If you don’t know what engagement-marketing is, you’re not alone. To be frank, we coined the term ourselves to describe a trend we’ve seen among our clients in the last year. In a nutshell, engagement-marketing programs encourage hospital staff to share marketing messages with their communities. But unlike traditional brand ambassador programs, engagement-marketing programs focus first on helping hospital staff stay engaged at work. The idea is that staff who feel inspired by their organization will want to refer it to people they know.
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Our clients are hospital leaders of HR and Communication. They’re consistently engaging over 50% of employee headcount – bi weekly. That’s more than double the prior best for them. How? Start with 4 steps to boost awareness, pride, and the culture of your hospital: Build an engaging rewards program – to encourage participation, sharing, and connection (culture). Create engaging content with interactive video Feature patients and employee acts, examples , and compelling stories Keep it interesting, open and real with a steady flow of new material We’d all agree that employee pride/awareness in the brand is good for retention….
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We recently looked at the data of a top 100 hospital client of ours and saw that for the past five months, over 50% of their 10,000 employees are engaging with the hospital’s informational and promotional videos. Why is this important? Because over 5,000 employees engaged and informed, shared hospital success stories, allowing them to tap into a huge marketing asset – their own employees. Now there’s over 5,000 people in house who are equipped to share success stories within their personal networks.
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Want to hire the best talent? Want to keep your best employees from running away? Here are the 2 new types of benefits your company needs to offer. The unemployment rate is at an 18 year low. There are more job openings than unemployed workers to fill them. In other words- it’s a jobseeker’s market. And keeping skilled workers has become a problem for HR departments nationwide. Higher salaries and comprehensive benefits are a logical solution.
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