24hr Production: A Brand Marketing Podcast · Gary Chan

How can Marketers help HR

·26 min·1 clip

Turnover can cost 50% to 200% of an employee's annual salary.

Gary and Melissa open on retention and the reality that employees do not stay for 25 years anymore. They treat that as a workplace fact, not a debate. From there, the conversation shifts to how a marketer can help HR respond in a useful way. Communication comes first. They talk about being clear, transparent, and upfront so employees understand what is happening. Internal newsletters come up as a company-wide version of an email blast, which makes sense for larger organizations. Scale changes the approach. If a company has only ten people, they say, a meeting may be enough. People can just talk to each other. In that setting, a quick thumbs up or a pat on the back can carry real weight. The episode keeps returning to the idea that employees notice whether management cares. Recognition matters. So does making that message visible inside the company instead of leaving it hidden in a policy or a passing comment. Promotional products then enter as a reward tool. The hosts frame that as part of the same branding work they already do. Consistency matters, and so does giving people something tangible. They talk through a welcome gift box with a mug, a notebook, a new pen, and a lanyard waiting on the new person's desk. The idea is straightforward. Seeing that box can make someone feel like they belong right away. They also mention a project that runs three to six months. In that case, recognition can happen during the work, and something custom can be created at the end. The reward becomes part of the story. The conversation stays loose and grounded. Gary and Melissa keep testing the idea from different angles until it lands in familiar workplace terms. It feels like two practitioners thinking through what employees actually notice. That gives the episode its shape. A problem comes up, they work through it, and the answer ends up centered on communication, recognition, and simple tools that fit inside real companies. By the end, the episode makes a clear case for using marketing judgment inside HR conversations. When people feel informed, acknowledged, and given something concrete, the company gets closer to helping them stay.

As heard by us

Retention is framed as a communication and recognition problem, with promo products used as visible rewards.

Gary and Melissa treat retention as a practical workplace problem, not a buzzword. The episode keeps its focus on how marketing can help HR by backing clear communication, internal newsletters, and straightforward recognition.

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Why you'd press play

For when retention needs a mug, a meeting, and a little common sense.

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