BUILDING YOUR TEAM
ple from using it,” Speratos says. “A simple, easily under- standable system is a must.” Speratos says it’s also a good idea to seek out a platform that can evolve to handle more users, more sophisticated technology and has adequate data storage.
ENCOURAGING ENGAGE- MENT
Russell Landscape Group employees can fill out various forms through their ‘Mobile Manager’ app. Photo: Russell Land- scape Group
A common struggle with internal company communications is employee engagement, where they are
reading and acting on the messages you are sending out. One way to increase engagement is to
break your messaging into smaller subsets of departments and teams. For instance, Russell Landscape Group has a safety meeting every Friday and each branch has a three-person safety committee. Dutton says at least one representative from each committee has to report to their weekly Teams meeting and go over next week’s safety topic, so no matter where an em-
ployee is in the company, they’re all being told the same thing. “When you’re running a company the
size of Russell Landscape, we have to be able to get things out to the team in an orderly fashion and expedite it, but it has to be the same message,” Dutton says. “The only way to do that is to have these meetings where the people that need to know are the people who are going to report back to their team so they all hear the same thing at the same time.” Wolfington says they put the onus on their managers during weekly meetings to review with their teams all the events and meetings that have been shared in their in- ternal messaging efforts. What you choose to share with your team will also vary, but it can include anything from weather-related alerts and reminders stay hydrated and take breaks to recognition and encourage- ment messages.
Engagement can be even more of an issue if you are pushing out a new communication platform. “As much as the technology is a convenient and effective tool, we do still struggle to get consistent buy-in and
homogenized use, especially at the field level,” Speratos says. “Some members of the team are early adaptors and have laid the road for others to follow; however, we continue to train and encourage universal adoption to bring the rest along.” Dutton says getting employees to use
their Cognito Forms comes down to daily reminders and continuing to train the team on the benefits of why using the system works. “We still have issues of some crew lead- ers just don’t want to use it for whatever reason,” Dutton says. Wolfington says they struggled with
company engagement in the past, which is why they added Go Happy to their methods of communication. “Front-line associates don’t always stop
and read email, but a quick text is much more convenient, so this has helped get more engagement,” Wolfington says. “The addition of Paylocity Community also helped as front-line associates engage with the system daily to clock in and out so they will see the push notifications.” TE
GAIN AN ADVANTAGE WITH A DEDUCTIBLE WORK COMP PROGRAM
Contact Drew Garcia to get started:
drewgarcia@ranchomesa.com 619-937-0200 34 The Edge The Ed //July/August 2023 August 2023
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