Employee App Success Guide

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Employee App Success Guide

Welcome to Your Employee Communication Project! For many companies and internal communication professionals, their employee communication project is the first time they will have created a digital and real-time communication channel that targets all employees, many of which have never before been targeted by an internal IT project. So the big question is: How is it done? How did DHL, Brink’s and Audi manage their projects, and what’s the secret to their success? This guideline will help answer the most important questions that arise when launching a new employee communication platform. The paper will briefly explain each step and give a complete overview over the project, as well as crucial factors for success, ranging from the technical and legal foundations required for the basic setup; the platform launch and the strategic growth that follows; and the creation of content that will make the platform work for your employees and managers alike.

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Employee App Success Guide

Content

1.

Pre-Launch 1.1.

1.2.

2.

3.

Technological and Legal Foundations 1.1.1.

User Onboarding

1.1.2.

Deployment in the App Stores

1.1.3.

App Graphics

1.1.4.

Branding and Customization

1.1.5.

Approval of Stakeholders

1.1.6.

Legal Documents

Content Strategy 1.2.1.

Employee-driven Content

1.2.2.

Company-driven Content

1.2.3.

Information Architecture

1.2.4.

Plan Regular Measurement

Launch 2.1.

Launch Strategy

2.2.

Launch Communication

Strategic Growth 3.1.

New Use Cases

3.2.

New Locations

3.3.

Integrations

3.4.

Becoming a Front Door Intranet

3.5.

Seasonal Plugins and Gamification

3.6.

Ongoing Inspiration

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Employee App Success Guide

  1. Pre­Launch Internal communication is at the center of every company and the platforms that companies use are as diverse as communication itself. No matter what project you are starting though, just like when building a house, you have to start with the foundation, and the foundation of every platform is the technical base. The technical and legal base are they framework that will define the scope of the project and for a big part decide whether it is successful or not. When it comes to the technical foundation one of the most important points is how to onboard users who will bring the platform to life. So let’s dive right in!

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Employee App Success Guide

1.1. Technical and Legal Foundations 1.1.1. User Onboarding The onboarding process for your communication platform depends highly on your company setup and the features or infrastructures you already have in place. The aim is to find a method that is both manageable for the communications team and easy for your employees. In general there are five different methods to consider:

Onboarding possibilities: Choose the right path for your onboarding depending on the infrastructure in place!

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Employee App Success Guide

Email & Password: If everybody in the company or target group has an email address, the easiest way to invite users is to send them an email with the download link for the app and a single-use password. The users then download the app, log in with their temporary password, ideally agree to the terms and conditions, and finally set their own password. This process requires that every employee has a known email address. In addition, employee data needs to be imported to the platform via a CSV file, LDAP/AD sync, or an API integration. The advantage of these syncs is that users can also be automatically offboarded should they be removed from the original sources.

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Employee App Success Guide

Username & Password: If the target group does not have an email address, inviting them via username and password is an easy way to distribute login data. One popular way to send login data is via pay stub. The users should be given the name of the app, information about how to download it, and a link to the web app as well as their username, one-time password, and a recovery code. In combination with a user sync over CSV or an AD import, users can also be automatically offboarded.

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Employee App Success Guide

Onboarding with SSO: If there is already a central login service in place, users can be onboarded via SSO. This provides a great user experience and increases the likelihood of adoption, since your employees will log in the exact same way they do for other systems within your company. Setting up SSO normally requires the help of the IT department, but it will save time in the long term since the system works automatically and needs no manual updates once it’s up and running. Whether SSO also enables automatic offboarding depends on the session time defined within the system—which can last anywhere from days to several months.

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Employee App Success Guide

Self-signup via Company Email Address: The email self-signup is an effective and easy way for onboarding users with company email addresses. Every user is sent an email with the name of the app, information on how to download it, and a link to the web app. The users can then open the app, enter their company email address, and automatically receive an email with a verification code. Upon entering the code they can set their own password and be ready to go. This is a great way to onboard users in easy structures. However, if users need to be divided into groups or otherwise segregated, the method could increase the effort for user management. When this onboarding method is used, users need to be deleted manually or via API.

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Employee App Success Guide

Access Codes: Access codes are the last resort if your company only has minimal data about its users and if they can’t be onboarded via any of the previous methods. Access Codes can be created within the app and then sent to the users via written letter or with their pay stub. This letter should also include basic information about the app such as its name and where to find it. Upon finding the app, users can log in with their code and subsequently change their name and password. If this onboarding method is used in connection with user sync methods such as an CSV or AD import, users can also be offboarded automatically. If this is not the case, offboarding must be done manually or via API.

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Employee App Success Guide

1.1.2. Distribution of the App Your employee communications platform needs to be available as a download for every employee. If at all possible, it should be made available on their private devices in order to have the greatest reach. The easier it is for employees to access, the more likely they will be to use the channel. How the platform will be distributed greatly depends on the setup that is already in place, as well as the content it contains and your target group. In general, there are three possibilities for distributing the platform:

A. Distribute the App via the Public App Stores Distribution via an app store account is probably the most common method for apps in the communications and HR department. One advantage is that the stores are well known to employees. This means it’s easy for them to find the app. In addition, updates are automatic, reducing the workload of the project team. The app can also be made available to applicants or alumni.

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Employee App Success Guide

On the other hand, distributing the app via the app stores requires users to have an app store account. There is also a review process which can potentially pose a timing risk. Apple, for instance, requires a substantial portion of the app to be relevant to a public audience, in addition to its internal content. The public area is a great place to showcase information that’s meant for a broader target group; for example, customers, partners, and potential employees. The space can be used proactively for public-facing communication efforts such as job postings, press releases, and other marketing material suitable for a public audience. Still, maintaining this space is an additional effort.

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Employee App Success Guide

B. Download Page Distribution One way to avoid using the public app stores is to distribute your app via a download page. This method is fast and risk free and provides the same entry point for all users. In addition, there is no dependency on the Apple app store and adherence to its guidelines. On the other hand, the download process has more steps than distribution via the app stores and is therefore more complicated for users, and it will be the responsibility of users to manually update the platform. Furthermore, access is restricted to current employees and as a result does not allow alumni or applicants to be invited. The Download Page does have significant advantages when it comes to setup, requiring less effort and time than a public app store release. Whether this distribution method is suited for your company depends on your user groups and their expectations regarding user experience.

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Employee App Success Guide

C. MDM Distribution to Enrolled Devices Another method to get the communication platform to an audience is to roll out the platform over an existing MDM setup to all enrolled devices. This is another risk-free and fast publishing process that automatically installs the app on employee devices. It’s more flexible than the app stores in terms of requirements. This method also allows for automatic updates. On the other hand, using this method requires all of the targeted devices to be enrolled in the company MDM as well as the Apple Developer Enterprise Program—which makes it the most exclusive method. Similar to the download page, distribution is restricted to employees only. MDM provides a great user experience since the app automatically appears on employee devices; but the method is also the most restricted to the user group, which makes it more suitable for a pilot group or small user groups than a company-wide rollout. Combining multiple onboarding methods is possible, but in order to avoid confusion and ensure usability it makes more sense to choose a single method and, most importantly, stick with it. 14

Employee App Success Guide

Overview of the six app graphics needed for a personalized branding.

1.1.3. App Graphics App graphics help to make the platform more recognizable to employees. Including the corporate design and logo in the platform is therefore central for the app’s success. The following graphics are needed when launching an app: App Icon: The app icon is shown in the app stores and also in your app’s menu. Once the app is moved to the home screen following the initial download, the app icon will be visible on the home screen of the mobile device. Launch Image: The launch screen is shown on the mobile device when launching the app for the first time and every time it is subsequently opened. The launch image takes up the whole screen, and is visible momentarily while the app data loads.

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Employee App Success Guide

Login Page Logo: The login page logo is displayed during the signup and login flow. The logo is shown in the upper part of the screen until the signup or login is complete. About Page Company Logo: Your company logo is displayed at the bottom of your “About” Page. This logo can be different from the one on the login page and your app icon; for example, it could be a real company logo. There are no restrictions to color, transparency, or shape. Push Icon for Android: When a Push Notification is sent, Android devices show the small Push icon in the notification bar and notification drawer. When the user clicks on the notification in the notification drawer, the app opens and the push icon disappears.

Android Feature Graphic: In the Google Play Store, each app is required to have a feature graphic. The feature graphic is displayed on Android devices on the top of the screen when the app profile is opened in the store. See an example of a Staffbase App Specification Form here. 16

Employee App Success Guide

1.1.4. Branding and Customization Apart from the app graphics another central aspect is the branding of the platform itself. The branding helps employees to connect the platform with the company and a consistent Corporate Identity helps people to recognize the brand as well as to identify with it.

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Employee App Success Guide

Here are some design tips for the start page:

  1. Stick to the corporate brand
  2. Work with designers that understand your brand and company culture
  3. Work with a responsive design
  4. Consider the UX and make each step and link easy to understand
  5. Put the most important use cases on the first page so that they are easy to find
  6. Work with appealing media formats and especially images

If you have even more wishes or needs concerning branding there is a way to set up custom styling with CSS.

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Employee App Success Guide

1.1.5. Approval of Stakeholders Before launching a new employee communications platform, the approval of all stakeholders is crucial. Stakeholders, in this case, could include the workers' council, the IT department, the employees themselves, management, and the data security officers, as well as the purchasing and HR departments. One or even several meetings introducing the project and explaining its goals and use cases can help to get everyone on the same page and avoid problems at a later stage. Security is especially important during this phase.

The security level needed for your employee app depends on the type of information within the platform. Staffbase has security measures in place for all four different security levels.

For more information on security best practices for a communication platform, read this whitepaper.

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Employee App Success Guide

1.1.6. Legal Documents Legal documents allow the company offering the platform and the user within the platform to describe the rules of interaction between them. The extent and type of the required documents very much depend on the country in which the service is offered and the country where the employees work. For the US the terms of use are important; Europe in comparison has quite strict laws regarding the privacy of personal data.

Steps to setting up legal documents within the Staffbase employee app.

Both the Apple App Store and the Google Play Store require that a privacy policy be in place when submitting an app through their platform. Generally, the following two legal documents should be provided: ● Privacy policy: The privacy policy states how personal data is stored and handled, as well as the users' rights in regard to

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Employee App Success Guide

seeing and deleting this data. You can find an example of the Staffbase privacy policy here. ● Terms of use: The terms of use describe the purpose of the platform, show whether usage should be voluntary or mandatory, provide an internal contact person, state the desired communication principles, and determine the obligations and responsibilities of the user.

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Employee App Success Guide

1.2. Content Strategy A new employee communication platform can make a huge difference for the company and its employees. But success depends on answering two central questions once the technical and legal foundations are complete: Who is the audience of the new platform and what do they need most from it?

Companies like RHI Magnesita, Viessmann and Telekom have proven that employee-driven content is at the center of every well-running employee communications platform. And local, employee-driven content, even more so. Because unless the substance of the platform is relevant to the employes, adoption and engagement rates will remain low, in turn making it impossible to reach the company goals set for the new channel.

The Staffbase 8C Model showing employee and company-driven content on a local and central level.

The above model shows the two sides relevant to the success of the employee communication project: employee-driven content and company-driven content. Each side can be divided by

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Employee App Success Guide

centrally and locally managed content. The 8C Model is comprised of the use cases that will drive both the relevance of the platform as well as the business goals. What the pyramid also shows is that employee-driven content is the foundation of everything else.

1.2.1. Employee-driven Content What is employee-driven content? The first C stands for Curiosity. This is content that matters to employees. The content they will look at because it’s helpful or it can’t be found anywhere else. Use cases could be the cafeteria menu and well-crafted company news. The second C stands for Convenience. Employees might be able to find this content elsewhere, but the app lets them find it faster and manage their tasks faster in return. Use cases could be shift plans, chat groups, and employee self-services. The third C stands for Contribution. This is the part where employees can voice their opinions and become part of the mission of the company with their ideas and opinions. Use cases could be surveys, “Ask Anything” forums, and a local social wall or group. The last C stands for Carrots. Carrots are the perks and parts that create financial benefits for employees. Use cases could be the employee benefits pages and games like the Christmas Calendar that offer prizes.

Employee-driven content can be divided into two parts: central and local. Curiosity and Convenience are managed centrally, Contribution and Carrots are managed locally. The central level has the biggest leverage on value creation by meeting business goals and commanding higher budgets on topics such as employee engagement or digital transformation; the local level 23

Employee App Success Guide

has the highest relevance for employees and will drive adoption rates, which are just two reasons why this part needs to be be the focus when launching the platform.

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Employee App Success Guide

1.2.2. Company-driven Content Company-driven content is based on the business goals that the new platform is attempting to achieve. These goals could be increasing revenue, accelerating change, improving communication or reducing retention. Read the complete whitepaper (as published in the Harvard Business Review) on the ROI of an employee app and how to reach each of the above goals here.

Which content will help drive these business goals? Returning to the 8C Model, there are four categories of content that are company-driven in addition to the previously explained employee-driven Cs. The first C stands for Company. This is the content that matters to the strategy and mission of the organization. It’s the part that has measurable results and improves leadership as well as customer experience. Use cases could be company wide news or a CEO blog.

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Employee App Success Guide

Example CEO Blog For employees to feel involved in the company CEO content can play a crucial role! If employees feel like they have a connection to management engagement will rise. An especially effective way to do CEO content is to facilitate video. Video is both easy for the manager to produce and the employees to consume.

The second C stands for Change. This is the content that helps communicate and enable change within the company. Digital transformation, new products, and new services, as well as new markets, are communicated within this section. In reality this content is mostly presented in the form of news items and via Push Notifications. The third C stands for Channel. This part of the content contains operational updates, onboarding guides, safety rules, quality guidelines, customer experience principles, and team KPIs. The goal of the company here is to improve targeted parts of its operations. The fourth C stands for Career. Learning and professional development as well as employer branding are at the center of this kind of content. Use cases could be events and pictures as well as offers for seminars and sharing company values.

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Employee App Success Guide

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Employee App Success Guide

1.2.4. Information Architecture According to the Information Architecture Institute information architecture (IA) is the practice of deciding how to arrange the parts of something to be understandable. Information architecture is the art of organizing a shared space, often filled with news and information, to increase usability and relevance. A central part of launching a communications platform is therefore to think about its architecture and to decide on the structure for presenting content to its users.

For the platform to become a success the content structure needs to reflect the structure of the company. In order to map out this structure, concepts such as spaces and channels can be helpful. With Spaces, administrators can create a dedicated space (or area), appoint people to be responsible for it, and assign content to a specific user group for that particular space. Space administrators are authorized to autonomously manage all of the content in their space, while app administrators maintain sole access to user data and global settings. This allows for the efficient creation of news, menus, events, and forms—with an overview in the admin interface. Spaces are 28

Employee App Success Guide

especially useful when targeting different locations, but they can also be used for different departments. The more granular the set up of the platform, the more relevant the information will be for the employees. A good example of such a structure is provided by German Telekom. Telekom set up different channels for every one of their teams, and while this was a massive undertaking, their employee app is now used by 96 percent of their target audience because each employee can find information relevant to them daily and can make contributions to their team channel, too. Information architecture also helps to enable content targeting and automated classification of employees. This could mean that employees automatically get assigned to the right Space based on their department but also that they will only receive the Push Notifications relevant to them. These two points are key to generating relevance.

Example of how an enterprise company can divide their content in different spaces in order to ensure relevance for their employees.

After the infrastructure is set up the next step will be to define user rights. Advanced platforms should have the following seven differentiations, although they might not appear under these exact names:

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Employee App Success Guide

Role

Rights

User

Allowed to read, comment, and/or like articles.

Contributor

Allowed to contribute content as well as edit and delete pieces within the platform. They do not have access to the admin interface, statistics, or the overall infrastructure.

Content Editor

Can contribute content as well as edit and delete it. In addition, they can see content statistics and manage comments.

System-wide Editor

Can create or delete the channels and pages that hold content

Managing Editor

Can manage the admin setting for the channels and pages

Space Admin

Has the same rights as the global admin but only for the

but cannot see user or app settings.

that hold content.

defined Space. Global Admin

Can oversee the complete project including the users and app settings and the complete statistical dashboard.

Finally, the different admins need to receive training on the abilities of the platform as well as the terms of use and security. Ideally, a success manager from the vendor will provide this training and introduce teams to the platform’s functionalities as well as giving useful tips and best ways to utilize it going forward.

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Employee App Success Guide

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Employee App Success Guide

1.2.5. Plan Regular Measurement Another step for long-term success is to launch surveys. Asking employees for feedback and ideas every quarter will help you to learn where improvements can be made in order to make the platform even more useful. Launching surveys starts even before the new platform is launched though. In order to measure improvements later the basic first step should be to measure the status quo of the old communications platform and analyze it's faults. Measuring the improvements is only possible with these older numbers and are a great way to make the ROI of the project clear to management.

Long-term success depends greatly on the continuous work that gets put into the channel and the continuous improvements that have to be made. A well designed dashboard for the admins of the platform should support analysis of both content and user behavior.

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Employee App Success Guide

Example of dashboard statistics shown in the Staffbase employee app.

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Employee App Success Guide

  1. Launch 2.1. Launch Strategy Launch strategies can look different depending on the company and the project. When choosing the right strategy for your project consider the following criteria: Reach /Accessibility: How many people within the organization can be connected within 24 hours? What communication channels where used up to now? The launch strategy is highly dependent on the accessibility of the employees. If every employee has an email address the launch strategy can involve digital marketing material such as an email countdown. If, on the other hand, employees get their news over a black board in the production hall flyers and posters are needed. Target group: Is the platform going to be used by part time employees, new recruits, the management level or non-desk workers? Depending who the launch strategy is supposed to reach different messaging and launch material can make sense. Older employees might need bigger incentives and more training to download and use an app, employees in production plants won’t be reached via email and alumni might need different login data than the rest of the workforce. Consider the target group and mold a launch strategy that fits their needs. Company structure: Does management have a direct line to each employee? Does every employee speak the same language? The bigger companies get the more thought through the launch strategy has to be. In smaller companies the information about the new project can be handed directly from the product team to the employees. In bigger companies the product team has to train the branch managers so they can give the information on. Champions programs as well as in house trainings can be a great way to ensure adoption in larger, international companies.

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Employee App Success Guide

Example of a simple launch strategy for companies in which the project team has a direct line to each branch.

A very basic strategy could be to directly inform every employee in their locations via posters and flyers, and then send login data via pay stubs directly to employees’ homes.

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Employee App Success Guide

Example of a launch strategy for bigger organisations in which the project team has to train the store managers for them to be able to roll out the project to the different branches and in which the rollout is done in several phases.

Another option would be for the team lead to communicate news of the new app to the store or department managers and send them informational posters to distribute. A second step could be to roll out the app to an initial number of stores, followed by an overall rollout.

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Employee App Success Guide

Example for a rollout involving branch managers.

In larger companies, this strategy could include informing the management level and then rolling out the platform one location at a time while training the store managers.

Example for a creative company wide rollout including video. Attention!: This example is dependent on the ability to reach all employees via email.

After informing the management team and doing a small rollout specifically for them, another tactic could be to release a video to the employees even before distributing posters, flyers, and announcement emails. Only after this early promotion for the

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Employee App Success Guide

platform would login data be sent with the pay stub or via written letters. Audi Brussels for example launched their app by showing a video at a big company event. The effect of such a visual statement is instant, and employees are then eager to see the product in action for themselves.

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Employee App Success Guide

2.2. Launch Communication During the launch, it’s crucial to spread the word about the new tool. Employees need to know when, why, and how the new channels will affect them. Ideally, they will understand the tool’s benefits, something which will greatly drive adoption. A popular way to announce the new platform is to work with launch giveaways. The German brewery Paulaner raffled tickets via the app to a Bayern München soccer game. Iredell Health from North Carolina gave out T-shirts, and Horizon got their employees started by handing out little boxes filled with chocolate along with a printed QR-Code for downloading the app.

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Employee App Success Guide

Pre-Launch: ●

Flyer

Communication via email

Communication via the "old" comms channels (Slack, intranet, Yammer, etc.)

Communication via pay stub

--> Get the employees excited! Launch: ●

Launch party

Direct communication via the CEO and the team leads

Flyers, posters, blackboard announcements

Communication via email

Communication via the "old" comms channels (Slack, intranet, Yammer, etc.)

Communication via pay stub

--> Every single employee has to know about the new channel Post-Launch: ●

Access who has signed up and which groups are missing --> launch incentives for the late adopters

Second round announcements and training

Slowly "killing the darlings"

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Employee App Success Guide

  1. Strategic Growth The long term aim for the project is to grow. But growth is only possible if the app has a relevant purpose. Relevance increases reach and wide reach will allow you gain broad insights that can be put to practical use.

3.1. New Use Cases In order to increase relevance, the scope of the project needs to widen. Most internal communication projects start out as a news platform, the main and most essential use case. In order to increase relevance, the following steps can be taken: First, the app can be extended by adding interaction and services for the employees. At this step, a phonebook and a messenger could become part of the app. The chat is normally enabled after a short test period and only once the communications team can assess how the employees use the app and ensure that the terms of use are generally accepted.

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Employee App Success Guide

Example of an employee app development over time. The order of steps could vary depending on the company and its goals.

Event Management can be a great engagement driver that supports interaction and offers services. Company picnics and other events bring employees together and create feelings of comradery. Employee morale can make or break an organization. Employees with poor attitudes reduce the efficiency and productivity of a business. On the other hand, employees with a higher and more positive morale have a better attitude towards their work, maintain higher levels of customer service, and are much more productive in the workplace. It is therefore essential to boost employee morale. Event Management is typically added to the communication platform at a later point because it requires a well-planned setup and an already high adoption rate in order to reach the number of employees it needs to work as it’s intended.

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Employee App Success Guide

3.2. New Locations Thirdly, the information architecture of the platform can constantly be improved. Spaces help to add new locations and reflect changes that the company undergoes. Whether it’s a big merger or something smaller, like a new location, it must be

reflected in the structure of the app. Ongoing maintenance is also important because the platform will quickly look outdated otherwise. Adding new locations can either work via a new Space or a new channel, depending on the information architecture. In addition to new locations, it might also be necessary to add new languages to the platform. The company language would normally be English, but it might make sense later to add Spaces in location-specific languages. In addition to the content itself, comments might also could need to be translated. Each plugin might also need to be available in multiple locations, meaning that automatic translation could be a huge time saver.

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Employee App Success Guide

3.3. Integrations Secondly, the platform should be extended with integrations. Links and embedded pages can be an effective way to increase relevance for employees and develop the platform to a point where they know they can easily find all of the tools and services they need. One of the use cases added during this period can be HR services. For example, leave requests and sick notes are HR services that are often added to the platform after a brief test period. These use cases work especially well when introduced in a training session and they can really increase engagement as they’re designed to make the employees daily lives easier. Following the basic app setup, further integrations such as SharePoint, SAP, or Confluence can increase the utility of the platform. An advanced system will also allow companies to create custom plugins over an API which will allow an even more personalized and relevant experience for employees. Such custom plugins could be for a company trivia game, clock-in and clock-out systems, internal job offers, or even personal KPIs. See what different forms of integrations there are and how they work in the Staffbasics episode, “Extending Your Employee App with Integrations”.

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Employee App Success Guide

3.4. Becoming a Front Door Intranet Finally, the platform should ultimately evolve into a communication hub or front door intranet. Adding new use cases, integrations, and locations will develop the platform into the one place where employees can find everything, and it will enable communicators to measure results and empower company goals. Why is this all-encompassing approach and the development towards a front door intranet so important? There’s an ongoing discussion whether or not to use a single platform for the digital workplace, or whether it’s better to go with a “best-of-breed” approach that combines an assortment of tools for individual use cases.

Until recently this was a fairly open question, but given all of the special Cloud tools now available (like Microsoft's Teams, SharePoint, and Yammer), best-of-breed has emerged as the clear choice for providing users with a greater experience than any single platform ever could. Best-of-breed also provides more options for BYOD approaches because companies can

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Employee App Success Guide

pick and choose from a wide array of tools. Such an approach will provide greater flexibility in the mid- and long term. A single platform, on the other hand, will typically disappoint with poor or limited usability for many use cases. Discouraged users will often resort to purchasing their own IT to suit their particular use cases. A dangerous repercussion of this scenario is the proliferation of shadow IT and the problems it can create related to security and compliance. The problem with this approach is that companies have several tools for their employees and they have multiple access points. Having several best-of-breed solutions accessible through one front door intranet and communication hub will enable users to enter the workplace seamlessly and jump directly to the service that he or she really wants to use. This provides a greater user experience and will drive adoption for all of the tools provided.

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Employee App Success Guide

3.5. Seasonal Plugins and Gamification Seasonal plugins are great for driving employee adoption. A Christmas Calendar, for example, can be a fabulous opportunity to involve all employees via gamification. Daily quiz questions can ask about company culture or provide fun facts—or they can help to inform employees about business initiatives. The plugin will display the top performers, allowing admins to offer incentives to the winners. Why not launch a quiz on the new benefit program to get employees involved?

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3.6. Ongoing Inspiration

User group meetings throughout Europe and the US bring internal communicators together and provide a space to exchange ideas and best practices from different industries. Annual events such as the Staffbase Voices festival give internal communications professionals around the world the opportunity to discuss changes in the industry as well as new inventions, product developments and case studies from outstanding platforms. Joining these events can not only be inspiring, but it will also allow professionals to stay on top of product developments and new industry trends. A collection of conferences for internal communication in 2019 can be found here.

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Employee App Success Guide

You can do it! By following this guide, companies will be able to launch a successful employee communications project and make a difference for the employees and the company. Remember that this project is a long-term venture! Be aware that constant improvements are not only possible but essential to the success of your app, and that inspiration will come from within your organization as well as from the outside world. Keep your eyes open and learn from the mistakes, it’s a rewarding journey! We have seen hundreds of companies across the globe do it and we know: You can do it, too!

Ready to get started? Contact us and book your personalized demo now!

Do you have questions concerning your specific project? Contact us at sdr@staffbase.com. We’ll be happy to help!

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