Gallagher: The whole world seems to be focusing on mental health at the moment – and rightly so; how does an organization like yours drive the message of self-care home to such a dedicated workforce?
ES: “We were already on a collective path to reduce mental-health stigma at Moderna, but throughout COVID-19 there has been a realization that that we need to really prioritize the programs, communication and space for people to care for themselves. This means something very different to each of our employees each day, so it’s important that our messages hit home, and recognize the unique challenges that face us in both everyday life, and those monumental life-changing events.
“There is no doubt that there is now a shared understanding around the importance of well-being, which is so much more than the four pillars of physical, mental, social and financial. People understand this because of the level of stress we’ve seen, and how that can impact your relationships, your productivity and your ability to perform at work.
“Well-being is at the center, it impacts how we experience life, and being well impacts our ability to excel, set boundaries and priorities, have productive relationships at work, and feel empowered to change science.
Gallagher: That sounds really empowering – it must feel great to work in an environment that values trust to that level. How else do you reach your people with the messages that matter?
ES: “Recognizing who we are as a company, and what matters to our employees is key – sustainability, innovation and creativity. Messaging and creative content that our employees can relate to.
“Making it easy for employees is crucial, our campaigns included QR Codes which would provide employees with the ability to learn more on the fly. Creating excitement around the programs through visual cues in elevators and in common spaces got people talking, and relating, to the benefits.
“Last year, our organization released our Moderna Mindsets, which is a view into what it’s like to work, and succeed at Moderna. Linking our programs back to how you can use them to build on the Mindsets has begun to create the continuum of how our benefits and well-being programs relate to our values and culture.”
Gallagher: It sounds like you’ve got this nailed, Erin – but was does really good look like when it comes to delivering the gold-standard benefits experience you want for your people?
ES: “My North Star is creating an experience that’s similar to what you get with Amazon, where people are provided with options and information on a single platform, like our mRNA technology. And if we are able to integrate Alexa or Google into our knowledge-sharing process, it would help us provide not just the best benefits experience but up our game in understanding the needs of our employees.
“We need to get to a place where we’re really serving up a comprehensive experience that’s based on what our people need. Bringing in all of the different piece-parts can truly provide a hyper-personalized experience, which we believe can be accomplished through artificial intelligence.
“The information is out there, we just have to get to a place where what we have is smart enough to deliver this back to our people.”
This article was first published in the Journal of Internal Communication brought to you by Gallagher. As a world-leading internal communications agency, we are excited to share our round-up of internal communication trends and provide practical examples of how organizations communicate with their people.