Building Connections With Human Resources

If you take care of your people, then you will make more money. And it’s also the right thing to do.

According to the Society of Human Resource Management (SHRM), replacing an employee can cost three to four times the employee’s salary. Recent data from McKinsey states workplace flexibility and support for employee health and well-being are drivers in employee retention. 

Employees’ experience at their company needs to be designed with their career, emotional, financial, mental and physical well-being in mind. Let’s look closer at mental health benefits. Data from Gallup says 57% of U.S. workers cannot confirm the existence of easily accessible mental health support services in their workplace.

These key challenges can be solved by utilizing skills within our profession. Our strategic communications and relationship-building skills, traditionally used for external purposes, have increasingly been used for internal publics. PRSA has an entire section dedicated to this group!

We have an opportunity to work closely with our human resources counterparts to ensure that people understand how to access the mental health resources and other benefits the company has designated. 

Here are some ways PR leaders can play a role:

Understand how business decision-makers are influenced. 

The C-suite and their respective board of directors want to know how employee well-being programs will impact the company’s reputation and financial impact. If a well-run program can save the company 10 times in turnover and health insurance costs, then they will be more likely to say yes to new initiatives. 

Be aware of all the benefits your company offers. 

For example, even if you’re not a parent, are you still aware of the benefits for parents your company provides? How might your research impact a 1:1 conversation with someone you manage who is a parent or is expecting? 

Studies show we make buying decisions based on trusted family, friends and colleagues. Does your company offer a new meditation app, therapy or other services for mental health? 

Test out the benefit and try out the user experience. Even if you don’t use the service long-term, someone on your team or a trusted colleague might be interested in your feedback.

Participate in employee resource groups.

Take part in voluntary, employee-led groups to nurture a diverse, inclusive workplace aligned with the organization. These groups are great ways to connect with others outside your immediate work stream. They are also groups often empowered to share thoughts and ideas with business decision-makers on benefits available to the company. 

Share feedback with the HR department. 

HR teams work tirelessly and thanklessly to source and select the right benefits based on their employees’ feedback. If you have feedback on behalf of yourself or your team, then deliver it promptly to your HR team. 

Our relationship with human resources has never been more important, nor has it had as much potential to advance our profession. I look forward to witnessing how these relationships evolve in the coming years.