Archive for the ‘Internal Communication’ Category

Creating a Plan to Improve Corporate Communications

Tuesday, October 5th, 2021
Effective corporate communication has always been important. Now, though, in a hybrid and continuing uncertain corporate environment, it’s more important than ever for organizations to determine how effective their corporate communications efforts are, and what adjustments or improvements need to be made to keep employees engaged, productive, and employed!
What worked pre-pandemic almost certainly doesn’t work anymore. It’s critical that corporate communications and HR staff work together to create a strategy and plan for moving forward.

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Battling Blind Spots to Boost Management and Marketing Effectiveness

Thursday, September 30th, 2021

Unconscious bias results in bias that can make us miss out on different perspectives to make better marketing decisions.

Blindspots are something we all have based on our past experiences, interactions with others, and the opinions and values we’ve formed over time. I remember learning early in my career about the Johari Window in a leadership seminar I attended. It’s a model designed to help us understand and improve communications through the recognition that we all are impacted by the things we don’t know. Human nature is such that each of us has biases and blind spots that we’re generally not aware of.

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Best Practices for Managing Remotely (You Already Know These…)

Tuesday, September 28th, 2021

Man Working From Home Having Online Group Videoconference On Laptop

Over the past several months I’ve been very interested, even excited, to see how well the forced experiment with remote work has evolved. Since 2008 I’ve been working remotely. Even prior to that, I had several writing clients that I worked remotely for; most I’ve never met. (more…)

What Your Employees Don’t Know Could Hurt You: How Effective Communication Builds Strong Brand Ambassadors

Thursday, September 16th, 2021

I’m often surprised that the most overlooked audience, when it comes to communicating with key constituents, is the internal or employee audience. Companies are generally pretty good about recognizing that they need to communicate with customers and prospects, but employees tend to be an afterthought. This may be because of the assumption that since employees are part of the organization they somehow “know” what’s going on. After all, it was in the newsletter or on Slack, wasn’t it? The fact of the matter, though, is that companies can’t leave it to chance that employees are paying attention to the messages they’re sending, or that they understand which are the key messages that they should be paying attention to. (more…)

Capitalizing on the Big Benefits of a Growing Gig Economy

Friday, July 9th, 2021
video marketingWho could have predicted the rapid expansion of remote work and the “gig economy”? While the gig economy had already been making the news due to the emergence of companies like Uber and Lyft prior to the pandemic, the pandemic had had a significant impact on how companies are using and will continue to use remote workers in the future.

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How Will Your “New Normal” Impact Your Desired Corporate Culture?

Tuesday, June 15th, 2021
Every organization has a culture whether it has worked hard to establish one or not. Just like brands, cultures exist whether we are deliberate about defining, nurturing, and managing culture or not. In fact, organizations often have multiple cultures just as they may have multiple brands. The process, far simplified, for managing both is the same:

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Best Practice Communication Takes Many Forms

Thursday, June 10th, 2021
There is no such thing as “the best” communication channel whether considering internal channels for employee communications or external channels to connect with customers and potential customers. All organizations can benefit from having a wide variety of communication channels (both synchronous and asynchronous) to ensure that employees throughout the organization, regardless of role or communication channel preference, are receiving key messages.

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Managing Remote Staff: The Two Most Important Things You Need to Know

Monday, December 28th, 2020

I’ve been interested in telecommuting – or what is more commonly these days referred to as remote work – for many years now. My interest prompted me to research and write a book on telecommuting in 1991. Having worked as a freelance business journalist for a long time, while also employed full-time as director of corporate communications in the education, energy, and healthcare industries, I had worked remotely with a variety of editors for many years. Why couldn’t I also work remotely as a corporate communications director for companies in other locations? (more…)

How To Demonstrate Your Productivity When Working Remotely

Monday, November 2nd, 2020

I’ve been thinking a lot about remote work lately. Not only because of the coronavirus, and not only because I’ve been working from home since 2008, but because my new book “Managing Remote Staff: Capitalize on Work-from-Home Productivity” was released by Self-Counsel Press, a publisher I’ve written a number of books for.

I received a lot of input for the book from both those who manage remote staff and those who work remotely. Some have been doing this for a number of years; others only since the pandemic emerged and changed the work landscape forever. Companies have historically been hesitant to allow employees to work from locations other than their official workplaces. This is true for a variety of reasons, many revolving around trust, concerns about communication, and the ubiquitous concern managers have of being able to successfully manage employees when they are “out of sight, out of mind.”

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Should Organizations Do Away With Employee Surveys?

Tuesday, September 1st, 2020

Peter Capelli recently wrote a piece for The Wall Street Journal suggesting that it’s time to do away with employee surveys. Like similar calls for doing away with performance reviews, there are some very good reasons to seriously consider doing away with them—many people don’t like them, response rates are often very low and, all too often, nothing is really done with the information received which serves to demotivate rather than engage employees.

However, I really wouldn’t agree with just getting rid of either employee surveys or performance reviews. With employee surveys, though, I would agree that many surveys are not done well and may not be yielding reliable, valid, and actionable information for HR leaders, managers, and organizations.

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