BUILD A REPUTATION ALIGNED WITH YOUR BRAND PURPOSE

Employee Surveys

Surveys provide employers with a wealth of valuable data and insights, on topics from employee stress and satisfaction to preferred communication styles and the frequency of positive recognition. Conducting surveys regularly can help employers establish a baseline of employee satisfaction and identify and manage trends that emerge. We work with clients to design customized surveys designed to answer specific questions leadership teams have, and benchmark them against industry and regional data. Further, we work to analyze the data and design recommendations and communications to employees to ensure they understand the impact their feedback has on their workplace. Take a look at how one of the surveys we conducted for an employer had an impact on their employer brand.

Materiality Assessments

88% of Wisconsin working women believe it’s important to work for a company that’s intentional about making a positive impact in the world. For companies beginning to think about the relationship between your business strategy, employer brand, corporate reputation, and social and environmental issues, it can be daunting to know where to start. A materiality assessment is a method we use with our clients to identify and prioritize the issues that are most important to your organization and your stakeholders - and this includes your employees. With these material issues defined, you can begin to focus resources in the places that have the greatest potential for impact. From here, we can work with you to define any number of programs, reporting mechanisms or purpose roadmaps to ensure that the issues most important to your employees and stakeholders are put into place and make an impact on your organizational goals.

Employee Reward & Recognition Programs

Our 2021 research found that “feeling undervalued” was the number-one reason women in Wisconsin consider quitting their jobs. Formal reward and recognition programs are one of the best ways to engage employees and make them feel valued.

We work with our clients to understand their culture, and create one-of-a-kind programs that feel authentic and aligned with their employer brand. In fact, one of Kane’s first clients was a logistics company that came to us for help communicating about their on-site nurse and workers’ comp benefits after a series of issues internally. After conducting focus groups with employees to understand what was going on, we found out their needs were different than what they thought - and built a custom reward and recognition program their employees could own. The impact transformed the company, their culture and turned them into a gold standard in their industry.

Employee Recruitment Campaigns

When it comes to employee recruitment, we liken your human resources department and recruiters to your sales team. They’re the relationship people. The deal closers. The bottom-of-the-funnel people. But in a tough talent market, those teams could use some help filling the funnel with leads they can follow up on and qualify. We treat recruitment campaigns the same way we do with a lead-gen marketing campaign for a sales team. We start with research - deeply understanding your target candidate and what makes your culture and job special. (Check out what we did for this behavioral health hospital as an example.) Based on what we learn, we customize a campaign that enhances your existing team’s process - bringing down the cost of recruitment, and matching you with candidates who are a better long-term cultural fit.

Employer Brand Positioning

Engaged employees can be your greatest asset. Clearly communicate what employees gain for bringing their skills and experience to your organization and you will attract and retain quality team members. To make your organization an employer of choice that appeals to both current employees and prospects, we combine retention and engagement work (“I’m committed to my employer”) with attraction efforts (“I’d love to be part of that company”).

A Deloitte Insights Survey found that 82% of survey respondents believe that “culture is a potential competitive advantage,” yet only 28% admitted that they understood their company’s culture well. That’s why we start our process with research to gain an understanding of culture – the way people work and behave in your organization. From there, we define your employer value proposition – what employees say they value most and how the employment experience measures up. Finally, we develop an employer brand strategy – a plan that maps out how your company can market the employment experience to attract and retain the right people to work for you.