APPrise Mobile in the News

Recruiter: How to Make Sure Your Outsourced Workers Don’t Feel Like Outcasts

As skills gaps abound and the gig economy thrives, most large companies are outsourcing at least some of their operations. While outsourced workers may not have access to the same benefits as full-time, in-house employees — or even a desk to call home — they still contribute much to the success of the business and brand. While companies may not be able to give freelancers, contractors, or temps the same support and compensation they give employees, that doesn’t meant they should treat outsourced workers like second-class citizens, either. It’s easy to assume that outsourced workers don’t want to be part of the team and consequently limit their involvement in the company culture. Whether these workers hold themselves at arm’s length or not doesn’t change that they do act as representatives of your organization. “Regardless of whether an outsourced worker — or any worker for that matter — wants to be included in a company’s culture, a company should strive to include and engage all of its workers,” says Jeff Corbin, founder and CEO of mobile communications solution, APPrise Mobile. “It’s critical that those [workers] who are [in the] front line and customer-facing truly understand the company’s culture. This shouldn’t be optional, but rather a job requirement — and one in which a [worker’s] performance is evaluated.” Customer-facing workers — whether outsourced or not — are responsible for the customer experience. As a result, Corbin says, companies need to invest in these workers and “engage with them in such a way that they understand the importance of their role as ambassadors of the organization.” Inclusion vs. Misclassification A recent crackdown on worker misclassification cost Wisconsin businesses... read more

Holmes Report: Industry News In Brief (May 14, 2018)

NEW YORK — APPrise Mobile has added an enhanced analytics platform to theEMPLOYEEapp, an internal communications and employee engagement mobile platform. The new analytics offering allows companies to retrieve data and create reports via a dashboard. The feature is designed to help employers better evaluate the success of the content they distribute while measuring how well employees are engaging with it. This article was originally published on May 14th,... read more

Employee Benefit News: Springfield Clinic Connects Medical Staff via APPrise Mobile App

Springfield Clinic had a challenge on its hands. The large multispecialty medical clinic, with 50 satellite offices in southern Illinois, lacked an effective way to communicate with its 2,300 medical and administrative employees. The weekly newsletter emails generated by the Springfield, Ill.-headquartered firm’s HR department were being ignored by the staff, and worse, they were not helping to build a cohesive team. “We struggled for quite some time to find a way to really get our physicians and staff to engage in news about what was going on,” says Patty Kuhn, marketing director for Springfield Clinic. “We had nine or 10 different department newsletters from our quality management department to human resources to a corporate internal e-newsletter.” Last summer, when the company’s new CEO noticed at a staff meeting that employees were all looking at their phones, he had a thought: Why not send out the HR and staff alerts over smartphones? Springfield Clinic looked at five or six similar products before selecting APPrise Mobile, an HR communication app for smartphones that is designed for staff spread out over wide locations. A pilot program was launched in July 2017. The program went live in September and the clinic’s e-mail newsletters have since been deactivated. “We had a retirement party for the corporate newsletter last December,” jokes Kuhn. As a software as a service, APPrise Mobile provides a native app to allow employers to organize and push content to their workforces and target content to specific groups of employees, according to Jeff Corbin, CEO and founder of APPrise Mobile. With clients that include Toyota North America, Chipotle and hospital networks,... read more

TLNT: How HR Can Built a Better Relationship With IT

In its 2018 digital workplace predictions report, Gartner notes that while IT can lead the charge during the digital workplace evolution, it will be more successful working closely with adjacent business units, particularly HR. Even though in an ideal world HR and IT are closely allied within businesses, as long ago as the last decade IT leaders said their relationship with HR was not good. In my experience consulting on the implementation of employee communications and engagement technologies with both HR and IT professionals, I’ve noticed certain occasions where unnecessary misunderstanding and tension exists. I’ve seen situations where HR teams say, “Here’s what we need and when we need it” instead of “Here’s what we need and why we need it.” While IT knows the purpose of HR, in many instances they don’t understand the business challenges and pain points that these professionals confront on a daily basis. However, the wave of digital transformation across corporate America and its corresponding impact on workers means that IT and HR absolutely must collaborate in order for businesses to succeed. Here are a few simple ways HR professionals can gain a better understanding of IT’s role, mindset and perceptions so collaboration can be improved and business success can be achieved for all. Take a walk in their shoes Building a better relationship with IT starts with knowing how the IT department functions. One way this can be achieved is through job shadowing. Work with IT to build this program so HR employees can learn basic fundamentals and get an idea of what IT does day to day. This knowledge of IT challenges, workflow and processes will... read more

Verdict: Working with Generation Z: A Practical Guide for Managers

While the media is still busy listing all the things that millennials have ruined, a new generation is entering the workforce. Generation Z (sometimes also known as iGen) is here and ready to work. And chances are, you’ve probably already got one or two in your business. While certain quarters (usually filled with Baby Boomers) still infantilise millennials, it’s worth remembering that the oldest of that cohort are now in their mid-30s. Even the youngest millennials are around 23 or 24 by now. That means the most recent crop of university graduates who entered the workplace are Gen Z. And according to some experts, they’ll expect very different treatment from millennial forebears. Of course, drawing arbitrary lines between generations is always somewhat ridiculous, so plenty of this advice will also apply to younger millennials and in another ten years will no longer apply to that year’s Gen Z workers. Still, here’s a few ideas on how to work with the Gen Z employees entering the work place and what makes them different to those who’ve come before. When does Generation Z start: Experts tend to disagree about when exactly Generation Z starts. Some argue that Generation Z starts from 2000 or 2001, but the general consensus is that children born between 1995 and 2014 are Gen Z. Those born between 1982 and 1994 are generally thought to be millennials, but these lines are decidedly arbitrary. The good news about Generation Z: The best news for managers working with Generation Z is that they’re extraordinarily hard-working. Jean Twenge, the author of the snappily-titled iGen: Why Today’s Super-Connected Kids are Growing Up Less... read more