Carrying out employee engagement research allows communicators to demonstrate the bottom-line outcome of their work and, by measuring employee satisfaction, highlights where there are insufficient levels of communication or engagement. The role communication plays in engagement can only be proved if a survey instrument includes enough – or the right kinds of – questions about communication.
In this two-hour workshop, you will learn the difference between communicating about an organizational strategy and communicating in a way that actually fulfills the strategy. You will use a step-by-step process for engaging your executive management in communication planning in a way that feels like other, logical business processes they are comfortable with, and makes it easy to know what to measure.
I’m always perplexed when I see communicators saying they want to stop pushing their newsletters by email, or replace email with social media, or replace their intranet with apps without first researching the appropriateness of the channels to the content or the needs and preferences of their employees.
The only way you’ll know if your communication program is effective for your own employees is to obtain their input through a research project.
First, to make any kind of change in a workforce, employees need to become involved, not just informed. Second, it’s difficult to tell how well the culture is working without measurement.
Good employee communication doesn’t happen by itself. Survey results over the last 10 years prove the large impact on results that professional communicators can have.
Q: We will be moving from a regulated to an open market environment and as such are exploring innovative ways to engage employees in helping move the business along. I am looking for information on employee recognition programs that set out corporate-wide guidelines/policies on what, how, whom to recognize for their ideas and suggestions. Any