Courtney Dobson
As the year comes to a close and planning for 2026 gains momentum, it can feel overwhelming to not only think about what you want to deliver, but also about how you want to communicate it. That’s why we’ve pulled together practical tips to help you create a meaningful, consistent and high-impact communication plan for the year.
You have our 2026 Employee Engagement Schedule, but what do you need to do now to bring it to life and make it stick?
Here are our top tips:
1. Keep your comms team in the loop
We’ll always send your quarterly Engagement Booster a month before each new quarter, giving you time to get ahead. You have these dates already, so book time in with your communications team to walk through the themes, assets and opportunities for the quarter ahead. If you’re struggling to get on their radar, consider getting your CPO and CMO in the same room to share your metrics and objectives to get buy-in from the top down.
2. Make it personal
You know your people – what they value, what motivates them and how they prefer to receive information. Use our habit-based content to select the assets most likely to resonate with your employees. Share positive examples of how employees have used their benefits and encourage teams to submit real stories.
3. Keep it simple, and always on
Reward communication works best when it’s easy to understand. You don’t need long, complex messages or daily updates, instead just short, practical prompts every couple of weeks that help people get more from their benefits. Similarly, reward is not just a pay conversation once a year. It’s the constant drumbeat of activity which helps people understand and utilise the benefits.
We’ll support you by removing jargon and providing simple, action-focused messaging you can use instantly.
4. Make the most of your different channels
Every workforce is different. That’s why we provide a range of promotional assets for both online and offline settings. Digital channels are quick and effective, but make sure you think about offline employees and their touchpoints – think locker rooms, break rooms, noticeboards, reception screens, even the back of toilet doors.
Our use of QR codes makes it easy for employees to explore benefits on their own devices.
5. Empower your managers
Managers are one of the most trusted sources of information and often the first people employees turn to with questions. Equip them with simple overviews, key talking points, and FAQs so they feel confident explaining the benefits and encouraging their teams to explore what’s available.
6. Communicate the full reward package
Employees see benefits as one joined-up experience, not separate providers and partners, which you may have. Make sure your message reflects this and ensure you bring all elements of your reward offer together using consistent language, visuals and positioning.
Use our 2026 Employee Engagement Schedule as a foundation, then add in your additional benefits, events, or internal milestones to create one seamless reward plan.
7. Refine!
Use engagement data, platform analytics, survey feedback and informal conversations to understand what’s working and where you can improve. Test different timings and channels and don’t be afraid to adjust your approach throughout the year as small tweaks can make a big difference.
2026 can be your strongest year yet for reward communication where employees truly understand, value and use the benefits available to them.
With consistent messaging and clever use of channels you’ll help your people feel supported, informed and connected to your total reward offering.
If you’d like to learn more about any of the benefits mentioned, please reach out to your RGER contact who will be able to help.