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Background
"Sharing organizational culture and work methods with all employees by mobile" — a new approach to public-sector communication.
Energy Public Corporation
This energy public corporation has approximately 1,500 employees distributed across nationwide offices in an HQ-regional-field structure. Consistently delivering organizational culture messaging and effective work methods to all employees was an ongoing challenge.
Frequent personnel rotations (a public sector norm) complicated department-level training history management. No systematic channel existed for collecting and sharing employee opinions on organizational culture.
Solution
A two-way channel for members to share opinions with each other.
Energy Public Corporation
TouchClass was deployed as an organizational culture content distribution channel. Culture newsletters and effective work methods were shared with all employees via mobile. A two-way communication space was opened alongside the content channel.
Regular culture newsletters and best practice sharing channels were operated. Employees across distributed offices received the same organizational culture messages simultaneously and could share their opinions in return.
Results
One office's improvement case spreads across the whole organization.
Energy Public Corporation
All 1,500 employees across nationwide offices began receiving the same organizational culture messages via mobile simultaneously. Employee-to-employee opinion sharing on culture topics was activated, narrowing the communication gap between HQ and field offices.
A best practice sharing channel formed, enabling operational improvements discovered at one office to spread across the entire organization. Knowledge discontinuity from frequent rotations was partially mitigated.
Insight
Culture content is the complement that cushions MAU drops during compliance off-seasons.
Energy Public Corporation
At public institutions, a learning platform can be more than a "training-completion tool." When used as a channel for organizational culture and an archive for work-method sharing, a reason to log in is sustained even outside mandatory-training seasons. Given that whitepaper data shows the baseline public-sector pattern is mandatory-training MAU 90%+ dropping to single digits off-season, organizational-culture content is an effective complement for narrowing that gap.
