Blog

Category: Engagement

Honoring Military Veterans at Work

One of the clearest memories of my childhood is connected to Veterans Day.  At the end of the church service, the priest asked all current and former military members to stand and be recognized for their service.  My father, who never spoke about his military service, would stand up, a little straighter than usual.  There were dozens of others who did the same.  As they left the church, they chatted and joked with each other about who had the easier tour of duty.

Recognition is meaningful.

Veterans Day, November 11, provides an opportunity to strengthen support for employees who are current and former service members and their families.  A simple recognition or expression of thanks means so much to those who’ve served. Within the workplace, consider these actions to show that your company values the service, experience and commitment of military veterans and their families:

  • Invite employees who served in the military to a special gathering or luncheon.
  • Establish a military veteran Employee Resource Group.
  • Make a contribution to a community veteran scholarship program.
  • Highlight employees who served in the military in company media and websites.
  • Host a community day of service for employees to give back at local veteran facilities, national cemeteries, or VA hospitals.

Current service members and those transitioning from military life make excellent employees. Recruiting veterans can be a successful component of your diversity, equity, and inclusion strategy.

  • Connect with non-profit organizations like American Corporate Partners to provide career coaches and mentors to veterans, active duty, and military spouses.
  • Partner with hiring programs that benefit veterans, transitioning service members, and their families.

Expressing thanks and support makes all of us better leaders, partners, and colleagues.  Make a commitment to show appreciation, develop, and hire those who served our country. 

Three Ways to Improve Benefit Communications

The Great Resignation is leading companies to rethink their approach to employee benefits. While flexible work initiatives seemed cutting edge only a few years ago (remember summer hours and Fri-Yeahs?), today a hybrid work environment is a standard consideration for many job seekers. Well-being offerings (financial, mental health support, parental/family care leave) are edging up the list of must-haves for job seekers.

While HR leaders grapple with which offerings to add or remove from benefits packages, an immediate solution is at hand:  do a better job of communicating the value of the benefit programs you have now.  Then promote new offerings as an extension of your company values.

Consider these three steps:

1. Market your benefits like you do your brand. Go beyond employee orientation and open enrollment and talk up benefits year-round. Research indicates that only 49% of employees understand their benefits and close to 80% do not review their open enrollment materials. Let’s do better! Develop monthly educational updates and interactive tools for employees to get more detailed information. Dive a little deeper into how your benefits make a difference to employees.

2. Survey employees about their benefit preferences. To really understand why some benefits are popular and why others are underutilized, conduct a detailed benefits survey. Just adding a few questions to the annual employee engagement survey won’t provide the insights needed to make accurate decisions. Times change and some of the current offerings may not meet the needs of today’s workforce. This data can also guide decisions on what benefits are needed to remain competitive.

3. Keep it simple. Remember, everyone learns differently. Use a variety of communication channels and tactics. Brief, visual content delivers a big impact. Few are willing to spend the time required to read through a Summary Plan Document. Clear language and easy-to-understand scenarios entice employees to learn more. 

When employees believe they are valued in the workplace, productivity, retention, and engagement rise. Telling a compelling story about your company’s benefits can contribute positively to that result.

Six Inspiring Graduation Speech Quotes

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.”

Amy Poehler

The most enduring skill you can bring to the workplace is the ability to learn how to learn.”

Thomas Friedman

“Don’t let anyone tell you that you can’t do something, but especially not yourself.”

Mindy Kaling

“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.”

Marissa Mayer

“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.

John Legend

“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.”

Ben Bernanke

Goodbye 2021!

As we say goodbye to 2021 (not a moment too soon!), we share our appreciation and gratitude to:

  • Those who encouraged us;
  • Those who challenged us;
  • Those who made us laugh out loud (for what is life without laughter?);
  • Those who inspired us to think about things in new ways;
  • Those who led by example.

‘Tis the season for us to tell you how much you mean to us. Merry Christmas, Happy Holidays, and best wishes for new journeys in 2022.

The Power of Gratitude is a Multiplier

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.

Employee Engagement: Still Low

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:

  1. 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 specifically how 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.
  2. 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.
  3. 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.

Looking Ahead: Communicating in a Hybrid Workplace

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.

Sixty Seconds of Leadership Inspiration

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.”

Seth Godin

“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.”

Melinda Gates

“Be unafraid to be completely you, and accept all those other individuals you meet as they are.”

Alicia Keys

“Before dreaming about the future or making plans, you need to articulate what you already have going for you—as entrepreneurs do.”

Reid Hoffman

 “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.”

Malcolm Gladwell

“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.”

 –Abby Wambach

“It takes 20 years to build a reputation and five minutes to ruin it. If you think about that, you’ll do things differently.”

Warren Buffett

As you enter positions of trust and power, dream a little before you think.”

Toni Morrison

Celebrating Black History Month at Work

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.

Happy Birthday to us!

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.