Posts Tagged ‘employee communication’

Video for Internal Communications Is Still Relevant

Monday, May 23rd, 2011
Kodak Zi8

Image courtesy of Kodak

We’ve heard all the declarations. Internal Communications is corporate propaganda, and employees get the real story through the media. The media is dead, buried by social media. Employees care only about their pay and benefits, not about the organization and its business. Employees don’t want to read; we’re viewers. Employees won’t watch company video, and if we let them access YouTube, they’ll waste time all day.

Steve Lubetkin -- Photo by FrankVeronsky.com

There’s just enough truth in each of those statements to make people believe them. And it’s the video question that animated #icchat 19 May, with @PodcastSteve, audio/video expert Steve Lubetkin, as special guest.

The overriding theme of the chat, which extended more than 20 minutes after the scheduled one-hour time frame, was that lower-cost and higher-quality equipment is making video in the workplace more effective. That’s whether it’s professionally produced or user-generated. Even Steve’s equipment of choice has improved in quality while lowering in cost.

@PodcastSteve: A1 Biggest change is drop in cost & increase in quality of lowend equip. I srtd out using Sony VX-1000 SD cams. #icchat

@PodcastSteve: A1 …now I use Kodak Zi series and PlayTouch for much of the work. #icchat

@MikeBrice

Participant @MikeBrice noted that IT departments are now making bandwidth available for video, what he called the biggest change he’s seen.

@podcaststeve: Bandwidth and server space issues are IT bugaboos. But with YouTube, Blip, Vimeo for hosting, I dont see why. #icchat

@CommAMMO: Agreed — if GM can distribute a full-on news program to a factory in Ecuador, why can’t we get 90 sec to Nebraska? #icchat

However, accessing the video has presented some issues, @Mike said:

@MikeBrice External sources like YouTube and Vimeo raise firewall issues. My corps block access to external options. Security a concern #icchat

@PodcastSteve:  Best way 2 get video 2 NE, IMNSHO, would be to host externally, create pages on internal (intranet?) & embed player. #icchat

External hosting but internal access is a compelling argument — especially because most material shared widely with employees must be considered “public” anyway.

@PodcastSteve: @mikebrice They usually block ppl from visiting sites, true, but maybe U can get them 2 open ports to allow embedded vids to stream? #icchat

@PodcastSteve: there r other alternatives like BrightCove, but frightfully expensive for most companies. #icchat

I’ve looked at a number of distribution solutions — Kontiki, Cisco’s digital signage, for example — and indeed, the costs can be significant. However, I’ve also had success engaging the usual constituencies with a goal of finding a solution.

@CommAMMO: @podcaststeve @mikebrice so much of  “security” concerns are abt control – I’ve gotten traction talking abt EE expectations #icchat

@CommAMMO: @podcaststeve @mikebrice Employees expect the internal resources to match what they have at home – search, audio, video… #icchat

@PodcastSteve: @commammo [...]Key issue IT needs to understand. Emps can’t be engaged w/customers if socmed blocked. #icchat

Steve says costs can vary — the do-it-yourself route, with Flip cams or his fave, the Kodak Zi series, is less expensive and offers acceptable quality. A production company and professionals may offer good value at higher cost depending on the situation.

@ArchanaVerma

IABC’s @ArchanaVerma asks:

@ArchanaVerma: @CommAMMO @podcaststeve Q What’s the balance betw having professionally produced versus amateur videos for internal/external use? #icchat

@PodcastSteve: Int Comms ppl can do themselves w/o spending a lot. I do a lot of interview clips w/just Kodaks. See http://ow.ly/4YhB2 #icchat

@PodcastSteve: @commammo @archanaverma Doesn’t have to be “amateur,” but certainly doesn’t have to be high-end pro produced unless needed 4 b’cast #icchat

@PodcastSteve: My point, u can learn pro techniques and use them with lower end equipment. Doesn’t have to look bad because you’re not @NewMediaJim #icchat

I use 4 Kodaks, edit in Sony Vegas Pro. We sync extrnl audio, looks like I had a 6-person crew. #icchat Example – http://ow.ly/4YhPd

Steve also notes that internal communications people enhance their credibility when they can DIY, especially because as internal resources, we can cover our organizations better than anyone else.

@gypsyNits

@GypsyNits: me thinks every #intcomms person becomes at pro at self serve, qlty improves with time #icchat

@PodcastSteve: @commammo Few cos have luxury of hiring b’cast pros for internal video any more, but almost not needed for daily video. #icchat

@GypsyNits: in the midst of doing a production myself.everyday is a learning and i know next time i will rock at it #icchat

@GypsyNits: not to mention the goodwill and the employee connect from having attempted it myself.everyone is more accomodating #icchat

Returning to employee expectations, @GypsyNits makes a good point: With more and more user generated content available alongside the professional stuff (and in some cases considered more creative and interesting), useful video isn’t limited only to top-notch, broadcast quality.

Judy Gombita

When it comes to length of video, what’s the right time?  @JGombita offered her view:

@JGombita: (As end-user, not producer) make sure yr videos are SHORT (UNDER 2 minutes). And make it a supplementary comms channel, not only one #icchat

@PodcastSteve: @jgombita I agree with short up to a point. For daily news blips or features, yes. Sometimes longer is called for. #icchat

@PodcastSteve: Examples of longer form video: keynote speeches, conference panels, storytelling documentaries used for fundraising #icchat

@CommAMMO: @jgombita @podcaststeve re length: But we still watch TV, films, news-topic, presentn drives viewership. Talking heads, not so good. #icchat

@JGombita: @podcaststeve in terms of amount of material it may be called for, but I can tell you, you’ve lost most (or all) of my attn. at 2+ m #icchat

Where is video going, more, less, or the same?

@GypsyNits: Q3: more video.it opens up the channels of using mobile to send msgs & podcasts too where folks dont have to read lengthy emails #icchat

@JGombita: A3. Supplementary video! Example: a video featuring HR or legal rep, indicating the rationale behind a company social media policy. #icchat

@GypsyNits: Q3:But thin line between too much video and too little.essential to gauge audience receptiveness from time to time #icchat

@PodcastSteve: @jgombita Intl comms ppl shud be like thos journalists, understand how to tell a story with images, video, etc. Not just heds. #icchat

@PodcastSteve: @jgombita Making videos the aud wants means ASKING them. Research! #icchat

Hallelujah! We should start with research to ensure we address the need of the audience as well as that of our organization. Otherwise we’re going to fail.

There’s more in the transcript — which is a bit less attractive than in past chats owing to the demise of WTHashtag. However, thanks to @JoBrodie, www.searchhash.com was able to give us a transcript. It doesn’t archive, and the output contains a lengthy numerical identifier for each tweet, but it’s usable and I’m grateful!

The next #ICChat is June 16 – I’m considering whether to change the time of day from 10 a.m. Eastern — I did a Twitter poll on this question last month, but only four people voted!  What time would be best for you? Follow me at @CommAMMO for updates.

 

 

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PR Learnings from Mobile Marketing

Tuesday, May 17th, 2011

Michael Schwabe, thunder::tech

For the marketing folks, the advent of sophisticated handheld devices like iPhones, Blackberrys and tablet PCs is an irresistible draw to push messages out. Michael Schwabe of thunder::tech, an integrated marketing agency, made that abundantly clear at the May 12 meeting of the Cleveland Chapter of IABC.

Schwabe covered a high-level set of interesting uses for smart phones and always-on Internet geegaws — provided your main goal is to sell stuff, one way or another.  This is no knock on Mike, he did a great job — the title of the talk , after all, was “mobile marketing.” Applications for your iPhone to facilitate ordering.  Websites optimized to look good on a Blackberry screen, QR and AR codes that make it easy to snap information off a flyer or add content to some kind of arrangement that isn’t there beforehand.

Perhaps most fascinating (and a bit disturbing) were the applications that use GPS to tailor sales appeals — you’re at the mall, and American Eagle texts you, saying: “Hey, Sean, check out the sale on jeans we’re having at the AE store?”  Holy Phillip K. Dick!

Amid all of this talk about relevancy, situational marketing, search optimization, SMS, Web display ads, and in-application advertising, I just had to ask about application to public relations (broadly defined.) Mike’s response was a good one, albeit a little limited. He talked about reaching media members where they want to be reached — pitching via text or email, etc.  He’s right, but my follow-up questions are more targeted. Here’s what he said in an interview by email.

Sean: I get the mobile applications when it comes to media relations – but what of reputation management, or issues management?  What about using these tools for building stronger relationships among our stakeholders?

Mike: It’s a very interesting and complicated question and I’m glad we have this chance to discuss it more. Reputation and issues management in a mobile world really translates to PR practitioners being available 24/7/365. Because so many people have their mobile device by their side both day and night, it’s seemingly expected that we are open to communicating at any time. There’s positives and negatives to that.

Positively, a perception of always being available is a great client relationship point. It moves PR practitioners from being vendors to trusted advisers. The other side is that PR professionals need to find a personal and professional balance in their lives (as I believe every professional does). We need to ask ourselves when “accessible” becomes too accessible.

Right now, the effect of mobile on the core concept of media relations is that it speeds it up – accessibility, surveying, RSS reading, etc. Also, the 24/7 nature of the job that mobile technology allows us really plays into the true nature of crisis communications.

However, I can easily see more dynamic impacts in the future – dedicated applications and websites for pushing information and taking inquiries, for example – imagine if we could easily mass email a news release from our phones. The problem isn’t so much that the technology doesn’t make all of these things possible; it’s that no one has blended them together to make an ideal tool set.

S: The entire “integrated marketing communications” universe puts public relations into a box beneath marketing, with all our activity required to offer sales support. How does the mobile explosion affect all of the things that aren’t direct sale support?

M: I would respectfully disagree that “integrated” means PR must support sales. If PR departments allow themselves to be put into that box, then they need stronger leadership. However, aside from that possible tangent, it’s really the same comparison offline as it is online – which I think gets lost much of the time when you start to think about tackling an online campaign. Consider the reputation of the company or the products and services you are promoting. Each company or client has plenty to offer in traditional media relations, mobile just accelerates the access to the information.

To make these efforts effective, consideration must be given to how you are found online. If you want to rely on mobile to drive conversation, you have to have a mobile-ready website that’s easy to navigate with easy to find contact information. Further, the proliferation of social media and it’s accessibility on mobile devices mean you have real-time access to your consumers. Find out what they want and use that informal method of research to drive immediate messaging reactions or possibly multivariate testing opportunities. For some fun reading, I think the list presented here is interesting, and while it may not provide “must-use” tools as the title says, it does a good job illustrating how PR pros can use mobile technology and apps to get things done quicker and on-the-fly.

S: What sort of interest in internal communications applications have you seen? (and if not, why not? )

M: The best examples have been the mobile-enabling of company calendars and sales and support materials. Where there’s been a shortcoming is in mobile-enabling branding and media documents.

As your employees travel or are on the road for a day, the flow of information is still going – the media cycle does not stop – something your readers are no doubt aware of. With mobile networks getting faster (3G and 4G technologies), there’s no reason to limit anything you would get on a desktop plugged into your company’s network to just that desktop. Make it mobile, but do it intelligently. Make sure files are easy to download and content is easily findable. The best examples I’ve seen are executed on a tablet like the iPad where companies will develop a tablet- ready website and password protect it to give only internal groups access to as much of the same information that their intranet or local server does. Another way to Web-enable and protect a lot of the needed information is through cloud computing, which is a subject in and of itself.

There is hesitance to Web and mobile enabling much of this information and that hesitance usually comes from IT departments – we love them because they keep us running, but we turn and stomp out of their offices when they throw around their weight with arguments like, “It won’t be secure so we can’t put it online or give you access to it outside of the office.”

While that is a valid point, it’s also frustrating. All we want to do is serve our customers or not have to worry about coming into the office to get that file we forgot, but the security risk is sometimes too great. What if you could access all of your company’s financial and trade-secret information on your phone and then you lost your phone or it was stolen? There are numerous reports of it happening with laptops and mobile devices can be an even easier target. While I can’t disagree, I think there has to be a happy medium to give PR pros on-the-go access and still keeping the information secure.

S: Thanks Mike – I appreciate you taking the time!

What I surmise is that if we see PR only in the media relations or sales support view, we’re going to lose, not just our credibility, but also our jobs. We’ve seen lately more evidence that building relationships across our constituencies is more important to our organizations than simply increasing the volume of opportunities to see our messages.  Regardless of relevancy, message fatigue and competition are going to put a lot of stress on the traditional marketing environment.

I can see how exploiting the two-way (or multi-way) capabilities of mobile could lead to discussion between our clients and us — as well as between end-users and organizations. All of that gets not only to sales opportunities, but also to brand-wide communication. The ability to put such a powerful tool in employee hands alone means much for the cause of collaboration, at lower cost and more efficiently overall. Bringing customers, prospects and employees together by the palms of their hands is a very intriguing prospect.

This week on #icchat, we’ll tackle video in internal communications — still relevant or old hat? Join us Thursday, May 19 at 10 a.m. North American Eastern Time on Twitter. Just search for #icchat (though using TweetDeck or TweetChat makes Twitter chats much easier to handle…)

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Blog-cation coming to a close…

Saturday, May 14th, 2011
Portage Lakes, Ohio

By Sean Williams, All Rights Reserved

I’ve committed a grievous sin in social media land. I’ve taken a bit of a Sabbatical from blogging and mostly, from Tweeting, with a few exceptions. Now I have a bit more time on my hands, as I wait to see what my schedule is like for a big research project and the response to a couple of proposals. So, I’m intending to babble on a bit more in the coming days.  One such venue will be Thursday’s #icchat, the Twitter-based discussion on internal communications that I conduct monthly.  Join us at 10 a.m. eastern on 19 October.

I’ve not done a great job marketing the chat — it’s not as sexy as #measurepr, #PR20Chat or #Kaizenblog, I guess because it’s more concerned with internal matters than social media and press relations.  However, we do have good discussions on our topic, so I hope you’l join us…

 

 

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Internal Communications Needs the Right Outcomes

Tuesday, April 26th, 2011

Gotta hit the bullseye (creative commons)

Ask a batch of internal communicators what their objectives are and you might get a batch of interesting answers.  My educated guess is that most of the time, they’ll be outputs – do “this” many intranet articles on that business unit, do “that” many issues of the newsletter – or they’ll be hopelessly general – support the benefits rollout, add value to the sales process.

To forestall such time-wasters, in the last #icchat, the Twitter-based discussion on internal communications, we focused on internal comms outcomes.  We surely can describe what happened in the chat as a chat – there were five participants (see my previous post for the musings that this fact prompted) – and we learned a fair amount. Here’s a rundown.

@CommAMMO: The topic today is outcomes — Q1: what do you consider your primary #internalcommunications end-results? #icchat

@csledzik A1: Don’t want to derail the convo by using the word but: engagement. Defined as awareness & alignment w/ org. goals & strategis. #icchat

@BaehrNecessity A1: Have to agree with Chris. Moving the needle on awareness and behavior toward organizational goals. #icchat

That was easy.  Full agreement that both awareness and alignment were critical outcomes. We’re differentiating those sort of outcomes from business results – it’s the outputs-outtakes-outcomes or outputs-outcomes-business results meme.

How do we enact those communication outcomes?

@BaehrNecessity A1: Publishing stories of employees who exemplify ideal behaviors. #icchat

@csledzik @CommAMMO Explaining strategies is a good 1st step! Needs to be current: Qrtly [interviews] of Execs reinforcing msg, noting changes. #icchat

@BaehrNecessity A1: Writing articles that break down co goals one by one, and identifying what employees can do to help co achieve each one. #icchat

@CommAMMO @BaehrNecessity Connecting employee behavior to org goals is often hardest part – esp if in non-revenue area #icchat

@csledzik On that note, pairing bonus programs/merit pay to communication is key. *IF* these programs are structured around goals/objectives. #icchat

Chris makes an important point. We need to be “all-in” with our HR colleagues to make these things stick – for some reason, many companies are reluctant to include communication skills in the portfolio of requirements for managers.  Yet, research shows that many performance issues are a consequence of poor communication.  Communication is a vital part of management.

The second question dealt with one of my major themes – connecting communication outcomes to business results.

@CommAMMO Q2: When planning #internalcommunications, how do you ensure links to business outcomes? (activities/tactics?) #icchat

@BaehrNecessity A2: Create calendar that hilites all goals/strategies & when best to communicate each. Revisit weekly/monthly to stay on track. #icchat

@Adhib A2: First, listen. Your people can tell you what implications there are #icchat

@BaehrNecessity A2: We had story database where submitter had to select related strategy at time of entry. #icchat

@BaehrNecessity A2: We also had regular employee surveys to check on engagement with key issues. #icchat

@CommAMMO @BaehrNecessity Editorial calendars are great – we struggled to keep up with the daily demands, but did lgr series time2time #icchat

@CommAMMO @BaehrNecessity Yah, the key (imo) is laying out a map that includes comms side roads – still heading to objs, but flexible. #icchat

The planning process should include end-clients of your internal comms work. Stakeholders include the leaders running the businesses you support, and their goals/objectives need representation in your process. So, too, do the ordinary employees expected to implement.

@jgombita @CommAMMO A2. Yesterday was informed during #brandchat: Perspective is communication as the overarching idea, tools are marketing/PR.#icchat

This is a very tactical view of our work, and Judy’s depression at having everything lumped together tactically is a drag! Hence, Q3:

@CommAMMO Q3 – how well integrated is your internal comms function with rest of comms? With overall org? #icchat

@csledzik Extremely well. It’s me. ;) RT @CommAMMO: Q3 – how well integrated is your internal comms function with rest of comms? #icchat

@jgombita @CommAMMO convo started w/ person saying his marketing dept. responsible for all “messaging.” I said not all messaging was marketing #icchat

@CommAMMO @jgombita Seeing more and more orgs where head comm’n officer is “Marketing & Comms>” #icchat

@jgombita @CommAMMO that’s what I thought. But the @iabc research centre team headed up by pal Fraser Likely apparently found otherwise. Yea! #icchat

The ongoing battle between marketing and the rest of us over “control” is so much navel-gazing – many folks are disgusted with the whole process (see our friends at @CommScrum, e.g.) But @BethHarte and the integrated marketing communications people keep pushing the notion forward that marketing is supreme. Even my esteemed colleague at Kent State University, Dr. Bob Batchelor, is a devotee of the concept.

@jgombita @CommAMMO A3. my observation is it depends whether IC ultimately reports to HR or corporate communications. #icchat

@CommAMMO @jgombita @BaehrNecessity big issue w/integration is resource alloc – Media Relations sucks up $$, IntComs left scrabbling #icchat

@jgombita @CommAMMO @BaehrNecessity but “media relations” only a sub-set of #PR. (And media relations usually cheaper than advertising…). #icchat

@evamaierhofer @jgombita cheaper than advertising but the first postition to be cut when it comes to redundancies…isn’t it? #icchat

@jgombita @evamaierhofer not in my experience. More likely senior/strategic PR person cut and a more junior media relations specialist hired. #icchat

@Adhib Comms functions rank in order of potential pain for C-suite: usually customers, IR, PR, emps … got to raise emps up the list #icchat

We didn’t solve the issues, but we surfaced a ton – join us when we meet again, May 19, 10 a.m. North American Eastern Time.  And, weigh in on your “best time” for #icchat – take the poll: http://twtpoll.com/9xlkbq .

 

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When they’re not buying what you’re selling…

Thursday, April 21st, 2011

Creative Commons

One harsh reality of social media is that you find out pretty quickly where you stand.  One fairly obvious reality is that the Twitter chat I’ve been working on for a while now — #icchat on internal communications – isn’t exactly setting the world on fire.

This is a little depressing for me, personally. But I shouldn’t be surprised. The truth is, the dearth of participation is traceable to a central problem. Me.

You have to shepherd these things – the most popular and vigorous get a ton of promotional support, and the topic of communication within the enterprise isn’t a social media hotbed.  Nonetheless, we’ve had some great discussions, peaking last fall with about 20 participants and more than 200 tweets. Even the smaller chats have been good, including Thursday’s intimate affair (five of us) where we talked about internal communication outcomes.  (Summary post coming, probably on Friday.)

I am conflicted, however, about whether to continue #icchat.  As I have mentioned, for the past (nearly) two years, I’ve considered social media an experiment, particularly Twitter and blogging. Facebook’s become merely a communication medium, but Twitter’s chat function represents my favorite part of the miniblogging tool.  I like the quick pace, the forced brevity. I like the diversity — #PR20Chat, #KaizenBlog, #MeasurePR, #SoloPR.

But I have to tell you – when one gets paying work, it’s bloody hard to market the chat.  I’ve been fortunate to have pretty steady gigs over the past eight months – both academic and professional. I’ve looked at different days and times to try and hit the best, but it’s been most difficult to get people interested.  I’m disappointed that the organizations – PRSA, IABC – and the commercial groups – Ragan, Melcrum – show not the slightest inclination to participate. I’ve also approached a couple of luminaries in the internal comms space about guesting, but after four or five straight scheduling conflicts, I’d better take the hint.

It is remarkably similar to building a business – it takes a while and takes a lot of effort to market.

To that end, I can’t help but wonder whether to pull the plug on #icchat.  I seem to be doing well at building my business (thanks to some terrific colleagues), am considered a worthy professor and still have a healthy marriage, so perhaps #icchat is odd man out. Gotta think about it some more.  So far, I’m planning to hit it one more time, at least, 19 May at 10 a.m. Eastern Time.

I’m interested in your perspectives.

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Two Twitter Chats: #MeasurePR Tues., #ICChat 21 April

Monday, April 11th, 2011

This Tuesday, 12 April, I pinch hit moderating the #MeasurePR Twitter discussion at 12 Noon Eastern, batting for the estimable @Shonali Burke. We’re going to talk B.A.D. measurement — BS, AllWet and Dumb.  It’s a continuation of  a theme for me — there’s so much crap measurement and stupid metrics that we need to squash, it’s worth chatting about. Who knows, maybe we’ll get some folks who disagree!  #MeasurePR is at 12 Noon, Tuesday, 12 April.  Secondly, a week from Thursday, 21 April, is the return of #ICChat on internal communications.  Frankly, the participation’s been a little light — maybe not enough internal commsters are on Twitter, or maybe it’s not a creative enough topic from me. Or, I haven’t marketed it enough. Whatever. If you want to talk Internal Comms, join us at 10 a.m. Eastern Time on 21 April.

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Employers shocked, shocked, that morale is low

Wednesday, March 30th, 2011

In what can be described only as a stunning command of the obvious, a MetLife study shows that workers are growing restive as the economy rebounds from three years of struggle, and that employers are oblivious.

A story in the 28 March edition of USA Today quotes a psychologist saying that workers are stressed after watching co-workers get fired, being told to take on more work for the same pay, and longer hours. The MetLife veep is quoted (nice pop, MetLife PR!) saying that business’s understandable focus on financial matters has led to it ignoring human factors. It is pretty easy to be a “best employer” when the tide is in and Wall Street rocking.

There’s even an indirect from Towers Watson saying that companies are having a hard time “attracting employees with critical skills.”

How can any company say they’re surprised by these results? Add in a healthy dose of capitalist excess in the form of higher executive pay and you have a combustible mixture of anger and envy alongside the feeling that you need to leave to be appreciated.  During a downturn, people are OK with making less money — they indeed are just happy to have a job. After their sacrifice (which is how they see it), when the picture turns better, they expect to make up lost ground — the 3% raise isn’t enough — they didn’t get a raise for two years, so now they want 9% to pick up the slack. But Wall Street will punish any company that lets its fixed costs leap up like that!

Where’s a leader, though, who’ll redirect his or her whacking huge bonus to throw a bit more on the regular employee pile? How about a one-time 401(k) contribution? Maybe a small bonus to show the boss notices the dedication of the past few years?

If they can’t see how the tough stuff hurt loyalty and morale, they don’t deserve to be in business.

 

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Web Tools Expanding (Slowly) into Internal Communication

Thursday, September 9th, 2010

A small but eager group of professional communicators met 7 September to explore the current state of Web tools in internal communication and found a slow, but steady increase in their use.  Twitter-based #ICChat totaled more than 200 tweets in a fast-paced, hour-long online discussion from 2-3 p.m. North American Eastern Time.

The most basic tools — e-mail and intranets and RSS — are expectedly common, but social tools — blogging, varieties of microblogging (such as Twitter) and shared document management are seen as near-term priorities.

@irosen: Q1: There is an increased demand on “basics” found on the internet such as RSS feeds, microblogging and embedded media #icchat

@Wedge: Slowly reducing our reliance on emailing Word documents around; moving to intranet web pages and shared space on intranet for docs #icchat

Microblogging, including Yammer, offers the potential for collaboration and instant access, according to the company website. The tool could lower data processing costs by redirecting communication away from e-mail, particularly for the short, direct sort of questions-and-answers an employee might need on the spur of the moment. I made the same argument for RSS and other tools

@CommAMMO: One angle @csledzik is to quantify amt of email traffic – if you banned Word doc attch’s in fav of Google docs/Sharep methods #icchat

@CommAMMO: @wheati @irosen Less email through the wall means lower data proc costs – RSS is seemless, no? #icchat

But reducing direct cost wasn’t a prime driver in one person’s opinion:

@wheati: @CommAMMO @irosen @Wedge Weren’t concerned with data cost. Interested in ease, security of doc access. And “one stop” shop for info. #icchat

Trying to reduce e-mail — for the sake of employees’ productivity — is a critical factor, in my opinion. Aggregating nonessential (but still important) material is a decidedly old-school response, though social tools offer an advantage beyond financial impact.

@jpchurch: We’re about to launch a complete intranet re-do, and introduce more targeted info & collaborative tools. Still far too many emails. #icchat

@jgombita: Q1 If staff, clients R spread out (geog’phy), working with wiki (or Google docs) is effective and inexpensive #icchat

@csledzik: So theres 2 objtvs: 1) reducing data proc. $ & incr’g knowledge sharing. Soft goal is key, but not the driver. #icchat

There currently is no organization I know of which has gotten knowledge management particularly right — though many have made progress: Ernst & Young’s Center for Business Knowledge predates the Web, using Lotus Notes databases to gather info from employees and make it available. Kind of early crowdsourcing

Microsoft’s Sharepoint suite — with its Wiki-Blogging-Discussions, etc. — came up a fair amount as a means of supporting knowledge sharing, with one participant looking for guidance on initial deployment.

@tnerko: Most excited about #SharePoint for wiki features as most in my company on a 3 year rotation and knowledge leaves often #icchat

The embrace of web tools within the workplace (particularly social media) is a referendum in organizational trust, transparency, according to one participant:

@csledzik: .@CommAMMO I see mgmt thatNot comf. w/ trust or transparency. Don’t understand benefits of sharing inter/externally. #icchat

The latter part of that tweet is pretty close to the truth: Internal communication, generally, isn’t as highly regarded in the workplace as is media relations. We shouldn’t be surprised that internal audiences are subject to fantasies of tight control — one senior leader told me that internal communication was, “a warm-fuzzy for employees” who don’t really care about the business.  It was some years ago, so I’m hopeful that opinions have moderated. But the advent of social media has shaken business leaders to their very boots in fear of loss of control. Control, by the way, that they haven’t had in 50 years, at least.

@wheati: A concern is also about company reputation. Exes want to control and package it, but SM is about neither. #icchat

@jgombita @pointsoftrue that’s why the key is guidelines #icchat

Indeed, guidelines are critical. The trick is to convince leaders that their employees can be trusted to follow them. This is a huge issue in regulated industries, such as securities firms, banks, medical.

The too-fast conversation wrapped up talking about how these web tools — in particular intranets — are measured.

@Wedge: To Q4: behaviour change. Impact, rather than ‘hits’ (although ‘hits’ are a baseline to indicate use / usefulness. #icchat #intranet

@wheati: Loosely…% of front line adopting RSS was one measure. #icchat

@CommAMMO: @wheati Tying the stats back to outcomes, even just simple correls is helpful – language of C-suite. #icchat

@tnerko: Word of mouth and feedback links for now, looking forward to commenting in sharepoint and will run focus groups as well #icchat

Next #ICChat is 21 September, 2-3 pm Eastern (North America), and we’re open to suggestions as to topic and potential guests. Hope to see you then.

What would you add to this? How can we make #ICChat better? Use the comments, or send me an email.

Sean Williams can help you: Consulting, Strategic Planning, Measurement, Training, Writing/Editing.

CommAMMO: One angle @csledzik is to quantify amt of email traffic – if you banned Word doc attch’s in fav of Google docs/Sharep methods #icchat
6:16 pm CommAMMO: @wheati @irosen Less email through the wall means lower data proc costs – RSS is seemless, no? #icchat
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Employee Engagement Still Relevant

Thursday, August 26th, 2010

On 24 August, a group of internal communication folks gathered on Twitter for #ICChat, the twice-monthly discussion that a few of us think might be valuable. The topic: Employee Engagement, the Gallup Q12-fueled effort to make employees feel good enough about their organization that they turn into brand champions. (Or peer leaders, or influencers, or advocates, what have you. Pick a term).

This edition was far and away the most participation we’ve had, thanks to interest from several prominent IABC’ers and, no doubt, relentless marketing by Yours Truly (grin).  We’re following in the huge footsteps of Twitter mega-chats like #SoloPR, #PR20Chat, #BlogChat, #B2BChat #PRStudChat #IMCChat and a bunch of others, so 20 chatters and 241 tweets gives me hope.

By the way, #ICCHat and those other # thingies are ‘hashtags‘ – a string of text that makes it so that you can find tweets that contain it when you search on Twitter.  I use a third-party application, www.TweetChat.com, to organize my chatting — it automatically puts the hashtag into the tweet and makes it so you can see the chat stream separately from your other Twitter activity. E-mail me if you need a primer.

If you’d like to work through the transcript, you can find it here. Otherwise, read on for my summary and opinions.

Defining employee engagement was quite the task, as you can read here.  Not much consensus, but many interesting perspectives. I liked @DMarkSchumann‘s line:

“you know, engagement is simple – we all simply want to believe we matter – silly us”

I also loved @JGombita‘s:

“Q1: Employee engagement is when corporate values can talked about without eyeball rolling or sniggers”

@JPChurch said:

Q1: EE is the point where emps are in synch with your org’s goals, know how they affect their own jobs, and can take the ball & run

And the capper of employee-focused employee engagement-ism from @CSledzik:

“Q1: we’ve been using a 1st person description. An EE can say: ‘I fit, I’m clear, I’m supported, I’m valued, I’m inspired.’”

We talked about how to foster engagement — and our answers ran the range from the general, from @HeatherSTL:

“Honestly? Extend trust, hold ppl accountable, reward success :)

to the specific, courtesy of @BenjaminRossDC:

“The best way to foster engagement, hands-down, is though profit-sharing incentives”

and @JostleMe:

“helping each individual understand they are part of a winning team that is making a difference”

and @JGombita:

“One of the best ways to foster engagement is if you ask employees for feedback, .actually do something with it”

Walking one’s talk — building trust through authenticity and openness — was another frequently offered mode of generating engagement. Responses to the question, “Why is authenticity, transparency, ‘do right’ seemingly so difficult for organizations to embrace” were fascinating. @JPChurch:

“Because leaders wrongly think those things are “soft,” and have no obvious ROI. Au contraire.”

@RobinRox offered the contrary example:

“Depends on how you get to that bottom line. Container Store site “what we stand for” makes me want to shop there more.”

I could go on, but just read the transcript – there are great quotes (one cool by-product of Twitter chats)…

With so much responsibility falling on the shoulders of leadership, we discussed the role of communication styles on the engagement equation. @RobinRox:

if the leader’s style is so contrary to the “feel” of the company and its values, it is harder to gain a loyal following

@CSledzik:

“Culture of comm. equally important. Nothing beats two-way open comm channels, esp when leadership is involved in the convo.”

@JGombita:

“Q4 don’t think it’s so much whether the leader is an extrovert/introvert, it’s whether s/he actually LISTENS & implements”

@DMarkSchumann:

“[...]engagement only matters to employees if leadership demonstrates that people matter”

@JPchurch:

“Must be careful not to change comm efforts too much to match exec style, though – messages must be genuine & lasting.”

@DMarkSchumann

“no longer can a leader delegate engagement to others – it is the job”

It was a terrific conversation.  You could see for yourself.  If you’re not on Twitter, just sign up for a name — you don’t have to do the rest of the stuff we Twitter-people do if you don’t want to.  Just use the account for participating in Twitter meetings like #ICChat.  By the way, we resume our discussion September 7 at 2 p.m. Eastern time — topic is likely “Emerging Internal Web Tools/Trends.” Hope to see you there.

By the way, Jostle’s Brad Palmer wrote a summary here; and D. Mark Schumann did so too.  Many thanks to all of you.

Q1: EE is the point where emps are in synch with your org’s goals, know how they affect their own jobs, and can take the ball & run #icchat
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4 Steps to Build Relationships with HR (& others)

Tuesday, August 17th, 2010

It’s an axiom that the Human Resources and Public Relations teams often don’t get along, though as with the IT crew, we should be fast friends and excellent partners.

Let’s face it, it can’t be easy to be an HR pro these days. “HR jobs are often the last to go in a recession. Layoffs, wage freezes, benefits cuts, discrimination lawsuits, new government regulations and other recession-fueled workplace developments all generate additional HR work…” (Workforce Management, May 2010, p. 16).  All that extra work, especially the human factors, have to bring a boat-load of stress.

We PR folks haven’t had it easy the last couple of years, either, as our staffs and budgets got squeezed. Long hours, multiple shifting priorities…  That’s even more a reason to partner-up, even as compadres in misery.

Whether in good times or bad, HR or IT, what do we do to foster professional relationships? Follow these four steps:

1. Communicate: Start by opening lines of communication. Reach out, go for coffee or lunch, ask lots of questions about HR’s business goals and how they’re striving toward them. Put yourself in their shoes. HR folks have a lot to offer, and a lot of times, just need your expression of interest to open up. Besides, that’s how we’re supposed to gather business intelligence, anyway — by talking to people.

2. Coordinate: Where do your worlds intersect?  HR content is important, whether for employees or for external constituencies. What events, projects, initiatives are on the horizon? Again, look at it from their perspective.  It may seem basic, but the big issue is the old right-had/left-hand disconnect. Help to reconnect by sharing information from your broad perspective and by being ready to make a few changes to your plans to accommodate HR’s situation and goals. You want employees to be informed, and so does HR. You want the organization to attract qualified prospective employees, and so does HR. We’re not so different from one another — we’re professionals with jobs to do.

3. Collaborate: Every department has been doing more with less. Pitch in and offer to help out.  At Goodyear, I volunteered to be part of an organizational effectiveness audit. My participation allowed the audit to move a bit more quickly and spare some folks a couple of really long days. It also allowed me to hear from our front-line employees face to face. They weren’t shy about their experiences with leadership, and communication. I was able to look through HR’s lens — thinking and talking about how to improve the organization. Plus, I built trust, won some allies and made some friends in the organization, always helpful outcomes for a communicator. Yes, we’re all busy, but it’s worth the investment of time.

4. Counsel: The heart of being a trusted counselor is the relationship. Working hard at forging professional bonds with your HR team gets noticed. For that matter, you could apply these steps to any constituency, whether you’re in conflict or not.  When you’re known for your curiosity, willingness to help and ability to add value to a discussion, you’re setting a strong foundation for relationships and your role as a trusted adviser — a seat at the strategic table.

You still need to bring the goods, by the way — your planning, advice and writing have to be first-rate. The assumption of expert status must be backed up by your outstanding performance, again whether you’re working with HR, Finance, IT or whomever.

When you do it right, you’ll discover what great partners they can be.

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