We are in precarious and uncertain times. We hear the phrase “The Great Resignation” every day. The challenge to draw and retain employees has left a hole in the armor of the most stable of businesses. Talent acquisition and retention have become one of the most significant impediments to attaining company goals today. It is now at the top of every company’s agenda, and U.S. business leadership rightly sees this issue as the one to master in 2022.

We are seeing unprecedented times in our world. The growth of the remote workforce is becoming a mainstay for employers as we move into a post-pandemic environment. In fact, according to a June 2021 Bloomberg article, a Morning Consult poll on behalf of Bloomberg News revealed that “39% of US Adults would consider quitting if their employers weren’t flexible about remote work.” That is astounding news!

If you’re reading this, you’ve probably heard of the Great Resignation. This unprecedented movement of professionals quitting their jobs to move to better positions, take time off to spend with family or pursue other personal endeavors hit employee experience professionals unexpectedly and without a plan. In November of 2021 alone, over 4.5 million people decided to go their way – an attrition rate that exceeded pre-pandemic rates with room to spare.

Change management and internal communications are not synonymous. Believe it or not, there is quite a bit of overlap. Much of what we do in internal communications involves communicating change. The truth is, change management won’t be successful without a good communications strategy. As IC requires more to demonstrate its value, change communications play a critical part in instituting a new and evolved comms strategy.

At Simpplr, we understand the importance of getting the C-suite involved in internal communications. However, we don’t hear as much about People Managers and what their intended role should be in Internal Communications (IC) efforts. It is something Simpplr, and I feel very passionate about. To help you understand this concept, I would like to share the “why” behind getting people leaders involved is critical to employee experience.

When we hear the phrase “Employee Experience,” several questions come to mind. First and foremost, what is it? Is it a top-of-a-mountain, mystical experience, where the employee discovers their value, worth, and employer appreciation? The simple answer is “Yes.” According to a Gallup report,” The employee experience is the journey an employee takes with your organization.

Lately, it’s not hard to go on LinkedIn, read online, or hear the news about a merger or an acquisition (M&A) transpiring. Two weeks ago, Frontier Airlines and Spirit Airlines announced they were merging. Last week, WarnerMedia and Discovery announced they received government approval to merge into one large media conglomerate. And then there are the acquisitions going on in tech, healthcare, and everywhere else.

Human beings are built to be communal. People thrive off the company of others, especially in the workplace, and it fuels creativity and encourages the performance of fellow employees. Not that it has to be consistently competitive, but certainly socializing with colleagues can inspire our mode of thinking.

As the modern Intranet finds a home in more and more companies, they are learning to leverage it to fit their unique organizational needs. Simpplr wants to encourage your business by sharing what you can accomplish to build organizational-wide collaboration, enhance your employees’ engagement, and create a company culture that is distinctive yet complementary to your work environment.

Why do people choose the jobs they do? This intriguing thought was the subject of a conversation between Amanda Berry, Manager of Corporate Brand & Communications and Head of Internal Communications at Simpplr, and LaToya Lyn, Chief People Officer at Help Scout, during the tenth Cohesion Podcast. The question “Why do people choose the jobs they do?” was also the catalyst of LaToy’s quest for understanding the dynamics of how people go through their career journey.