Nick Miller

Employee Engagement: Communicating corporate values

Start by identifying values that are easy to understand and remember. It is a formidable task to take a leader’s vision for the company and narrow it down to a few words employees should use to guide their efforts. On the flip side, if you want employees to truly adopt the company’s values, they need to be able to remember them and easily discuss their meanings. At Tribe, we recommend no more than three to five values written in language a third grader would understand.

Target recurring occasions and communications to acquaint and connect your workforce to your values. Values shouldn’t live exclusively on the poster on the break room wall. When planning any communications calendar, think of opportunities to incorporate the values into existing internal communication pieces, company events or programs. Rotate your values as the themes of your newsletter content or publish value-focused blogs and leadership videos. We especially like desktop tchotchkes such as Legos that reinforce values while also giving employees something to tinker with while working. The more instances your workforce happens upon corporate values, the better.

Designate values champions throughout the organization. Review your organization chart and identify middle-level managers in each department who have a passion for and exemplify the values. Charge them with ensuring the values are included in internal communication pieces, events and programs. Ask them to recognize other employees who are using or living the values and highlight those associates as heroes of the business. Involve your champions in the gap evaluation process of the values and reward them for the extra work and commitment they are giving to the company.

Integrate the values into your hiring and employee evaluation process. It is easy to say that your values are integral to your company’s success but to show employees the true importance you place on them, they should be included in the hiring and evaluation process. Include values-based questions during the interview as well as a checklist for hiring managers to use to ensure a prospect exemplifies them. A pre-boarding package that introduces values prior to an employee’s start date allows them to feel familiar with the values before their first hour is logged. It can also communicate that company values are of equal importance as other included elements, such as corporate policy. Incorporating your values into your evaluation process will both fortify the significance of values and offer supervisors the opportunity to coach an individual on how they can better employ those values within their work.

Looking to communicate corporate values to your employees? Tribe can help.

Nick Miller

Be the source of information your workforce can trust


The world experienced a global erosion of trust in their traditional sources of information in 2016.
The rise of fake news, alternative facts, and echo chambers, whether it be partisan press or social media, has hindered factual information from being treated as such.

The consequences of a workforce that is, by default, skeptical of information has wide ranging implications to your company. Ensuring your internal communications are excluded from such doubt of validity could be a difficult, but necessary, undertaking.

The good news is that, as an employer, you already have a foundation of trust to build upon. The 2017 Edelman Trust Barometer, an annual analysis of global trust in organizations, paints a positive picture for the influence of business. Business, as an institution, experienced the least significant degradation in trust by percentage, over government, media, and NGOs. According to Edelman’s study, three out of four people agree that a company “can take specific actions that can both increase profits and improve the economic and social conditions in the community where it operates.”

But business is not entirely in the clear, and must act in order to retain their favorable position. Globalization and wildly unbalanced financial gain of executives are common sources of fear and distrust among the workforce. Edelman’s study has also uncovered a corrosion of trust in experts, regardless of field, with CEO credibility decreasing the most in the past year, dropping to an all-time low. Peer-to-peer communication is considered most credible as people seem to be most comfortable with a spokesperson that is akin to themselves.

A number of conclusions can be drawn for internal communications. One of Tribe’s takeaways is that, now more than ever, corporate communications are most effective when it is communicated in a manner that makes all employees feel like they have the most accurate and current information about the company. That means giving the business reasons behind a major organizational change, for instance. It also means sharing numbers, whether you’re discussing the engagement survey or financial results.

Interested in maintaining the credibility of your internal communications? Tribe can help.

 

Nick Miller

Change Management: Four Tips to Communicate Bad News Best

Yellow road sign saying changes ahead with blue cloudy skyHeraclitus said “Change is the only constant in life,” and that applies as much to a company as any individual. Stagnation will smother a company’s success and so change should be celebrated as a part of the corporate life cycle. But sometimes change can be bad news to members of your workforce.

That doesn’t mean they don’t want to be informed. It’s the obligation of a business to keep their employees up-to-date on news that can affect their daily lives. In those instances, leadership is given the opportunity to communicate change respectively.

Here are five best practices for communicating with employees during tough times in a manner that helps employees get the right message for how to move forward:

  1. Focus on what you can impact. In other words, don’t waste precious time on things you can’t control. As much as you’d like to, you can’t dictate someone’s response to a message, nor do you have the luxury of changing the message to suit each individual. The most sensible and kind way to handle difficult communications is to deliver messages and news in an appropriate and timely manner.
  2. It’s about tone. It’s tough to deliver bad news one day and then follow with neutral or even positive news the next, but that is essential for a healthy communications team. It’s as detrimental to dwell on the hard decisions made yesterday as it is to rest on your laurels. Think of a newscaster whose job it is to report on a tragedy and then talk about a random act of kindness. Changing your tone accordingly is part of the job.
  3. Have a post-announcement plan. If you’re communications plan stops after the message is delivered, you can lose control of how that message evolves. Plan one or multiple follow up messages in order to combat the rumor mill. Initiate checkpoints to gauge how it’s going and invite feedback. Employees will feel more engaged if you involve them in the process.
  4. Don’t be surprised if employees think change is bad. If you’re not properly prepared for a negative response, it can come across as though your employees’ feelings were not factored in. Acknowledge that the news is unfortunate, but it is a part of the business process.

Need help communicating change to your employees? Tribe can help.

 

Nick Miller

Manager Communications: Coaching managers to engage employees

Coaching managers to empower and positively interact with their subordinates leads to higher morale, and therefore increased productivity and positive intention rates. Teaching managers to give their employees the freedom to make decisions also allows them to grow, resulting in a generation of future leaders. Here are four ways to increase the empowerment level of employees within your company:

  1. Encourage employees to take ownership of their jobs. Properly engaged employees will approach their job like they are working for their own company. When people take ownership of a job, they work with a higher level of dedication and deliver solid results. This also allows employees to take ownership of their mistakes, a very important step in professional growth.
  2. Don’t be a micromanager. A level of trust should be established that allows for an honest relationship with your employees. When people are trusted to do the job they are assigned to do, they generally rise to the occasion, increase performance levels and develop more respect for their leadership. Employees who are aware that a supervisor is constantly looking over their shoulder are much less likely to maintain high morale and will feel discouraged from offering their own ideas, both of which are detrimental to company growth.
  3. Present expectations clearly. When employee expectations are plainly presented, they are able to relax and focus their energy on the tasks at hand. Clear and established expectations between employee and employer allow people to not waste time worrying about job security or second-guessing their decisions.
  4. Balance coaching with listening. Creating an environment that allows people to share their opinions benefits the company as a whole. When leaders and employees are able to enter into a dialog, that is part listening and part coaching, both parties are able to educate themselves on the intricacies of the project and discover new solutions.

Are you interested in helping mangers engage employees? Tribe can help.

Nick Miller

Keeping Employees in the Loop: 3 channels to supplement your stagnant intranet

If you frequent blogs and newsfeeds that specialize in internal communications, chances are you’ve come across an article or two that put your intranet to shame. Ideally, the significance of a corporation’s information hub would be enough to gather funding for a makeover. But not every company has the resources to build or renovate an intranet to be that beacon of collaboration and conversation that some companies have the luxury of operating. So for now, here are a couple of channels that provide some of the benefits of an up-to-the-minute intranet:

  1. WordPress
    We have worked with a variety of clients that use WordPress sites either as a primary intranet or as a microsite used to announce internal brand launches or major change initiatives. The interface is relatively easy to use, allowing communications and HR departments the ability to develop a site with minimal programming experience or consulting. WordPress offers apps that make it mobile responsive and can be password protected, though we advise clients not to upload information that shouldn’t exist outside of a firewall. The beauty of WordPress is that it is scalable to whatever size or complexity suits your needs. It only requires some familiarity and a little imagination. One tip to keep in mind: you’ll want the WordPress.org version of the software so that you can apply your own company branding.
  2. Blogging App
    In our national research, we’ve found employees are more willing to use their personal mobile devices for company communications when it means downloading an app rather than sharing their phone number. If you are able to regularly secure blog posts from your leaders, posting a handful a week on one of a number of available apps can create an authentic two-way communication channel where employees can post comments and questions.
  3. Digital Signage
    Assuming your work environment has TV screens available, this is a simple, economic channel to keep topics top of mind, ranging from company news to culture and values. While they’re waiting for the elevator or in line at the company cafeteria, they can get bite-sized information to keep them in the loop. Plus, you omit the hurdle of building traffic to your site, since the traffic walks right by every day.

Want to explore alternatives to your stagnant or non-existent intranet? Tribe can help.

Nick Miller

Internal Communications: How to encourage your workforce to have more productive meetings

The late John Kenneth Galbraith, an acclaimed economist, wrote in 1969, “Meetings are a great trap. …they are indispensable when you don’t want to do anything.”

While we at Tribe are not quite that anti-meeting, we find that a handful of tips can reform these hour long escapes from doing actual work into sessions of decision and progress. Here are a couple pieces of advice for communicating good meeting habits to your employees:

  1. Communicate the importance of an agenda

Conducting a meeting without a list of points to cover can equate to herding cats. Simply by spelling out what will be covered during the meeting significantly increases the likelihood that attendees of a meeting will walk away with a clear plan of action. We suggest one is sent out before the meeting so that all involved have an understanding of the objective and are prepared with their input.

But telling your employees to use an agenda won’t change their bad habits overnight, so use subtle clues to encourage them. By installing an “Agenda” and “Desired Objective” section on your meeting room whiteboards or leaving blank agenda sheets on meeting tables, you are leaving a constant reminder to conduct meetings in a predetermined and organized fashion.

  1. Let employees know it’s okay to decline

It is important that associates understand that their time is their own to manage, and communicating to them that they are not required to accept every invite that comes their way will free up windows that are best spent elsewhere. Let them know that they have other options should they determine that their attendance is unnecessary. Communicate how it is acceptable to provide the input you may have on the subject by email prior to the meeting or send a substitute with similar proficiency. This is a point that can be emphasized during the onboarding process since new employees are more likely to feel discomfort declining meeting invites.

  1. Advise on how to limit wasting time in meetings

Periodic communications to associates about how to have more efficient meetings serves your workforce a benefit since most don’t know they need it. These can be in the form of dedicated communications or included in established communications such as a newsletter. Examples include:

“Try standing during meetings instead of sitting, so you are more likely to stay on schedule.”

or

“Recommend only one person conducts each meeting in order to avoid dysfunction.” 

Looking to communicate better meeting habits to your employees? Tribe can help.

Nick Miller

Fantasy Football in the Workplace: Productivity and Legal Concerns

Engagement experts can’t agree on whether or not fantasy football is a waste of time or a valuable tool. With the NFL season kicking off on September 8, over 57 million people across the United States and Canada have drafted or are preparing to draft their fantasy football teams. Chances are a significant number of your employees are taking part. So the question is: what effect does fantasy sports, especially football, have on your company’s productivity?

Time spent on fantasy football could lead to lost profit from an hourly productivity perspective. It is estimated by the Fantasy Sports Trade Association that 66% of full-time employees play fantasy and will spend an average of 12 hours in a full week on some fantasy related activity, whether it be researching, managing a team, or following coverage. Recent research suggests that only one hour per workday per employee who plays fantasy football could result in up to $16 billion in lost wages in the US over the 17 week-long NFL season.

But that doesn’t mean fantasy football leagues are entirely negative. In fact, there are multiple benefits to allowing or even promoting involvement in a league, including boosting morale, building camaraderie, and encouraging a horizontal introduction of employees who would otherwise not interact. When done in moderation, you may even notice fantasy football leads to an increase in productivity, since it is well documented that periods of focusing on work followed by short periods of rest actually lead to higher work efficiency.

If you plan to host office-wide fantasy leagues, double check to ensure that no laws are being broken and the company’s interests are protected. Most states do not allow online gambling so a pay-to-play policy could land you in hot water. Some states allow it under murky social gambling laws, but bragging rights are generally enough of a reward. In order to avoid issues with employment law, a published gambling policy that defines parameters of what is allowed and is consistently enforced is recommended. And with everything Tribe preaches, remember that this isn’t about fantasy football, it’s about employee engagement. So it’s key to offer other opportunities that bring employees together to avoid sport-apathetic associates feeling left out.

Are you interested in more employee engagement ideas? Tribe can help.

 

Nick Miller

Videos for Internal Communications: How long is too long?

HiResIf you’re thinking several minutes, you may want to reconsider. You’re unlikely to have anyone watch all the way through to the end of the video.

Research shows that after 10 seconds, a fifth of your audience has already clicked away. After 30 seconds, a third are no longer viewing, and this drops to nearly half by the one-minute mark.

Get your main takeaway in with those first ten seconds or jeopardize your ROI. Think like a newspaper reporter and use the inverted pyramid formula. The highest priority information goes first, with the remaining content following according to the hierarchy of its importance. communicated to the most people.
Keep your overall length relatively short as well. It might seem logical that your audience would want more information in a longer video, but research shows that desktop viewers generally stick around for only two minutes or less, and mobile viewers have about a 30 second longer attention span. Limit the use of graphics and transition to what is necessary to make the video engaging. Viewers can be easily overwhelmed if the video is oversaturated with motion and graphic elements.

That does not mean long-form videos are never appropriate. Quarterly earnings reviews, training videos, webinars and any information that would best be communicated in a TED Talk format are all examples of videos where you might bend the rules a bit.

Lastly, stick to the subject. While you want to get the most out of your investment, include only one topic in each video. It is both confusing and unprofessional to try and squeeze HR enrollment information in a video on corporate culture or a quarterly earnings review.

Ready to produce your own internal communications videos? Tribe can help.

Nick Miller

Internal Communications: The 9 to 5 and what’s next

HiRes

Back in the early 1900s, Economist John Maynard Keynes predicted that by 2030, most of the workforce would be clocking less than 15 hours a week. We are still a long way from such efficient standards, but 100 years ago, the 9 to 5 was still a relatively fresh concept. The notion of this schedule in the American workplace wouldn’t become the standard until the unprecedented effects of Henry Ford’s assembly line manufacturing and FDR’s New Deal had reached every corner of the country, with much of the globe following suit.

Keynes must have foreseen the affects of globalization, Millennials and an increasingly socially progressive society. The world is smaller; videoconferencing has changed the meaning of a centralized workforce; freelancing and self-employment are on the rise, as is mandatory vacation and maternity/paternity leave. Millennials are demanding more flexible work schedules and research on sleep and the difference between early- and late-risers is justifying their cause. How can a company communicate effectively with all these factors considered? What happened to the days of every employee at his or her desk by 9 am?

The concept of 9 to 5, a defining corporate characteristic that every single person living today has known since birth, is actually just a stop on the highly fluid track of industrial development. Internal communications might be viewed with the same big-picture perspective, evolving to match the needs of the times. New channels and technologies will be vetted for usefulness and their executions measured in order to draw key insights. No one wants to be the company known for ignoring the next big thing (see: Kodak).

The constant need to evolve applies to messaging as well. Millennial priorities are different from that of the generations before them, and the generations to follow will define their own. It would have seemed silly to boast about efforts to be more environmentally responsible as a corporation or encourage employees to exercise through fitness competitions only a couple decades ago. These are not efforts that are obviously connected to an increase in productivity, but through trial, error and due diligence, companies all over the world are unlocking the cheat codes to efficient communications and an engaged workforce. In a universe like our own where everything is in a constant state of fluidity, it would make sense that your communications would be as well.

Are you interested in evolving your communications? Tribe can help.