KWI Communications

testimonial from our very own CEO, Leah Gladu.

We are hiring "KWInners!"

We are growing and hiring for key roles for our growing organization including Account Managers, Communications Generalists, and Change Management Consultants.

We offer remote work and an in-office option. Candidates can apply online here:

Kwi Communications Jobs, Employment | Indeed.com 7 Kwi Communications jobs available on Indeed.com. Apply to Account Manager, Communications Generalist, Freelancer and more!

Getting employee buy-in for a major change is a prerequisite – but widespread involvement can also impede consensus and spark decision paralysis. So, how best to get large numbers of people invested in the change AND keep it moving? Start by being clear about what you want from different groups or stakeholders. Then, make sure an engaged leader is there to help shepherd the process. Read more:

Leading a Midsize Business Through Change Getting large numbers of people involved in change efforts is a critical element in change management. It widens the aperture of perspectives, generates a broader array of solutions, and increases the commitment that people have to doing things differently. But expecting a broad group of stakeholder...

M&A success requires a clear understanding of each company's values, and "understanding deeper aspects of a company, like values and culture, requires the right people involved — not business people, not salespeople, but 'people' people," says Victoria Maitland in an article for Entrepreneur. As a company committed to putting people at the center of business (and helping our clients do the same), we couldn't have said it better ourselves. Read more:

4 Ways M&A Can Transform Your Company | Entrepreneur M&A can be more successful when acquiring companies know what to look for and involve the right people to give them the right information.

What if we told you only 7% of U.S. workers are fully optimized in their jobs? Research from Gallup indicates an alarming lack of engagement and in turn a huge opportunity for employers who address the problem. The truth is we all want happy, productive, profit-producing people on our teams. That's why we created the GAP Index to help leaders understand how to properly motivate individuals to bring their passions to work and realize their full potential. Learn more:

GAP Index - KWI Communications KWI has been in the people business for nearly two decades. Having worked with countless purpose-driven organizations and their highly engaged workforces, we’re no stranger to building world-class cultures. We’ve uncovered what employees really want from their work: they want reasons to bring th...

According to recent data, managers play a bigger role in employees' well-being than their doctors do. That's a lot of responsibility. So, how can you make sure that your impact is positive? Start with care, compassion and choice, writes Tracy Brower PhD in an article for Forbes. Need ideas for how to ensure your leaders are up to the challenge? Let us know.

Managers Have Major Impact On Mental Health: How To Lead For Wellbeing New data suggests that for almost 70% of people, their manager has more impact on their mental health than their therapist or their doctor—and it’s equal to the impact of their partner. If you’re a leader, you’re right to find this data sobering.

We know from experience that successful organizational change requires employee buy-in. And getting employee buy-in requires employers to create a culture of change acceptance before any major shifts happen. How do you do it? Check out these six cultural components outlined by Harvard Business Review for laying the groundwork to manage change.

Getting Employee Buy-In for Organizational Change Although change is never easy, how leaders approach it makes a significant difference to whether it’s embraced or rejected. By addressing the organizational buy-in context, it’s much easier to move past resistance and stagnation, because your path forward will be shaped by realities rather than ...

Mergers can be tough. In fact, the failure rate of mergers and acquisitions consistently falls between 70% and 90%. "This doesn’t mean deals aren’t closing, but they’re closing and failing to deliver the results stakeholders expect," says Business.com. A successful merger is an exercise in change management. You're combining cultures, and employees are nervous about job security. Communicating clearly from the get-go can help prevent toxic rumor mills from adding to the pressure. Read more for tips on bolstering employee loyalty throughout the M&A process:

What Is the Best Way to Communicate During a Merger? During a merger or acquisition, it is important to communicate properly with your employees. Here are tips to help ease the transition.

You've written a message for your employees. It's great, probably. But before you hit send, you might want to make sure you've:
✅Kept it concise
✅Struck the right tone
✅Picked the best channels

As Ragan Communications editor Sean Devlin puts it: "It's just as important to figure out how you're relaying a message as it is to determine what you want to get across." Read more:

How to think about word count and word choice in internal comms - Ragan Communications When you’re communicating with your organization, keep it concise.

When you invest in employee engagement, you're investing in a better customer experience, too. So, what's the first step? A recent Forbes article breaks down how to prioritize EX so your CX team feels supported, empowered and excited to deliver their best every day:

Council Post: The Connection Between Employee Experience And Quality Customer Experience When a CX team feels valued and understood, their mood will not only improve, but the quality of their work with customers will as well.