If you looked to Google for solving problems around job satisfaction and employee engagement, you’ll get thousands of blog posts and other resources that tell you they have all the answers. You’ll see common trends for why people leave their job, like having a bad boss, being overworked, lack of recognition, toxic work cultures, and feeling a lack of purpose or meaning.
What do all of those things have in common?
With poor communication comes misunderstanding, not feeling part of the overall mission of the organization, and lack of progress. So really, the main reason why people don’t feel satisfied in their jobs and end up leaving is because of poor communication.
The pandemic of 2020 didn’t create bad cultures or poor organizational communication, it just exposed them. When people are rapidly forced into new ways of thinking and learning new communications tools, there can be friction. Some people were able to quickly bridge that gap, but others got exposed as bad communicators.
"The pandemic of 2020 didn’t create bad cultures or
poor organizational communication, it just exposed them."
However, it’s also possible to be an over-communicator, too. Sometimes, you can complicate things by sharing too much information that it just becomes noise to people and they start to tune out entirely.
Video Storyboards that Help Employee Retention
If you’re not already using structured video storytelling to create a better culture and retain your employees, then now’s the time to start! Creating a culture of information sharing goes a long way – let everyone know that it’s an open door for them to share their voice. They won’t be criticized, embarrassed, or ignored. In fact, they’ll be praised and encouraged.
Here are a few examples of structured storytelling you can use in short videos to help increase your employees’ job satisfaction and promote a culture of engagement.
It’s exactly what it sounds like, but rather than dropping a note in a box, it’s done through video. Film short videos where you introduce your idea, what the outcome of that idea would be, and where it fits within the context of the organization.
Employee Tips and Tricks
This is a cool template that encourages people to share their tricks of the trade. If you’ve got one salesperson having a killer quarter, have them film a quick video that explains what’s working so well for them and share it with the rest of the team. Capturing that implicit knowledge is key!
This one is straightforward and it can be simple. It doesn't have to be specific to work. Ask questions like, what's your favorite hobby? What's your favorite movie? Where do you like to go out to eat? What shows are you watching right now? Just little tidbits to get to know people better!
At some point in our careers, we’ve all said something like, “What the heck does that guy Joe down the hall do?” Maybe you’ve asked someone and they say, “Oh, he’s the CTS administrator.” Now you’re asking yourself, what is a CTS administrator?
Have people in different departments create short videos that explain who they are, what their role is, what the department does, and why it’s important to the business. People usually find these types of videos fascinating and it opens avenues for cross-training – which is crucial to improving employee retention.
Weekly Recaps (Individual or Teams)
This is something that we do every week at EasyMovie. Some of us do them individually and some do them as a group, depending upon their role. But really these videos provide a weekly update to the activities that are going on so that everybody’s in tune with what's happening across the business
For this one we recommend that your leadership team gets together every month and shares the progress on their OKRs (objectives and key results). Have everyone use the same template that shares their success, key challenges, and next steps for hitting your OKR for the next month. It’s a great way to create a lateral accountability and transparency, while standardizing the way you all talk about important topics.
The Cost of Employee Turnover
The cost to replace a highly-trained employee can exceed 200% of their annual salary! Think about that for a second. If you’ve got a salesperson, for example, who’s got decades of experience and has a strong book of business, there’s a ton of revenue that goes out the door with them if they leave.
"The cost to replace a highly-trained employee
can exceed 200% of their annual salary."
On top of that, highly engaged employees are 75% less likely to be looking for a job compared to actively disengaged employees. The more job satisfaction an employee has, the more likely they are to be totally engaged in their role and the success of the company.
If people aren’t satisfied in their roles, they probably have one foot out the door and are looking for a new opportunity. Remember, a happy employee is a well-informed employee – and that all comes down to strong internal communication.