The MOBIS Czech Communications team has trusted us and has been using our services for several months to improve internal communication at their plants in Mosnov and Nosovice. So we ask: what has our communication application brought to this growing South Korean automotive company and what are their plans for its future use?

Introduction of MOBIS

MOBIS, the largest supplier to Hyundai Motor Manufacturing Czech, operates from three sites. The Nosovice plant assembles four auto modules for Hyundai and Kia vehicles (front grille module, front axle module, rear axle module and dashboard module). The Mošnov plant also produces headlights and taillights for Hyundai Motor, Kia Motor, Škoda, Opel and Fiat. The company’s third plant is located on the premises of HMMC Nosovice and assembles batteries for the Hyundai Tuscon and Kia Sportage plug-in hybrids. In total, the company employs 2,500 people.

For the obvious reason of the fragmentation and distribution of its operations, in 2021 MOBIS decided to streamline its internal communication by implementing the myMOBIS mobile application available to all employees of the company.

Pluses of our communication app

Zuzana Kulhánková from the Communication/PR department sees the benefits of digitalisation in internal communication mainly in the fact that it is possible to share any information instantly across all operations or even separately. The sharing of messages and contributions is fast and targeted, which is particularly appreciated in the event of unexpected operational changes.

Our app is also an invaluable tool for conducting flash surveys among employees. We are currently running the app bilingually (Czech, English), but we plan to expand the app to include Polish and Ukrainian versions in the future, in line with the nationality mix of our employees, to further increase the number of active users.

Other directions

This year, the team of the Communication Department is expanding the myMOBIS application with additional modules and functionalities that give employees the opportunity to view their pay slip, view vacancies within internal recruitment or read the company newspaper. To increase the security of sensitive personal data shared in the app, two-factor authentication has also recently been introduced.

In the future, the app could be used for areas such as: more efficient lunch ordering; birthday greetings; workwear renewal notifications; employee personal account; competition questions in various areas of H&S, quality, etc.; improvement suggestions; Legal News/HR News columns.

Baumuller has launched a Plusco app for its employees called BAPPKA. In addition to the typical internal communication modules such as News, Calendar, Gallery and Useful Information, they wanted to have a lunch ordering option for employees in the app.

From a technical point of view, it was necessary to make an integration to the caterer’s system so that the transfer of information to the application would work and the menu including prices, allergens, etc. would be displayed to the users in BAPPKA. At the same time, the transfer of information from the BAPPKA application to the ordering system must also work. Thus, when a user orders lunches in the app, the data is transferred to the caterer. 

In these integrations, it is always very important to design well for mobile devices, as most users use the app on a mobile phone. How do you make it all display clearly and work as intuitively as possible for the user? That’s what our UX/UI designer Simona works on in every such integration. She makes all Plusco modules clear and easy to use for the user.  

Last month, Xella launched the Plusco app for internal communications. Ms. Mária Sedlačková was in charge of the implementation and we asked her a few questions.  

Mária, how did you communicate with employees before? What channels did you use?

We used to communicate with people in THP positions mainly by email. For people in production, the main tool for us was bulletin boards. Also, for several years we have published a monthly newsletter where we try to give important information and news about what is happening in the company. For example, we have published articles about our reference buildings or company events. It’s something we can be really proud of as we have been publishing the magazine successfully for 6 years. 

Why did you decide to start using Plusco?

We came across the fact that not everyone picks up and reads a printed newsletter. And the biggest problem was that by the time the magazine came out, some of the information was already passé. We couldn’t really put in the latest stuff, just what was in time for the deadline. By the time it came out, it was already out of date. 

That’s why we decided to digitize the communication so that we could share really up-to-date information with employees, in real time, you could say. We want to bring communication into the present.

What else do you expect from the digitalisation of communication?  

We look forward to all employees having access to information, regardless of their position. It is also important to us that everyone gets the same message.

How have you been able to make the investment in digital communication work?

We argued for cost savings. We use Microsoft 365 in the company, but not everyone can have an account because it would be costly. With Plusco, all employees will have access to information and at a significantly lower cost. 

How do you think employees will take to the app?

Thanks to the pilot testing, several employees have already tried the app, shown it to their colleagues and the reaction is mostly, „I want to have that too!“

What are you personally most looking forward to?

I’m looking forward to getting closer to people. We’re going to really reach everyone, regardless of race, country, position. Plus, it’s been challenging to manage communication with employees when they’re not at one plant or in one country.

Thank you very much for the interview.

Imagine knowing something you probably shouldn’t know.

Let’s say you saw or heard something at work that shocked you. Something unethical. Incorrect.

Are you going to come out with it? Would you be afraid of losing your job?

That’s where whistleblowing comes in.

Exposing malpractice

The concept of whistleblowing is resonating in society, thanks largely to a new law. It imposes obligations on all companies with more than 25 employees. But what do we mean by this term?

Whistleblowing is the reporting of unethical, illegal or corrupt practices within an organisation. This is the responsibility of the whistleblower – the person who notices the problem and reports it. This person is usually an employee or customer of the company.

What do we need to think about?

As already mentioned: organisations with more than 25 employees (or any public procurer) have specific obligations under the law. What are these? The basic requirements include setting up a process for receiving notifications, reviewing them and keeping records. As part of this process, a staff member must be appointed to be responsible for reviewing all notifications. It is then particularly important to establish an internal channel for notifications from your employees, and each complaint must be carefully investigated. The steps taken to correct the problem must also be documented.

The whistleblower must be assured not only of anonymity but also that no retaliatory measures, such as termination of employment or any other form of „punishment“, will be taken against him or her.

When a violation occurs

It does not pay to circumvent the law: if the company fails to investigate the whistleblower’s report sufficiently or to protect the whistleblower’s person, the company may be fined up to CZK 1,000,000 or 5% of its net turnover for the last completed financial year.

Which internal channel to choose?

There are several options for whistleblowing. It can be email, telephone or a web-based platform. The latter is a popular option due to its 24/7 accessibility from anywhere and its ability to maintain 100% anonymity of the whistleblower.

Why is it worthwhile?

Having whistleblowing under control is good not only because of the threat of fines for non-compliance, but also for the growth and efficient running of your business. This is because often such whistleblowing can lead to a better working environment and the development of a company culture. Whistleblowing measures will make employees happier and you will reduce unwanted turnover.

Whistleblowing and Plusco

We also recognise the importance of whistleblowing – that’s why we are currently developing a whistleblowing solution that meets the requirements of the law in our internal communications portal Plusco.

Even large manufacturing companies like Hyundai face internal communication challenges. The most common issues are misinformation, fragmented communication or late delivery of information. Other common problems include, for example, the lack of feedback. How can such challenges be effectively addressed?

Hyundai and the starting point

The company started mass production in 2008 and has now reached another milestone of 4,000,000 cars produced. The company takes excellent care of its current 3,252 employees, but avoiding the struggle of unifying internal communication and the number of communication channels is almost impossible with such a large number of employees. The solution was a corporate app called Hyundai Plus, which took the place of the company’s main communication channel.

What were the expectations?

The company set as its main improvement goal the elimination of misinformation and the ability to inform its employees in the shortest possible time. Other expectations included increasing employee engagement in company events, making the app available 24/7, adapting to mobile and desktop viewing, or having the app support the company brand. Of course, ease of use (i.e. that every employee could use the app actively and on their own) and integration to current data sources were also a priority.

Implementation process

To be able to create an app that employees would love, we needed to find out what they actually wanted. Discussions were then held in the form of internal workshops, and through a survey, a name began to be coined. Another important point to address was to project and promote the company brand in the app. Subsequently, the planned integration to internal systems took place. The testing group was also involved in the implementation process. Today, the app is going through 4 phases of development, working with the needs of the people involved.

Positive impacts

Employee involvement in communication

Thanks to the new corporate application, 96% of all employees have been engaged overall. Traffic to the app is around 3,000 users per week, which means approximately 93% of all people in the company. As for the daily average, it depends on whether it is a working day or a weekend. On weekdays, Hyundai Plus is visited by an average of 1,400 users, and then around 650 on the weekend. Peak traffic is recorded between 8am and 2pm. And the fact that 82% of all visits are made via mobile devices proves that it pays to have a communication portal in the form of a mobile app.

Improvements

Employees should be able to influence the way things are done in the company in order to be satisfied. The improvements that employees can make in the app serve this purpose. Prior to the launch of the Nchanger program on Hyundai Plus, a total of 54 improvements were submitted quarterly in 2019. Two years later, in 2021, the flow of improvement submissions has risen dramatically to 841 ideas from 271 authors, with 403 being deemed good.

Achievements and next steps

Thanks to the new communication portal, the company was able to consolidate information or simplify and better target communication. There has also been a reduction in administration and an increase in employee loyalty. The goals that the company had set for itself were therefore successfully met. The fact that Hyundai came second in the Golden Semicolon 2020/21 in the Mobile Apps and Innovation category with the Plusco app is proof of this. But it’s not good to rest on our laurels, so we are constantly working with Hyundai on new features that could continue to push their communication portal forward.

What about your internal communications?

Is your company struggling with communication issues and you don’t know how to get out of them? We are happy to help you with our HR consulting services. And if Plusco has appealed to you and you’re keen to have your own corporate communications app, we also offer a consultation to implement Plusco to suit your individual needs.

You’ve probably heard of marketing terms like B2B or B2C. However, the term B2E doesn’t appear much in those marketing waters. Yet, these are activities that can help your company significantly just like B2B or B2C. What is B2E, how to do it and why is it worthwhile?

What is B2E?

While B2B or B2C targets your clients, B2E stays in your business – because it’s directed at your employees. B2E (business-to-employee) involves activities that aim to make your employees happy, motivated and engaged in what’s going on in your company. Here you will find initiatives such as recruitment and retention, professional development, benefits, working time or employee health. Internal communication and employee engagement play a vital role in B2E.

Why does B2E matter?

Not only does B2E make employees happy in the company and not be tempted to leave for a competitor, but it also makes them better able to engage with customers, which ultimately benefits the company. This is because if an employee is familiar with the core values and vision with which they are aligned, they can transfer their enthusiasm to clients.

What methods to use to keep employees happy?

To make the most of B2E and prevent an increase in turnover in your company, consider the following:

• Benefits
• Education
• Fair pay
• Flexible working hours
• Comfortable environment

To make sure employees know about all these benefits, it’s important to have an easy-to-access, user-friendly tool in internal communications where they can easily find information. That’s why digital platforms are the most common modern tool in B2E. These provide employees with quick and easy access to all the information and tools they need at work and support their engagement in the running of the business.

Communication portal in B2E services

Benefits, important forms, company news or contacts to colleagues. All of this information is crucial for employees and it should be a priority for you to make it easy and quick for them to find it when they need it. That’s why a communication portal is an invaluable companion that gives everyone what they need right now. In what areas can the portal improve B2E?

Onboarding as a key phase

The very onboarding of a new employee can significantly impact how they feel about the work environment, and should therefore be a central part of your B2E strategy. After all, it’s the first months where a lot of company-related information needs to be conveyed. Thanks to the communication portal, he can find all the necessary documents or attachments anytime, anywhere, so he doesn’t have to have a desk full of information papers waiting for him on the first day. In addition, the communication portal offers new faces a directory of all existing employees, so they don’t have to worry about the embarrassment of getting someone’s name wrong.

Transmission of information and news

Due to its flexible nature, the communication portal can be used to pass on new information to employees in a variety of ways. The classic way is short texts accompanied by photos, but you can go further – you can make videos, record podcasts or even create a company magazine. In one place, employees can find company benefits, information about taking holidays or company goals in various forms. These practices will make employees feel engaged in the company and informed at all times and in all circumstances.

As part of being well-informed, don’t forget to share your company strategy and goals with your employees. In your communication, also focus on CSR, Corporate Social Responsibility, which includes economic, social and environmental areas. Share with them your CSR activities and give them a closer insight into your plans and intentions. Communicate with employees both the successes and the failures of your company. In short, set up an open approach that brings your company closer to people and contributes to better engagement.

Feedback

It’s always good to know how you’re doing and what employees think about how the company is performing. So, in B2E, it’s important to take feedback, be willing to reflect on it and then take responsive action to improve employee satisfaction.

Work can be combined with fun

A B2E strategy doesn’t have to be just about work-related issues. For example, you could run a competition to win exciting prizes or benefits, or share videos and photos from a company event such as a Christmas party or birthday celebration to increase employee motivation and engagement.

Evaluating the results

As with B2B or B2C marketing, you can evaluate your efforts. You can track the number of downloads of the communication portal app, the number of responses to articles, or how much engagement there was in contests. You can easily find out what topics are close to which employee group or if the communication portal needs to be promoted more among employees.

Plusco Communication Portal

The Plusco communication portal can also be used for your B2E strategy and will serve you in all the above mentioned areas. It is available both in a web browser and as an iOS and Android app, so employees can keep it close at hand.

With a large number of modules, it covers the diverse needs of employees and forms a key element in a B2E strategy.

You can choose from three options based on your needs and company size.

Get started with your B2E strategy as soon as possible and ensure the satisfaction of the most important people in your company – your employees.

BASIC INFORMATION

POTENTIAL ANNUAL SAVINGS

Reduction in turnover	0 Kč
Reduction in absenteeism	0 Kč
Time savings in CZK	0 Kč
Increase in productivity	0 Kč
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BACK TO NEWS LISTING

A new colleague joins you at work. He is full of motivation and energy and is looking forward to a rewarding new job opportunity. But for his enthusiasm to last, he needs to get what he expects from his new job. This is why onboarding is very important and should not be taken lightly.

Does it really burn?

Not many people know that poorly executed onboarding is one of the most common reasons for employees leaving companies. They can lose motivation and desire to work if they don’t experience what they expected from their new job for the first few days. In fact, the first few months are crucial – up to 31% of people leave a job within the first six months. What can you do to keep new faces at work and not have to say goodbye after a few months?

The community portal as an effective tool for managing onboarding

A modern onboarding solution can be a community portal. Thanks to the large number of features it offers, it will ensure a smooth integration of the new employee into the team and help them to find their way quickly and easily in the first few months. Let’s take a look at how our Plusco community portal can be used in onboarding.

Communication, communication, communication!

The effectiveness of onboarding often falls down on communication. Every employee, whether they’ve been on the job for a month or a year, wants to keep up to date with what’s going on in the company. For this purpose, the News and Updates module has been created on Plusco – there the employee can find up-to-date information that should not be missed. He can also find older articles to get an idea of what has been happening in the company in recent weeks and months, and what kind of environment he is entering.

In addition, the employee should have an overview of important dates, such as training or company events. The Calendar module provides this. The latest versions of important company documents should also be available, which also have their own module in Plusco.

Colleague or supervisor? Who is who…

An important step is also to acquire knowledge of people and their functions in the company. It is ideal to have an accessible list of all employees, their positions and their contacts. As offered by the Contacts module. Here, the newcomer can get an idea of who is who and, if necessary, call the person directly. The Organizational Structure module can also be used for this purpose, where all working relationships in the workplace are depicted.

Don’t forget the two-way feedback!

Am I doing it right? Isn’t something more expected of me? These are questions that newcomers worry about and companies sometimes forget. Put the new team member at ease and ask for their thoughts, concerns and feelings. This is also where the community portal can help you, with the Questionnaires module.

Like other modules, questionnaires can be targeted to a select group of employees – in this case, new members only. You can schedule several questionnaires at a time. Ask questions such as: Are you missing anything? How do you work with your colleagues? Do you enjoy your new job and does it meet your expectations? Are you motivated to stay with the company after the probationary period?

If you know how the employee feels, let them know how you feel. Do you share his or her views? Are you happy with his/her performance? Think about the already mentioned communication and treat your employee empathetically and honestly.