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Picture of Jennifer Weatherly

Jennifer Weatherly

Jennifer is an HR communicator, writer, strategist, and common-language advocate. As partner and co-owner of Write On Target, Inc., Jennifer specializes in HR and employee communications that educate and engage clients' employees while driving business results. She’s appeared at national and regional HR conferences, speaking on topics related to effective HR communications and change management.
Picture of Jennifer Weatherly

Jennifer Weatherly

Jennifer is an HR communicator, writer, strategist, and common-language advocate. As partner and co-owner of Write On Target, Inc., Jennifer specializes in HR and employee communications that educate and engage clients' employees while driving business results. She’s appeared at national and regional HR conferences, speaking on topics related to effective HR communications and change management.
Open Enrollment

4 Steps to Hit the Mark for Open Enrollment

Is the benefits information you have to tell employees important before and during Open Enrollment? You bet! Easily understood? Not always.  According to the latest MetLife employee benefits trends, close to 90% of employers believe their benefits are clear and easy to understand. Yet only 65% of employees (only 56% Gen Z) agree.  Uncomplicating the complicated is not an easy task, but it’s well worth the effort. Employees who better understand their benefits are ones who better appreciate the benefits they have.  Let’s look at 4 steps to help supercharge your Open Enrollment communications strategy. Step 1: Know Your Audience For

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Designing Jobs

The Human Aspect of HR Communications Strategies

If you’re in HR, no matter your role, you have complex messages to communicate to employees. You also likely have a hard time getting them to pay attention. This frustration is always in the top three for HR — you’ve told them multiple times, but they’re not doing what they need to. But why? Partly, it’s because of who’s telling them…HR.  Employees tend to see HR as a corporate function, with company goals in mind. A recent Gartner Human Resources survey shows that only 41% of employees think senior leadership has their best interest in mind. The good news? The fix

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