internal communications

The disengagement of engagement: There’s a monster outside my window

Engagement surveys, done badly, can be disengaging for employees. If your response rates are declining, if news of an approaching survey creates dread among employees or if informal company conversations don’t match up to survey results, your engagement survey may be part of the problem.

 

Soteres Consulting has been involved in communicating engagement survey results at dozens of organizations. This is the third of three blogs examining some common engagement survey challenges, specifically:

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By | November 29th, 2016|employee engagement, internal communications|0 Comments

The disengagement of engagement: Please, give us more work to do

Sometimes the most disengaging thing a company can do is a badly executed engagement survey. If your company has to push harder with every survey to get the same response rate, if the water cooler talk does not match up to the survey results, if news of an approaching survey creates dread among employees, your engagement survey may be part of the problem.

 

Soteres Consulting has been involved in communicating engagement survey results at dozens of organizations. This is the second of three blogs that look at common dysfunctions of engagement surveys, with a few notes on how better communications can lead to better outcomes.

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By | November 15th, 2016|employee engagement, internal communications|0 Comments

The disengagement of engagement: Is the survey your biggest problem?

Sometimes the most disengaging thing a company does is its engagement survey. If your company has to push harder with every survey to get the same response rate, if the water cooler talk does not match up to survey results, if news of an approaching survey creates a sense of dread, it may be that your engagement survey is starting to be part of the problem.

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By | November 10th, 2016|employee engagement, internal communications|0 Comments

Where’s the click? Of Steve Jobs, headphones, iPods and endings

aaeaaqaaaaaaaak_aaaajguzogy4mju5lwvkotytngyymc04zgu2ltzjotczody4ytrkygI’ve been blogging a lot lately about the importance of endings. As part of my research, I came across an interesting, possibly apocryphal story about Steve Jobs that I thought was interesting. It goes something like this:

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By | November 3rd, 2016|change communications, internal communications|0 Comments

Benefits may be the most strategic thing you ever communicate

Your internal communications play a powerful role in defining the relationship that you have with your employees. Every email that you send introduces employees to choices about how far they will trust your words and accept them.

 

The tone and style of our communications accumulate and help shape … or distort … the quality of the relationship between people and their employers. It follows that employees will read more carefully and weigh more heavily those communications that are more directly relevant to them.

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By | October 17th, 2016|benefits, change communications, internal communications|0 Comments

Doing change differently — don’t drop your outliers

Companies struggle with status quo thinking and behaviors. The larger the organization, the stronger these static forces become. One of the more common status quo behaviors is the question: “What are other people doing?”

 

Decision-makers have good reasons for asking what others have done. For one thing, it keeps outcomes safely in the center of the bell curve. Doing what others have done is less likely to produce an outlier result one way or the other – for better or for worse. While herd decisions may protect you temporarily from disastrous outcomes, they also create institutional inertia that can keep you from positive windfalls and inspiring triumphs.

 

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By | October 4th, 2016|change communications, internal communications|0 Comments

Fear and overload

aaeaaqaaaaaaaac3aaaajdflnjm3ntjllwm3ytetngezmc04zjaxltvkyzqyngixzjrkmaIn The Signal and the Noise Nate Silver correlates exponential growth in information with periods of violence and unrest. In his words, “The amount of information was increasing much more rapidly than our understanding of what to do with it, or our ability to differentiate the useful information from the mistruths.”

 

Silver adds, “The instinctual shortcut that we take when we have too much information is to engage with it selectively, picking out the parts we like and ignoring the remainder, making allies with those who have made the same choices and enemies of the rest.”

 

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By | September 21st, 2016|change communications, internal communications|0 Comments

Best communication practices require year-round benefits campaigns (Part 2)

This article continues last week’s about the increasing need for year-round benefits open enrollment communications. This week our focus is on the finances of benefits elections with emphasis on incentives and taxes. Here are a few reasons why communicating once a year in the Fall may no longer be enough:

 

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By | September 14th, 2016|change communications, internal communications|0 Comments

Best practice communications: Communicating health benefits year-round (Part 1)

Open enrollment communications used to happen annually. Not any longer. Changes to health care have turned benefits communications into year-round campaigns with heavy education and training components.

 

In addition to health benefits enrollment communications that traditionally happen between September and November, there are now good reasons to plan separate but related campaigns in December/January, in March/April, and in May/June.
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FLSA changes: Get a good start on creating more effective internal communications

As August winds down, you may feel like you are falling behind when it comes to implementing and communicating Fair Labor Standards Act (FLSA) changes that will affect the exempt/non-exempt status of many employees.

 

There are many web resources and organizations such as the PHRA to help you manage the change, but the focus of this article is on communication and some things you can start doing now, even if you do not yet know all the details of how FLSA changes will affect your workforce.

 

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By | August 22nd, 2016|change management, FLSA, internal communications|0 Comments