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HR Communication: Consider Career Stages

hr communications, hr communication, career stages, early career, middle career, late career, human resources, employee engagement, employee benefits

Effective HR communication is needed for any healthy relationship between an organization and its employees. After all, an organization’s employees are its most valuable asset, so it’s important for them to feel informed and supported in their jobs.

One of the most important things that human resources can do to help employees is to keep the lines of communication open and make sure that employees know about all the benefits and resources that are available to them. This is especially important when it comes to voluntary benefits for employees, which can be hard to understand.

When making a communication campaign or email, it’s also important to think about where an employee is in his or her career. This can affect how the employee sees and understands information about employee benefits. For instance, an employee who is just starting out may need to know what a 401(k) is, how to use it, and why it’s best to start saving early.

On the other hand, an employee in the middle or end of their career may need to know about these same 401(k) issues, as well as how to keep their 401(k) in good shape or how to make catch-up contributions. By adapting your message to the employee’s stage in their career, you can make sure they get the most useful information.

Edukate’s Complete Financial Wellness Program

Edukate makes engagement campaigns that speaks to employees at different stages of their careers about how to use their benefits and how to get the most out of them. 

Edukate makes engagement campaigns that speaks to employees at different stages of their careers about how to use their benefits and how to get the most out of them. For example, we could run a campaign to teach employees who are just starting out about the basics of their benefits and how to use them. Or, we could have a campaign to help people in the middle of their careers understand more complicated benefits, like planning for retirement. And finally, we might start a campaign to teach older workers how important it is to use their benefits, such as health insurance. 

Edukate will make sure that everyone gets the information they need to make the most of their benefits by breaking down our communication and tailoring it to different career stages.

Example Engagement Campaign

Here is an example of a campaign that Edukate would run for a client who wants to show how important it is to save money and stick to a budget. First, we make a plan for what needs to be said based on client feedback and benefits available. We also think about how many times and in what order we need to say what we want to say when we make an engagement campaign.

From there, we make three custom campaigns that run at the same time but have different messages based on where you are in your career. How far an employee gets in their job depends on when they were born. We use the “middle” career track as a default if we don’t have a birth date on file, since most US workers are this age.

These are the three stages of a career and some examples of how we communicate at each stage:

Early Career (ages 18-33 years old)

People in this age range are just starting out in their jobs. Starting to save and invest early is never a bad idea, but employees need to know the basics of personal finance and what their options are. We always say, “Now is better than later.”

The image below shows how the Savings and Budgeting campaign is set up. The campaign is made up of eight emails that talk to employees early in their career.

A sample campaign for employees early in their career.

Here’s how the campaign is put together:

  • Email One: Tells the worker about the campaign and what to expect from it. It also tells them how to use it to its fullest potential.
  • Email Two: This email tells employees what their benefits are and how to use their retirement plans.
  • Email Three: The employee is now told about their company’s retirement plan and given clear instructions on how to get started.
  • Email Four: Explains what a personal budget is and how to make one.
  • Email Five: Covers the three common types of budgets along with examples of each.
  • Email Six: Employees are now told what an emergency fund is and how to set one up in 3 easy steps.
  • Email Seven: Once the employee knows the basics of their retirement plan, how to make a budget, and why it’s important to have an emergency fund, they are taught how to review and manage any personal debt they have.
  • Email Eight: In the last email of this campaign, the employee is asked to take an open-book quiz to help them review what they’ve learned and reinforce it.

Middle Career (ages 34 to 49 years old)

People in this age range should be able to pay for both their needs and their wants. At this point in their careers, it’s all about figuring out how to pay for life and make their investments grow. The focus is on how to find this balance by building upon the basics of personal finances.

The Savings and Budgeting campaign is made up of 8 emails that talk to employees in the middle of their careers. The picture below shows how the campaign is set up.

A sample campaign for employees in the middle of their career.

This is how the campaign breaks down:

  • Email One: Tells the worker about the campaign and what to expect from it. It also tells them how to use it to its fullest potential.
  • Email Two: This email invites the employee to read an article that walks them through a process for figuring out how healthy their finances are. This means taking the time to look at everything, like your income, your housing, any savings you have, and the amount of debt you have compared to your income, to get a sense of your financial health.
  • Email 3: Employees are reminded how important it is to have a healthy emergency fund and how to set one up in 3 easy steps.
  • Email Four: This email tells you how to properly review your debt and maintain it from time-to-time. Having a good relationship with your debt is important.
  • Email Five: The employee is reminded of their company’s retirement plan and given clear instructions on how to get started. There is also information introduced about how to make up missed contributions.
  • Email Six: This email explains how to set retirement goals that are both realistic and doable.
  • Email Seven: This email explains what a personal budget is and how to make one. It re-emphasizes how important it is to have a balance between debt and savings.
  • Email Eight: In the last email of this campaign, the employee is asked to take an open-book quiz to help them review what they’ve learned and remember it.

Late Career (ages 50+)

Workers in this age range should be on track for a comfortable retirement. It’s time for them to start planning how they’ll make the transition to retirement. Some of the things that are talked about are catch up contributions, alternative savings options, and getting ready for retirement.

The Savings and Budgeting campaign is made up of eight emails that talk to employees who are nearing the end of their careers. The campaign is set up as shown in the picture below.

A sample campaign for employees late in their career.

This is how the campaign breaks down:

  • Email One: Tells the worker about the campaign and what to expect from it. It also shows them how to get the most out of it.
  • Email Two: This email invites the employee to read an article that shows them how to determine how healthy their finances are. This means taking the time to look at everything, like your income, your housing, any savings you have, and how much debt you have compared to your income, to get a sense of your financial health.
  • Email Three: The employee is reminded of the company’s retirement plan and given clear instructions on how to get started. There is also information about how to make up contributions that have been missed.
  • Email Four: This email builds on the first one by going into more detail about catch-up contributions and explaining why they are important if you haven’t been saving for retirement. It also has the most up-to-date information and an invitation to find out more.
  • Email Five: This email tells you what a personal budget is and how to make one. It talks about how important it is to have the right amount of both debt and savings.
  • Email Six: This email tells you how to check on your debt and keep it in good shape. It’s important to get along well with your debt.
  • Email Seven: This email tells you what to expect as you move toward retirement. It goes over the basics and gives you steps you can take to get ready for this time.
  • Email Eight: In the last email of this campaign, the employee is asked to take an open-book quiz to help them remember what they’ve learned.

Summary

By taking the time to explain employee benefits and how best to use them, HR can help employees feel more engaged with their work and more invested in the organization. And when employees are informed and supported, they’re more likely to stick around – which is good for everyone. =)

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