It’s graduation season, the time of year when profound advice cascades from intellectuals and B-list celebrities.
If the speechwriter has done his/her job, you’ll find in these speeches messages worth sharing. When it’s time for your next employee meeting or leadership development talk, use these quotes from commencement speakers to inspire your writing.
“It’s easier to tear something down than to build something up. It’s easier to poke holes in an idea than it is to think of ways to fill them. And it’s easier to focus on the 100 reasons you shouldn’t do something rather than the one reason you should.”
“Raise people’s aspirations for what they can become and release their energies so they will try to get there.”
“What I regret most in my life are failures of kindness. Those moments when another human being was there, in front of me, suffering, and I responded … sensibly. Reservedly. Mildly.”
“You can be like a thermometer, just reflecting the world around you. Or you can be a thermostat, one of the people that set the temperature.”
“A failure often does not have to be a failure at all. However, you have to be ready for it. Will you admit when things go wrong? Will you take steps to set them right? Because the difference between triumph and defeat, you’ll find, isn’t about willingness to take risks. It’s about mastery of rescue.”
“The most enduring skill you can bring to the workplace is the ability to learn how to learn.”
“If you are successful, it is because somewhere, sometime, someone gave you an idea that started you in the right direction. Remember that you are indebted to life until you help some less fortunate person, just as you were helped.”
It is said that each new year brings a fresh start. That’s noticeably true in the workplace, where the holiday break provides a mental refresh and reset. January is the perfect time to jump-start internal communication and help employees prepare for what’s ahead this year. Use these four resolutions to get off to a great start.
1. Welcome to 2023 message. The CEO, or the executive team, should always begin the year with a message to employees. It’s an opportunity to say thank you for everything that was accomplished the previous year, to recap successes, and to look ahead to the current year. Most importantly, the message helps to align around shared goals that make the biggest difference in the business. Before they can perform, innovate, and deliver, team members need to hear from senior leadership. Don’t delay in creating this communication: get it done in January, even if you don’t have all the strategic initiatives completely mapped out. Managers must ensure employees understand how team priorities align with business strategies.
2. Communicate the company mission and values. How often do employees need to be reminded of the company’s mission and values? Frequently. While your business priorities may change in the coming year, the mission and values should be the cornerstone. Every announcement should be framed by the values. Performance management, recognition, and rewards programs should directly align. Accelerate the connection to mission and values in all internal communications.
3. Commit to storytelling. It’s time to acknowledge that the essay format you learned in high school is obsolete. The shortest distance between two people is a story. It’s effective whether recognizing individuals that live your company values or using data to highlight the gaps in business performance. Storytelling makes complex ideas simple, human, and relatable. The best stories are specific and spark emotion. When you incorporate storytelling into internal communications, you’re more likely to engage, persuade, and move people to action.
4. Prioritize employee connection and development. The shift to remote work means that there are fewer opportunities for informal development and coaching. Ensure that employees, on-site and remote, know that their talents and abilities are valued. Hold leaders accountable for providing meaningful developmental feedback that identifies and prepares employees to take on your company’s biggest challenges.
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.
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.”
A recent conversation with a smart, successful corporate leader has me still shaking my head. He was reflecting on the lack of urgency and so-so performance of some of their teams. “They just don’t get it,” he said. “I don’t know how we can get through to them.” It doesn’t take the investigative powers of Sherlock Holmes to identify a disconnect between the business strategy and employee performance. The failure here is not on the part of the employees, it’s the communications strategy. Sustained communications remind everyone of what you’re trying to achieve together. Here are three frequent internal communication fails and how to fix them:
No consistent communications Without communications, employees create their own narrative. No matter what channel works best for your business, choose a communications timetable and stick to it. Ad hoc doesn’t work. The message doesn’t need to be long, or over-produced. Sometimes an update, or a checklist or outlook for the next 30 days is enough. When weeks and months go by without a message from the leader, don’t expect employees to think things are OK.
No clarity on the big picture According to the Bureau of Labor Statistics, the average American works 44 hours per week, or 8.8 hours per day. Wouldn’t it be great if everyone was focused on the same goals? A survey by Weber Shandwick found that only four in 10 employees can describe what their employer does and only 37% know the company’s goals. Ugh! Leaders must be relentless in connecting people to purpose by clearly communicating the company purpose, mission and goals. Just when you’re sick of talking about it, you’re reaching someone for the first time.
Relying on email as your go-to channel We’ve been talking about the death of email as an effective internal communications tool forever, but the dominance of millennials in the workplace should finally do it in. Every generation has a communication preference and the future is digital. If you’re relying on email to communicate with employees, you’ve got a problem. Add other channels to your communications mix and consider cloud-based products like Slack, GSuite or Microsoft teams.
Looking for ways to improve clarity, alignment, and trust with your employees? Need some help with that? Get in touch: [email protected]
When iTunes debuted 18 years ago, it was a radical concept. Don’t buy the whole album; pay 99 cents for
the one song you like. Get a thousand songs in your pocket!
Apple made the announcement this month that it would move to
three individual dedicated apps for music, podcasts and TV. Users can maintain
their iTunes libraries and choose to subscribe to Apple Music. Pundits agreed
it was the right move, even though it’s the end of an era.
Think about your business communications: what channels or practices do you need to put
the brakes on?
Sometimes we stick with a communications process or channel
because it’s comfortable. It’s worked in
the past. It’s a no brainer to produce
it. But it takes a bit of courage to
realize that what worked before isn’t working now or is not sustainable in the
future. Change can be unsettling, but
it’s also troubling to find out your newsletter or intranet or CEO blog is
ineffective because it has no audience.
Ready to evaluate your internal communications strategy? Get in touch with me:[email protected].