Separating fact from fiction

In a time of anxiety and misinformation, do your employees know where to get the facts?

Have you ever forwarded one of those chain emails about politics, without checking to see if the facts were true?

Unfortunately, most of us have. It’s human nature. If we like a politician and we hear or read something that makes that person look good, we pass it on—proud that we’re on the “right” side.

If we don’t like a politician and we read something negative, it’s easy enough to forward an email to everyone in our address book to help build our case, proving how “wrong” this person is.

I recently received an email claiming that President Obama was spending $20 million to help Palestinians with possible terrorist ties move to the United States. It was forwarded to me by a teacher, with many other educators, business men and women, and moms and dads copied on the note.

At the bottom of the forwarded, forwarded, forwarded email chain there was a note that said, “There is no evidence this is a hoax.”

In the nearly 50 people copied, not one person checked the facts before forwarding it on. It took me five minutes of research to find out Obama approved $20 million in emergency funding for food and shelter for families who are victims of war in the Gaza strip. Nobody is being relocated to the U.S. as part of this program. The money is being paid to the U.N. and the Red Cross.

This isn’t a campaign for or against Obama. Rather, it’s a reflection on how easy it is to spread misinformation with today’s technology. With the ball of confusion growing larger, it has me thinking about the implications for employers.

Where do your employees go for information about your company’s goals and objectives? Your financial status? Your pay and benefit programs?

Now more than ever, it’s critical that employers provide good information and resources to help employees separate fact from fiction.

Make internal communication a top priority so that your employees get the facts about their benefits, their career and their company before the rumor mill gets started. 
Here are some tips for communication that will keep your employees on the right path.

1. Tell employees what you know and what you don’t. Communicate what’s changing and what’s not.
   These are uncertain times, for employer and employees. If your organization is going through changes, it’s important to tell employees what you know, when you know it. Good, consistent communication stops the rumor mill. Informed employees focus on real solutions to real issues—instead of worrying about things that don’t matter or may never happen. With benefits enrollment around the corner, it’s time to prepare employees for any changes they may face so that they have time to consider their options and make good choices. And, if you’re not making changes, you have a unique opportunity this year to promote the lack of change. Take credit for the strategies, programs and policies that have allowed you to keep your footing even on shaky ground.
2. Create a foundation for success with a reliable, up-to-date intranet site. 
   If your intranet is out of date or difficult to navigate, employees will go somewhere else to find answers. They may ask coworkers, friends and family for advice, or they may do their own internet research. Sometimes they’ll get the facts, other times they’ll get lost and confused. If you create a solid intranet site and update it with current information, it will be the foundation for employee understanding and appreciation of everything you offer.
3. Use a variety of media to connect (and re-connect!) with employees. Your people are busy. You can’t be sure that they are closely following any one source of information. By using a variety of formats (print, website, social media, and face-to-face meetings), you significantly increase your odds of reaching your target audience. It’s also important to use the right format for the situation. If you have bad news to share, do it in person when possible and give your employees a chance to ask questions.
4. Educate employees about reliable and trustworthy external resources to help them with their personal health and financial security. 
   Employees need to know where to go for information about a wide range of important issues…pay and benefits, career growth, financial planning, and health and wellness. You don’t need to provide all of this content, but you do need to point employees in the right direction. In addition to your intranet site, external web sites like WebMD and CNN Money offer valuable information. These unbiased, third party sites can also reinforce positive messages, motivating employees to seek preventive care, participate in their 401(k), and more.

Hopefully these four tips will help make sure your employees know where to get good information—and how to separate fact from fiction.