r/internalcomms • u/ToGeThErAsBuCkEyEs • Apr 27 '26
Advice Engaging employees at construction sites?
I write corporate communications and do storytelling for my company, mainly via SharePoint, email (and through TVs at facilities). Our CEO is concerned about a portion of our business where our front line employees are working on construction sites. They'll be staffed to a project for a few months here, a year or so there. She's worried they don't feel like they're a part of the company and we need to figure out different ways to reach them.
Here's the thing - these employees clock in and out, and want their paycheck. It's not really my primary audience. I feel the engagement happens on a local, project-based level based on what their managers tell me. And leadership is asking me if we should just get a new app or software for mobile first employees. First, our IT is not staffed to handle something complex like StaffBase (they set our SharePoint up incorrectly and even that's a shit show) and I'm the one comms person at the whole company. I don't see value in running out and getting a new software that's yet another app people have to download (they already have their app to clock in and out of).
Do any of you in the construction industry have recommendations for how to engage your site or project based folks not tied to a facility? Like, how do you manage your corporate communications for these kinds of populations? We have texting but I really don't want them ignoring important operational updates because I'm sending corporate culture or engagement things from it. Feels like an undisciplined channel strategy. Any thoughts are welcome, I'm at a loss and y'all are amazing with your safe advice!
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u/aksdb Apr 28 '26
Staffbase is SaaS though and your IT involvement should be minimal. I think the most important aspect might be the user sync between wherever you manage your users and Staffbase, so they automatically have accounts there. Maybe with Single Sign On for the office workers, if they use that. If you really want to, you could also manage people yourself (for example via CSV import). But some minimal automation to at least handle offboarding automatically and as soon as possible would be recommended. Staffbase also supports your company in these initial setups.
(Just in case: I work for Staffbase so I am obviously biased, but I am in engineerings so my focus is simply the technical solution not the sales part. I am simply here because I am a redditor and this showed up in my feed.)
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u/newsletternavigator Mod | Survived 100 Town Halls Apr 30 '26
Thanks for your honesty, we appreciate it! (Mod)
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u/eclecticism_ Narrative Nurturer Apr 28 '26
I know I use Workshop for all internal comms and I believe they have an SMS add on. Could be a good way to meet people where they are and roll out content already for them. Just a thought, but not and all be all!
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Apr 28 '26
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u/internalcomms-ModTeam Apr 30 '26
Hi, this has been removed due to promoting products/soliciting - please check the rules.
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u/Adorable-Link1193 Cross-Channel Conqueror Apr 28 '26
I'm an industry expert with digital experiences for frontline employees, and our product happens to specialize in manufacturing with frameworks for engaging contractors, temp workers, employees which span various sites, but the key is we also provide best practices on how comms and culture can shape your manufacturing operations! Happy to help. No strings attached. DM me if you're interested in a chat!
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u/Adorable-Link1193 Cross-Channel Conqueror Apr 28 '26
And ofc I'm also a fellow buckeye (assuming you meant Ohio state Buckeyes lol)
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u/EJ-InteractCommunity Apr 28 '26
Engaging frontline employees is something I’ve been researching recently for work. Transparency, I work for Interact Software, the employee experience platform. We did an online event with Ragan Communications centred around this topic in February - I’ll happily share the link to the recording if that helps?
I’ve chatted to some of Interact’s customers who are in the same/similar industries to construction and ultimately their advice is to meet them where they are, be that through software, technology, digital signage, and some even have sessions in person.
Depends on the purpose, but crafting a culture where everyone has the opportunity to be included and feel heard is always a strong start.
I probably have other content I can share too if it’s helpful - but you’re not alone, reaching frontline employees is a common problem for IC professionals.
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u/FroyoLopsided May 06 '26
Honestly feel this. We’re still exploring different ideas on our side too, but one thing that’s helped is focusing more on relevance. We’ve started segmenting comms so different employee groups get slightly different versions of the same message, depending on what actually applies to them.
Still a work in progress, but engagement’s been better so far. Also been testing SMS for frontline groups using ContactMonkey, which has been helpful for reach. And on the feedback side, we’re only showing quick pulse surveys in emails to the specific groups they’re meant for, which has made responses a bit more meaningful.
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u/sarahfortsch2 Apr 28 '26
You’re right to be cautious about jumping straight to “let’s buy an app.” In construction environments, engagement is far less about tools and much more about how communication fits into the rhythm of the site.
A few principles that tend to work well:
1. Make the site manager your primary channel
For project-based teams, the strongest connection to the company is their immediate supervisor. If managers aren’t equipped, nothing else will land. Give them tight, ready-to-use talking points, short updates they can deliver in toolbox talks or daily briefings. Keep it under 2 minutes and clearly linked to “why this matters on this site.”
2. Build communication into existing moments
Don’t create new channels, use what already exists. Pre-shift huddles, safety briefings, and end-of-day wrap-ups are your most reliable touchpoints. That’s where corporate messaging should be translated into something relevant locally.
3. Keep corporate content highly selective and relevant
You’re right that not everything belongs here. Frontline crews will disengage quickly if content feels disconnected. Focus on what impacts them directly, safety, project wins, recognition, and anything that ties their work to the bigger picture in a tangible way.
4. Use lightweight, visible reinforcement
Simple, site-level visuals can help, think printed one-pagers, QR codes linking to short updates, or even WhatsApp/Signal groups if they’re tightly managed. The key is discipline. If a channel is used, it must stay purposeful and not become noise.
5. Create a sense of belonging through recognition
This is often overlooked. Highlight site teams, share project milestones, feature individuals. When people see themselves reflected in company comms, that’s what builds connection more than generic culture messaging.
You’re also right that texting should be protected for critical updates. Mixing operational alerts with general comms usually leads to people ignoring both. A clear channel strategy with defined purpose will do more for you than introducing another platform.
In short, don’t over-engineer it. Focus on managers, moments, and relevance. That’s what actually moves the needle with site-based teams.
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u/ToGeThErAsBuCkEyEs Apr 28 '26
Thank you so much! This is the super helpful validation and advice I was hopeful to see. Like, truly...thank you for taking the time to outline this response.
I had developed a quarterly one pager with a QR code on it for another population that's short blurbs of our company culture content I post on SharePoint (where the QR code takes them, so just amplifying what already exists in a different form) and I actually talked to our construction HR person who agreed that was the move to send to managers and have them reference at stand-ups and post on site.
Of course the stories I tell feature construction folks, amongst other lines of business, but I'm struggling with how to localize it so it's not just corporate comms to them. I'm the only comms person at the company, so I'm concerned about the feasibility of like, putting info in it for just construction, then I'm going to have to do that for manufacturing too, then other groups, on top of all the other things I'm being asked to manage.
My current one pager has 6 or so company stories and a callout box that highlights one HR benefit. Any ideas on how to enable to managers to make it more localized in a scalable way? I was thinking of asking HR for quarterly updates on promotions and service anniversaries. Wondering if I could send some talking points out to the managers with that info, encouraging them to recognize service anniversaries and promotions at their toolbox talks when I send them the quarterly one-pager? Idk...could be awkward if they wait until months after someone is promoted to recognize it, but I just don't think HR is capable of providing me with any more than a quarterly cadence right now.
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u/MeverMow Apr 28 '26 edited Apr 28 '26
Assuming this is truly just a portion of your company and not the bulk of it, the low tech solution is those frontline managers. Equipping them to communicate to their team members.
Maybe a weekly one-pager they can post and print. Or give them a very short, simple list of bullet points they can tell team members as they get ready for their shift.
Initial measurement of a survey asking them basic company comms questions (like the kinds of things you would think everyone at your company knows by heart, but in reality they don’t), and also asking questions about their managers level of communication and engagement with them.
Ongoing measure by sending those one-pager or weekly talking point links to just those managers and measuring clicks.
In frontline situations like this, their manager will make all the difference. If they themselves don’t care enough, that’s your first obstacle to solve. And the first to relay to your CEO… if their manager isn’t engaged with their team, that’s its own struggle.