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Melissa Anzman, MBA, CC
Employee Experience & Employee Engagement Solutions for HR Leaders 🚀 Internal Communications & HR Metrics 🎤 Author, Speaker
Melissa Anzman, MBA, CC, is an accomplished HR leader and the founder of MConnected Communications. She specializes in enhancing employee experience and engagement through strategic HR practices. Anzman is also a member of the Forbes Human Resources Council, where she contributes insights on HR leadership and employee communications.
Professional Background
- Current Role: Founder of MConnected Communications, focusing on employee-centric messaging and metrics.
- Experience: Anzman has held various leadership positions in human resources, emphasizing the importance of aligning HR strategies with business goals.
- Education: She holds an MBA and is a certified coach (CC).
Contributions and Expertise
Anzman is known for her work in:
- Employee Experience: Advocating for improved employee engagement and communication strategies.
- HR Leadership: Sharing insights on overcoming challenges in HR roles through her posts and articles.
Online Presence
You can find her professional insights and updates on her LinkedIn profile under the username melissaanzman. Additionally, she engages with a broader audience through platforms like Twitter, where she discusses topics related to employee communications and HR metrics.
Highlights
If you want to move the needle in HR and deliver a great employee experience, then you need to add one simple tool to your daily HR practice.
It’s the K.F.A.T. process.
Here’s a step-by-step guide on how you can use it:
Step 1: Know
For your employees to be at the center of your company’s culture and feeling engaged and bought-in, they need to Know what’s going on. For each email, project, or update - whether by HR, a leader, or you, clearly state what your EMPLOYEE needs to know.
- What is the one critical element they are asking about?
- How can you simply state the situation with as much transparency as possible?
- Do they know why it’s important for them to know or how it impacts their career/life?
Step 2: Feel
When humans process information, we see it through our own lens and attach emotions to the new knowledge. In the absence of intent of the emotions we want employees to connect with, they will fill in the void. Instead, consider how you want your employees to connect or feel about the message.
If this is difficult, consider what they are feeling now - and what potential emotions or impacts they will feel after the message.
For example: if you’re delivering layoff news, their current emotion may be enjoying another day at work or anxiety-ridden because there are so many rumors. After, you want them to not feel blindsided, feel valued as a team member, comforted knowing where to go with questions, and needing space to process.
Your message and word choice should consider this - and even call out the various emotions in your copy, to build connection and help your message be heard.
Step 3: Action
If we need to tell our employees something, then there’s likely an action they need to take. (Hint: there should always be an action if you’re messaging something!). Once they know why it’s important to them, share one next action the employee needs to take - go to a website, view the contact list, follow up with HR, and so on.
Step 4: Touchpoints
Employees interact with so many different systems and people throughout the day, be sure to consider the ways in which the message will be delivered - by platform, medium, and deliver-er. While email may not be your favorite tool, there are others who love it - same goes for all other platforms.
Be sure you’re considering and using multiple touchpoints to convey the message - and that those interactions don’t create more friction, but are seamless for your employees.
Doing a quick five-minute mapping out of the KFAT method before you launch or hit send, will instantly change the way your employees receive the information you are sharing - and has the opportunity to add a positive employee experience to the bank.
And yes... still searching for a better acronym! ;)
#employeeexperience #employeeengagement #hr #hrleadership
Talk about your HR successes/wins every single day.
Somewhere, especially now.
Share: • What worked great • Create a case study of the project • Write down the steps you implemented and look back on the lessons learned • The tiny wins you had - sometimes bigger HR wins have a long tail, look at the everyday actions that together, lead to success • Tell your team members, your fellow HR colleagues, your friends, and your family
By sharing our HR wins - tiny, small, huge, and everything in between - we can change the narrative, collectively.
• We are spreading positivity about work generally, HR specifically • We are redefining what HR can be - not just what some think it is • We are creating a community of positivity - to not only cheer each other on, but also help us when days are hard
👇 Let’s start here. Share a win - of any size - below!
#HR #humanresources #peoplefirst #EX #employeeexperience #leadership #positivity #hrcommunity
