So, you’ve been sending those important weekly or monthly emails to your employees but no one seems to have opened it? Did you just send a follow-up email reminding the team to check your email? Did they ignore the second email as well? Disengaged employees can be very hard to target for any initiatives because they tend to start ignoring communications. An opened email, on the other hand, still doesn’t mean the email was read. Disengaged, disinterested employees who do end up opening the email end up skimming through it, absorbing very little as they read.

If you’ve found yourself in this situation, we’ve put together a 3-step plan to turn things around just for you.

1. Open the door:

  • Reduce office politics and provide an avenue for employees to share their ideas and thoughts whenever they like, with an open-door policy.
  • Instead of only passing on policy communications top-down, start a bottom-up communications plan where employees share their ideas which are discussed and debated openly.
  • Be transparent with your goals and the company’s goals. Employees will in-turn, open up about their own goals allowing you to find synergy and develop an interest both ways.


2. Spice up your communications:

  • Insert videos and pictures into your emails. It doesn’t have to be relevant initially, just engaging. There’s always a million videos of cats on the internet or write to us, our collection of HR memes is quite impressive. Make them curious about what they might find in your next email, to start with, and slowly it will develop into a habit.
  • Communicate 1 to 1 directly with the reader through your emails, asking them for their opinions and ideas. Turn your communications into stories, and ask them for their experience. Use your emails as a real communication tool to leverage organizational experience and knowledge.
  • Start sharing your reports, graphs, and results with the team. Instead of just telling them where they should be going, tell them where you’re going, where the company is going and where you’ve reached. By showing metrics and graphs, you establish the result orientation and analytical leanings of the company, promoting the same behavior in the team and helping them feel that they are part of the overall initiative.


3. Leverage alternative channels:

  • Emails are not the newest or coolest medium of communication and collaboration. Establish and use an internal social network.
  •  Set-up an internal knowledge base or wiki. Make sure there is a good repository of useful information, and you’ll find a good degree of engagement with company rules and regulations or policy related material you slip in there.
  • A company newsletter that includes updates on various initiatives, as well as rewards and recognition, would provide the opportunity to increase overall awareness among the employees. Additionally, since this would be a single source of all the information and updates anyone would need, there is a much higher incentive for employees to peruse it. If you desire, you can always go through the effort to actually have one printed like an actual newspaper and placed on every desk, but then again…GO GREEN!


Genuineness and ingenuity in communications will go a long way to improve the relationship between the HR and the workforce. If you have more ideas, we would love to brainstorm with you in the comments.

This article is based on experience and data gained from working with HR departments of several companies to implement a unique, fun and engaging employee fitness and wellbeing solution that transforms employee engagement, motivation, and rewards.


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