Communication Memo

To Dana Donnley, Director of Employee Communication. From Rey, Employee Communication Manager. Date March, eighth 2013. Ref Confidential Employee Communication Strategy Proposal for the Whirlpool passel Employee health Program. . Background. Whirlpool Corporation (hereinafter the come with) is facing financial problems, and so has decided to lower the insurance benefits expenses of its employees. As say in the Bain & corporations memorandum dated February 28th 2013, there is a shoot for correlation between the amount of money spent by the fellowship on insurance benefits and their wellness. Not all that, precisely also having fitter employees boosts their productiveness.As a egress, the Company has included within its Human Resources strategy to reach out and mold its employees (and their spouses) to submit in the headquarters a free mini-physical test, denominated the Employee Wellness Program, whereby the height, weight, blood pres authorized, and vital si gns of the employees ar measured (the EWP). This means only a routine exam that tests various bodily functions and reflexes, giving as an upshot a diagnostic of the employees general condition.As a result of such test several diseases can be detected in their azoic stages, giving the employee the advantage of an early treatment, and the company its savings on insurance benefits payments. Whirlpool Corporation is heavily Unionized as a consequence of a responsible leadership of its authorities. 2. Query. You view consulted me in couch to run for and structure strategy that the Company should carry out in order to communicate the employees the aforementioned EWP. 3. reparteeWe propose a multistep strategy that takes full advantage of the prestige of the Companys Union, and involves it directly to inform and persuade employees to perform the medical test. Also, main concerns should be specifically communicate, such as the confidential matter of the information, its propose, an d the fact that taking the medical test is voluntary. 4. Foundations of the Response From a Human Resources standpoint the EWP should be managed c arefully to eliminate that the employees (and the Union) get confused regarding the real intention of it. In general terms, the communication should be simple, forceful and straightforward.However, some offsprings should be specially make outed, in order to avoid confusions. These are 1. The Test is Voluntary. It should be pointed out that the medical test is voluntary, since employees could differently interpret it as a coercive measure by the Company. 2. orbit and Benefits of the Test. The communication should also explain the scope of the test, so the employees are sure what to expect when they take it. Also its benefits should be mentioned. 3. Confidentiality of the Information. In spite of world arguments against it1, I am convinced that this point should be specifically addressed in the communication.There should non be doubt about it within the workforce. Also, a mention to the Professional Secrecy legal obligation should be do to reinforce the Companys lading to respect it. Hence, the only someone to get the result of the test is the employee itself (therefore the Company does not get the information). 4. function and Propose of the Information. It should also be pointed out that the only purpose of making such medical test is to get a diagnostic of the employees general condition for his own benefit and use. . Meeting with the Union. I mean that the Unions prestige within the vast majority of the employees should be taken advantage of. Therefore, Union leaders should be called for a see and deeply informed about the EWP. In such meeting, special violence should be given in order to highlight the medical benefits for the employees that the EWP could have. Also, the Company should argue therein, that the only purpose of the meeting is to inform the Union and address its doubts and concerns. 6. R ole of the Union.Having performed an informative meeting with the Union, I assume that it will have a very active role informing employees without any invite from the Company whatsoever. In fact, for galore(postnominal) employees, the Union has more credibility than management. Hence, by involving the Union with the communication, it will be the primary source of calm for many of the employees. In addition, it could advise employees of any legal consequence of a revilement of such information by the Company, which would have strong costs for it (could be considered an abusive dismissal). 7. The Test is Free.This should be explicit within the communication. 8. Spouses of Employees. As stated above, the EWP also includes the spouses of employees. However, in the communication to be delivered, no reference should be made in such regard, since it could be interpreted as intrusive. Therefore, only for those who accept taking the test a verbal extension of the invitation should be perf ormed to their spouses. 9. Formality of the Communication. I advise you to communicate the EWP to the employees via e-mail, since by communicating it by a more formal mean would only give this issue more significance that it has. 10. Further Details.It also should be address specifically that if anyone has any doubt or wants further information about the medical test, should contact either someone at the Human Resources department or at the Union. 11. Other Factors Taken into Consideration. Intimate employee information and its use are of critical importance to maintain an excellent employee-employer relationship. Not only that, but also their productivity is at risk if the message is misunderstood or the information is misused. In that regard, the confidence that the Company has built over the eld with its employees can be destroyed in days, if the situation is not managed properly.I sojourn at your disposal for any further information that you may have got necessary. Yours trul y, Rey. Employee Communication Manager. 1 It could be argued that by specifically addressing that the information will bide confidential could provoke a concern on employees, that otherwise would not be concerned. Nevertheless, we doubt that this would be the situation in the majority of the cases. We are convinced that most of the employees would be concerned about the topic, if a commitment of the Company declaring that information confidential were not made.