the globe, with personalized content tailored for each region. “Our communications platform needs to allow people to interact,” said Menard. “People in different regions have different communications, and our platform needs to recognize and adapt to that. At the same time, workers in different regions may face similar challenges. We want our communications platform to be able to connect our highly distributed workforce, so they can share knowledge and solutions.”
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