When you’re in need of a quick dose of encouragement, look no further than college commencement addresses. Graduation speakers have the unenviable task of distilling profound advice into actionable soundbites. While some speeches are more memorable than others, these will uplift and inspire.
“Find a group of people who challenge and inspire you, spend a lot of time with them, and it will change your life. No one is here today because they did it on their own.”
“The most enduring skill you can bring to the workplace is the ability to learn how to learn.”
“Don’t let anyone tell you that you can’t do something, but especially not yourself.”
“Finding something you are passionate about gives you a sense of purpose and is a big part of happiness. To find it though, you need to be honest with yourself, observant, and make the most of the situation. Find the smartest people you can and surround yourself with them.”
“When you feel lost in this tangled web of problems, know that in truth, the way out of it is simple. Instinctual, really. It’s love. Love should be your North Star. Let it guide you.”
“Nobody likes to fail but failure is an essential part of life and of learning. If your uniform isn’t dirty, you haven’t been in the game.”
Tom Peters was so right when he noted “People don’t forget kindness.” It’s the same with gratitude. The power of a sincere thank you cannot be overestimated. In a recent study on employee engagement, the top factor of job satisfaction was respectful treatment of employees at all levels. Second on the list was trust between employees and management. If you practice the first item, you achieve the second one.
It takes conscious effort to build a culture where every employee feels appreciated. We all like to be noticed for the good things we do. People who feel appreciated believe their work makes a difference. They are more willing to go the extra mile because they know someone notices.
Making gratitude visible is a step you can build into your internal communications. Here are three ways to build appreciation into your workplace culture:
Involve senior leadership– Create a year-end video of the senior management team thanking team members during this extraordinary year.
Be specific– Don’t underestimate the power of a thank you note. It’s low tech, but more effective than a gift card. Be specific about how the individual contributes to the team. Your employees will know that you are paying attention.
Introduce a peer-to-peer recognition program– It feels great to say thank you. That’s why peer-to-peer recognition programs are motivating to employees. They strengthen a culture of collaboration. Tailor the program to your business, align with your company values, and make the recognition defined, public, and fun.
When you recognize people for their contributions, they perform better, trust grows and so does your workplace culture.
Gallup’s latest study on employee engagement revealed the awful truth that only about 3 in 10 American workers are truly engaged in their work and workplace. Following the havoc of the pandemic, leaders are struggling to inspire team members to take initiative, commit to their company’s success, and be more productive.
The long-running survey on engagement has shown that employees are engaged when their deeper needs to feel valued, grow and develop, maximize their strengths and make a meaningful contribution are fulfilled.
The results of Gallop’s studies point to three specific things employees need to feel good about their jobs and be fully engaged. Here are some suggestions communications teams can use to make these three elements work for your company:
Employees want a leader and a company who care about them and their development– When you truly believe employees are the company’s most valuable asset, it shines through in the frequency and manner with which you communicate with them. Let them know specificallyhow the company is working hard to ensure their success. Share information about important changes and initiatives as freely as possible to show employee how their contributions matter to overall business success.
They’re looking for a role that matches their strengths– Every job presents interpersonal and character growth opportunities. Help employees see what mountains they can successfully climb right now and show how they can gain skills and experience on their career journey.
They want to know that their contributions matter– Chances are, your employees believe—or once believed—in your company’s mission and values—what you contribute to the world at large. Keep this purpose at the core of your communications. Be sure you regularly articulate the relationship of the work employees do every day to your mission.
What’s the connection between all of these elements? Proactive, inspiring, and consistent internal communications. It’s the most productive way to get everyone focused on priorities and engaged in their work.
One of the key takeaways of the past 16-months is that work from home is no longer a perk, but rather the future for many businesses. The hybrid workplace, where employees are co-located and have the ability to work remotely, is a hot topic, particularly with employees. A recent survey from SHRM revealed that 52% of respondents would like to continue to work remotely forever while 35% would accept a pay cut to work from home.
The shift to hybrid working means that companies have the opportunity to reset the workplace culture in many ways. But the tenets of pre-pandemic employee engagement have not changed. Communication continues to be the key to ensuring alignment and building company culture. Here are four recommendations we’re making to clients.
Conduct a health check for online collaboration tools
When the pandemic hit, businesses moved quickly to stand up collaboration tools that would keep employees connected and working productively. As hybrid workplaces evolve towards permanency, now is the time to assess how these tools are working and if remote workers have the right support and infrastructure for the long haul. If you don’t know how well they are working, survey employees now.
Create consistent person-to-person connections
Whether through group or individual online sessions, every remote employee should have a regular touchpoint with his/her manager. This ensures understanding of expectations and opportunities for feedback. Engagement lags when employees think their manager does not know, or care, what they do. Consistent interaction helps to build pride and performance.
Reimagine employee onboarding
The first 90 days in a new role is a pivotal time that can set up an employee for success or failure. Learning a new role while working remotely can feel isolating. Put practices in place to ensure the new employee understands the role, who to go to for support, and where to learn about the mission and culture of your workplace. Show your team personality with online Welcome party or a Hi There kit with company swag. Most importantly, give the new hire something to do and help prepare them to contribute.
Make recognition visible
The days of bringing everyone together for cake to celebrate a win or a milestone may be gone, but don’t skimp on saying thank you. Research indicates that when employees feel recognized and valued, they tend to be more satisfied, are more productive, and are more likely to engage with the rest of the team. Reevaluate your company recognition program with a lens on remote workers so that everyone knows their contributions are celebrated.
During graduation season, you can count on speakers, the profound and the superficial (I’m looking at you reality show celebs), to make a connection. Their goal is to inspire others to reflect or take action or celebrate.
As leaders and communicators, we’re also looking for a spark to lift and embolden us in our work. Here are some of our favorite quotes. Take a break from Zoom call fatigue and use them to jumpstart your storytelling and communications.
“Waiting for perfect is never as smart as making progress.”
“I believe in the power of storytelling because stories open our hearts to a new place, which opens our minds, which often leads to action.”
“Be unafraid to be completely you, and accept all those other individuals you meet as they are.”
“Before dreaming about the future or making plans, you need to articulate what you already have going for you—as entrepreneurs do.”
“Good writing does not succeed or fail on the strength of its ability to persuade. It succeeds or fails on the strength of its ability to engage you, to make you think, to give you a glimpse into someone else’s head.”
“Failure is not something to be ashamed of; it’s something to be powered by. Failure is the highest octane fuel your life can run on. You got to learn to make failure your fuel.”
“It takes 20 years to build a reputation and five minutes to ruin it. If you think about that, you’ll do things differently.”
“As you enter positions of trust and power, dream a little before you think.”
February is Black History Month, a time to reflect, celebrate and learn about the heritage and significant contributions of Black Americans. Although many businesses are operating in work from home settings, there are many ways to engage employees in programming and spark meaningful conversations about racial justice that extend well past February.
Educate and spark dialog. Host a conversation series with guest speakers on topics such as Black culture, trailblazers and social justice. Encourage all employees to live your corporate values by educating themselves on racial injustice. Invite Black leaders within your company to share their career stories and talk about leadership development.
Connect and engage. Establish Employee Resource Groups, employee-led organizations focused on fostering an inclusive workplace and aligning with business objectives. ERGs are a powerful tool in employee retention, engagement, and development of future leaders.
Involve employees in brand and internal storytelling. Do your communication channels, recruiting and marketing materials look as diverse as your employee population? Employees are the most credible brand ambassadors, both internally and externally. Create new ways to showcase your employees and their stories.
Start a Leadership Book Club. Use the Lean In model as a template for a Company Book Club. Select at book, and create a company-wide reading event culminating with a moderated discussion with a company leader. Looking for inspiration? Here are some amazing books:
How to Be an Antiracist” by Ibram X. Kendi
“Caste: The Origins of Our Discontents” by Isabel Wilkerson
“Walking with the Wind: A Memoir of the Movement” by John Lewis and Michael D’Orso
The NAACP offers guidelines on what brands can do for Black History Month . This includes focused recruiting efforts of diverse leaders, supporting diversity and inclusion programs within your business and engaging with local social justice organizations.
In May, our little company reached a noteworthy milestone: 20 years in business. Since 65% of new businesses fail in the first ten years, we were feeling kind of proud.
We had plans for a year of celebration including an anniversary page on our website and a memorable get together with the clients, partners and friends who had helped build our business along the way. And then Covid altered our plans. Considerably.
Just like any business story, ours was shaped by successes and failures, marked by amazing good luck and work-to-exhaustion cycles. We met the most remarkable people and learned so much from clients and partners. It’s been an honor to earn their trust as we’ve partnered to create engaging communications and build performance.
So instead of a socially-distanced slice of cake and a glass of wine, we’re sharing three principles we’ve adopted in our first 20 years. They apply to building to building a business or navigating your career. Thank you to everyone who’s taught us these lessons along the way.
1. Get prepared to be lucky.
Business success is sometimes equal parts of hard work and good luck. But luck is not sustainable. You have to be prepared. That means identifying gaps, finding partners who can do what you can’t do, and having the emotional intelligence to lead others. Do the work of being prepared.
2. Follow the strategy and be accountable.
A goal without a plan is a wish. As a new business, our goal was to stay in business. We became more sophisticated over time. Part of that is not being in love with your own ideas, focusing relentlessly on delivering the strategy, and making adjustments. When you write down an aspirational business plan, don’t put it in the drawer. Review it, update it, and hold yourself accountable for results.
3. Find a fan. Be a fan.
No matter what you role, everyone needs a fan. Everyone needs someone to believe in them, to cheer them on, to drop a positive word of encouragement when things seem bleak. Find that person for you and be that person for someone else.
As we enter the fourth month of the global pandemic, employees seek more communication and connection with their managers according to a new survey from Gallup.
The survey, conducted in June, shows that employee preparedness and alignment is down 20% from the previous month. Key findings include:
41% say that my employer has communicated a clear plan of action in response to the coronavirus.
41% say I feel well prepared to do my job.
41% say my immediate supervisor keeps me informed about what’s going on.
42% say my organization cares about my overall well-being.
During this time of uncertainty, let your employees know what they can count on at work by purposefully dialing up on communications with these three actions.
Prepare managers to coach
The best managers know their role is to support others through change. People are different, and will have different reactions in the workplace to this challenging issue. That’s why maintaining dialogue is so important. Train managers to connect and check in with employees and provide resources and tools to use when coaching team members.
Share and update your workplace safety preparedness plan
If team members are working on-site, they want to know that their safety is important to the company leadership. Communicate your COVID-19 preparedness plan, ensuring it is specific to your workplace, includes control measures to reduce exposure, and maintains a safe and healthy work environment. Provide an update in every communication from leadership. For those working remotely with an upcoming return date, spell out the plan so that they know what to expect. This issue will be top of mind for your team members throughout this year, so one and done communications won’t be enough.
Activate two-way communication channels
What process do you have in place to gather feedback from team members right now? Some companies have rescheduled or shelved employee surveys during this period. Employees still need to feel valued, heard, and engaged. Consider online town halls, message boards and group chats, or polls and QR code surveys for immediate feedback. Then, and this is important, act on the feedback. Share what you heard and let it guide your communications.
Looking for communications support for your business? Insight can help. Get in touch with us.
By now, some of us have been working from home, sheltering in place for six weeks and it’s not clear when we’ll return to work as we experienced it before. Unprecedented is too small a word to use to describe the toll: 2.7 million coronavirus cases globally and 26 million Americans have filed jobless claims.
Now more than ever, communications from company leadership is key to building trust and maintaining focus. In many businesses, leaders are working around the clock to determine a path forward. Proactively communicating with employees must be part of that strategy. Here are some practical tips to keep your team members connected and focused.
1. Start with Compassion
Many of your employees have been affected by the virus. Whether impacted personally by illness, caring for family or friends, supervising home schooling, or taking care of children, everyone is dealing with something. Be concerned about employees’ and health and safety. Direct them to Employee Assistance Programs and other company-sponsored benefits. Provide a sincere thank you to everyone keeping things moving for the business and your customers. Be human and sincere.
2. Be Clear about the Way Forward
Things are bad everywhere and everyone knows it. Communicate the steps being taken to preserve the health of your business. Identify the biggest challenges and what the leadership team is doing to address them. Be positive about what is working well. Ask everyone to encourage and support colleagues and customers, in ways big and small. Show pride and share stories of how your people support the community and each other.
3. Empower Two-Way Communication
People consume information in different ways, so use all the channels available to your business. Resources like blogs, email, video, and the company intranet are effective, but also provide a way to collect and encourage feedback from team members. Make it easy to access. Ask for ideas on redeploying resources, increasing efficiency, and creatively solve problems. When employees feel heard, they perform well.
4. Lean on Line Managers
This is the time for your line managers to shine. While online town halls and video conferencing from leaders are essential to provide clarity, the most credible source is the manager. Prepare managers with talking points so the message is clear and consistent.