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.
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
About 10 years ago, Brad Whitworth at Hewlett-Packard found a statistical correlation between employees’ satisfaction with face-to-face communication with their supervisors and those employees’ productivity and intention to stay with the company, both of which are measurable bottom-line issues.
What I have seen in “best practices” varies quite a bit from satellite broadcasts to all locations, to videos tailored to different job functions, to Web casts that include not only picture/sound of an executive being interviewed, but also windows on the screen to either submit a question to the interviewee or to participate in an ongoing chat with other viewers on everyone’s reactions to what is being said.
Q: I am finishing my MS in Communication Arts at IONA, and my thesis topic is the correlation between effective communication and successful merger results. Have you performed any studies on this topic or can you point me towards one that you know about? Thanks. Margaret McLean Walsh A: Dear Margaret: William M. Mercer, Incorporated,
Remember that not only the employees working at the plant are interested in an expansion like this. Be sure to keep the other employees informed about progress and allow for their questions as well.