Employee Communications Toolkit for Develop
Updated
by
Amy Thomas
- 1) Start with the “why” and outcomes (value framing)
- 2) Define key touchpoints and sequence communications
- 3) Set expectations
- 4) Keep messages action-oriented
- 5) Personalization, tone and accessibility
- 6) Address nervousness with transparency and fairness framing
- 7) Provide feedback loops (and ask for feedback on the rollout)
Rolling out the Develop platform across your organization requires clear, timely communication to keep stakeholders aligned and employees engaged.
This guide is designed to help you create your own email templates for rolling out the Develop platform across your organisation. It outlines the key messages to include at each stage of implementation—so you can keep stakeholders aligned, set clear expectations, and support employees from initial awareness through launch, training, and ongoing use. Use it as a starting point and tailor the content to match your internal tone, timelines, and rollout goals.
1) Start with the “why” and outcomes (value framing)
Communication is a driver of experience and outcomes. Poor communication may result in employees not using the platform, or only accessing features they are prompted to use.
Why we’re introducing Develop
What you’ll get out of it
What it will help us improve
Frame the benefits from an individual or team perspective.
✅ Develop outcomes: lower unwanted turnover, higher performance, higher engagement
✅ Weekly Check-ins: faster response to challenges, more meaningful 1:1s, recognition, simple weekly rhythm
✅ TEAMscan: helps teams focus on one improvement area with short feedback cycles
"This is to make teamwork and management support more consistent: small improvements that compound."
Employees will participate more when they understand the personal benefits and your organization's intent.
2) Define key touchpoints and sequence communications
Define the key touchpoints across the implementation process and create a message map for the Develop rollout. Build custom messages per stage.
- Pre-launch announcement (what is Develop, why now, what’s changing)
- Invite to join Develop (account setup)
- TEAMscan launch email (what it is, 5 minutes to complete, deadline, why it matters)
- EPP (personality) assessment invite (10 minutes to complete; link previous results if applicable)
- Weekly Manager Check-ins invite (2–3 minutes weekly; what’s shared/not shared, difference between this and Coach Bo Chats)
- Reminder nudges (completion + deadline)
- “What happens next” (team discussion / action plan / coaching routines)
Use our role-based checklists as ready-made “what to do next” content.
3) Set expectations
Set expectations to reduce uncertainty: include timelines, what to expect at each stage, how long things take. For every rollout message, include:
Time to complete:
- TEAMscan ~5 minutes
- EPP ~10 minutes
- Weekly Check-ins 2–3 minutes
Deadlines / windows:
- TEAMscan open window, reminders, extensions
- Weekly Check-ins window (Thursday to Sunday)
What happens next:
- TEAMscan results need 3+ responses then team discussion + one action plan
- Weekly Check-ins → Monday insights to managers
Expectation-setting is one of the biggest levers to prevent incompletion and unclear process sentiment.
4) Keep messages action-oriented
Craft messages that achieve results: keep emails short and highlight the action to take.
Subject: clear action
“Action required: Activate your Develop profile”
“Please complete TEAMscan by Friday”
Email content:
- What to do (one call to action)
- How long it takes
- Deadline
- Why it matters
- Where to get help (admin contact / help center)
5) Personalization, tone and accessibility
Align your communications to your organization's culture.
- Formal HR/compliance tone (for regulated environments; aligns with privacy-first settings)
- Warm leader-led tone (for culture-building rollouts)
Personalize your message by addressing employees by name. Include details such as their team name and team leader's name where relevant.
While Develop’s core invites are email-driven, use your other communication channels (Slack/Teams for example) to make announcements, and provide information and advice.
6) Address nervousness with transparency and fairness framing
Employees may feel nervous about completing the personality assessment or providing feedback through the TEAMscan and Weekly Manager Check-ins. Your communications should make them comfortable and explain what to expect.
“No right/wrong; this is for development and teamwork.”
"TEAMscan is not used for ranking or punitive measures."
"EPP powers multiple practical reports (Workplace Insights, Manager Guide, etc.)"
7) Provide feedback loops (and ask for feedback on the rollout)
Ask employees for feedback after first 2–4 weeks of rollout:
- Was onboarding clear?
- Do they understand privacy boundaries?
- Is the cadence manageable?
Share “what we changed based on your feedback” to build trust and engagement with employees.
