New employees are easy to engage given the fair amount of attention they receive at the outset. They’re likely to be welcomed with open arms and treated to meetings with executives who explain the company’s mission, vision and goals; reinforce their value to the company; and introduce them to their respective departments to meet their managers
[Note: This guest post is courtesy of Alison Davis, founder and CEO of Davis & Company, an award-winning employee communication firm that for 30 years has helped leading companies – such as Johnson & Johnson, Motorola Solutions, Nestle, Roche and Rogers Communications – increase employee engagement. Alison sets the strategic direction for the firm, consults with
[Note: This guest post was written by Kim Plyler, a communications professional and media strategist. CEO and founder of SahlComm, Kim works with high level clients in the technology, finance, manufacturing, cyber security, NGOs and nonprofit sectors. Her company’s mission is to further the mission of others and help improve humanity.] 5 Ways to Boost Your
[Note: This special guest post is from business growth expert and coach, Meridith Elliott Powell. Her words are especially timely as we enter a new year filled with uncertainty. For more info about Meridith’s work, please see her bio at the end of this post.] On any given day, depending on what channel you are
We all love great bosses and hate the bad ones. The only upside to a bad boss is what we learn from our experience working with that person: primarily what not to do and, occasionally, what to do. Following up my previous post on lessons learned from bad bosses, here is more great advice shared
Move aside attention deficit – not the clinical kind but the one found in the workplace where people are overwhelmed and/or distracted by constant communication from too many directives, emails, text messages, phone calls, social media, etc. A serious consequence of this distraction is intention deficit, or more aptly, intentional deficit. It’s not that managers
In addition to the fine folks who work in Human Resources (HR), or in the absence of an HR function, everyone who is responsible for managing or supervising employees needs to consider three critical questions from the employee’s perspective. Answers to these questions are key to strengthening employee engagement. Note: Nonprofit managers can also apply
From important historical figures and contemporary business leaders, here are my favorite quotes on how working together makes a difference. “The value in human interaction is greater collective wisdom as a result of improved communication and collaboration.” Michael Katz “In speaking, we humanize ourselves. In listening, we bring our worlds together. In learning, we create
Marketing may do a great job of communicating brand value to consumers, yet it doesn’t necessarily do the same for communicating its own value within an organization. Far too often I hear marketing staff commiserate about how they struggle to get respect and buy-in for their programs, including from the areas they support such as
With company e-mail dominating internal communications, staff meetings are becoming an endangered organizational activity. Yet managers and employees still need to get together to stay informed on what’s happening in the organization and how it impacts their work, including the opportunity to voice their concerns. Why a staff briefing? The purpose of periodic staff briefings