{"id":59579,"date":"2023-12-04T01:01:36","date_gmt":"2023-12-04T06:01:36","guid":{"rendered":"https:\/\/www.sogolytics.com\/blog\/?p=59579"},"modified":"2023-12-04T08:42:44","modified_gmt":"2023-12-04T13:42:44","slug":"integrated-communication-employee-relationships","status":"publish","type":"post","link":"https:\/\/www.sogolytics.com\/blog\/integrated-communication-employee-relationships\/","title":{"rendered":"Integrated Communication for Better Employee Relationships"},"content":{"rendered":"

Ayesha, an HR professional in a mid-sized IT firm, is experiencing a dilemma. Even as she continues to hire top industry talent, she sees high employee disengagement and churn rates within the organization.<\/p>\n

<\/div>\n

Somehow, candidate attraction is high, but retention issues are on the rise. Clearly, a step in the employee journey is broken, but which one? To tackle the problem, Ayesha needs not only need to identify the issue, but solve it.<\/p>\n

<\/div>\n

She’s not alone. While IT remains a top industry when it comes to employee engagement and churn challenges, this phenomenon cuts across industries. As many as 59% of employees are not engaged or are quiet quitting, as per Gallup\u2019s 2023 State of the Global Workplace<\/a> report.<\/p>\n

<\/div>\n

As employee expectations around work, life, and purpose evolve, even top employers cannot afford to slip on nurturing employee relationships. Strong relationships are key to driving high engagement and performance, keeping them from becoming \u201cloud\u201d quitters, and negatively affecting organizational goals. In a highly connected industry and talent environment, these relationships are also an effective way to remain an employer of choice.<\/p>\n

<\/div>\n

\"Integrated<\/a><\/p>\n

<\/div>\n

Forging a genuine connection for better employee relationships<\/h2>\n

As things stand, there is a gap in what employers and management leaders perceive as healthy, engaged employee relationships, as opposed to what most employees experience. For instance, while Ayesha and her management believed a mandate for upskilling was leading to an enhanced employee experience (EX) and a more valuable relationship, employees saw it differently. Instead, employees saw it as an added responsibility in which they had little choice, mentorship, or visibility in terms of alignment to their career goals.<\/p>\n

<\/div>\n

This universal, pan-industry challenge calls for a shift in how we traditionally approach employee communication – a top-down or even a two-way but static approach doesn\u2019t work. Instead, we need to have a fluid and integrated communication ecosystem. It must:<\/p>\n

<\/div>\n