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 |
