The atun

Brand & Retailer Toolkit




Each of your suppliers is unique and is facing a different set of challenges.  Your efforts will be more efficient and effective if you focus on those who will draw value from the program. Spend some time identifying which suppliers atun would appeal most to and work best for.

Consider the supplier:

  • Are they proactive and likely to promote programs to their workers?

  • Are they stretched too thin?

  • Have they had to lay off a lot of people and are eager to motivate those who are left?

  • Did they have programs running before that they no longer can run, could this program work as a replacement?  

Consider the supplier's location and access—technology won’t work for everyone.


Some suppliers may be located in communities with little data coverage or low literacy rates or low smart phone penetration rates.  We typically see more success with suppliers who are located in or near larger cities.


Remember, just because everyone can’t access atun doesn’t mean its not worth engaging the rest of the population.


Establish the Why

atun has a lot of benefits for workers and factories. But to effectively promote the app suppliers will need to dedicate time and resources.  So, it is important to identify and articulate how atun will benefit and support each facility, ultimately you need to state: why should they dedicate resources to this now.

Here are some to consider:

  • Supporting workers’ well-being improves their productivity. In crises, like this, workers are more stressed than ever and that is certainly impacting the bottom line.  Providing workers with atun, shows them their employer cares about their well-being, while providing workers with tools needed to better manage these very stressful times.

  • Did they have popular programs onsite that had to be cancelled? atun can help continue the education and support of workers without face to face trainings

  • Are the human resources and management teams overwhelmed with questions? atun can help take some of the pressure off. atun will make sure workers get the information they need about changing regulations.


Make Your Ask

Tell suppliers why atun is important to you.


Let suppliers know how atun fits in with the rest of your supplier engagement strategy. Be clear with suppliers about which specific quantifiable actions and goals are important to you.

For example:

  • Post xx posters about atun throughout your facility and change them every two weeks.

  • Set up an atun committee

  • Share worker phone numbers with atun so they can send broadcast SMSes to your workers, no later than xxx

  • Set up a kiosk in the breakroom to help workers download the app

  • Provide WIFI during break times in break areas


Conduct Outreach & Support

Sending an email and our atun one pager is a good place to start, but outreach to suppliers needs to be ongoing and proactive. 

Make sure to direct your suppliers to the atun Employer Toolkit. 

Make  sure you follow your first email with:

  • A webinar. In the webinar make sure you:

    • Introduce the program, the whys and how it fits with your supplier engagement strategy 

    • Do a demo, or show some videos

    • Give examples of benefits

    • Give examples of ways to promote.

    • Share and review the atun Employer Toolkit

    • Reach out to the atun team, we’d be happy to join it to answer questions, conduct a demo and speak about promotion

  • Individual outreach: If you have the resources, reach out to each supplier, ask them about their promotion strategy, follow up with them and see how its going.

  • We find that the best way to encourage suppliers to engage is for them to hear from other suppliers who already have. Consider hosting a webinar with suppliers who have already engaged to share stories of success and strategies for promotion 

  • Follow up. Follow up. Follow up. Continue to engage your suppliers. This is a great topic to speak to them about during a challenging time.  Remind facilites every time you speak of the benefits of atun for them and for workers.