Archive for internal communications
White Castle Boss Goes Undercover and Learns Employee Engagement Works
Posted by: | CommentsI was finally persuaded by a friend to watch the new hit show “Undercover Boss.” This reality show confirmed that a CEO can learn a lot about how to make the company better by engaging with employees. For those who haven’t seen the new show on CBS, a CEO goes undercover as an employee in his own company to see for himself how things are working. Dave Rife, owner of the White Castle hamburger chain, was this past Sunday’s undercover snoop.
Praise for a job well done
When he started his adventure, I don’t think he fully understood how stressful the job of a White Castle employee can be, with the fear of losing a job always in the background when you have a disabled child, as one employee did, or another’s fear of simply messing up.
How Do I Do This?
Mr. Big Shot discovered that he couldn’t do simple chores like sliding plastic wrap over a batch of buns in the packaging machine. He ruined several barrels’ worth, prompting a supervisor to say the hogs (who get to enjoy the mangled buns) would be eating well that night.
What he learned best, though, was how important employees are to the success of the company. At a White Castle drive-in a young co-worker explained to him about the importance of greeting each customer and going out of your way to help with little things, like sliding the customer’s credit card in a hard-to-reach slot. In watching this scene, I was almost brought to tears by the young man’s sincerity and dedication. So was Dan Rife.
Another employee showed him a shortcut, but told him not to tell management, because that’s not how they said it was supposed to be done.
After his eye-opening week on the road, working besides his employees, Rife returned to headquarters wiser and more appreciative of what it means to be on the front lines.
Magically, he brought several employees to headquarters to assist with developing training programs – hey, they should. Aren’t they the ones who know what the problems are and how to fix them? He gave a $5,000 scholarship to a budding chef, and another $5,000 to the employee with a disabled child.
The program ended with Rife speaking to a pep rally of employees, beaming with the joy of being acknowledged by the head of the company. Happy with the recognition that they were asked to work as a team to achieve the company’s success.
11 Tips to Improve Employee Motivation, Employee Satisfaction & Employee Retention
Posted by: | CommentsPraise promotes employee motivation
The idea for this article came from a conversation I just had with a friend who works for one of the largest companies and best-known brands in the world. Yet the company sucks at employee motivation. If they haven’t got it figured out, then heaven’s knows many other companies are still in the dark, too, about what kinds of things motivate employees and that lead to employee satisfaction and retention.
He gave me a couple of examples that were almost laughable.The company held an off-site to reward their biggest producers. Yet, the budget didn’t include money for lunch, which had to come out of the pockets of the attendees. Come on. Not even a sandwich and a soda? The advertised “atta-boy” program devolved into here are your numbers for next year, with the implied threat that you won’t be at next year’s pep rally or even the company if you don’t come up big. Not much of a motivator.
I’m not naïve. A salary increase or bonus are great motivators. Yet, most of the tips I’m about to suggest cost little or no money to implement. It all comes down to employee communication: saying what you mean and meaning what you say in clear, concise language. Here goes:
1. Clear job descriptions. This may seem like a surprising first tip. It sure is motivating to know what your job is. If people don’t know what they’re expected to do, how can they achieve exceptional performance?
2. Chain of command. One of the Big Four accounting firms did a survey a number of years ago and 75% of the employees didn’t know who they reported to. Tough to give a pat on the back when you don’t whose backs you have.
3. Ask employees what they need. Duh. Hey, do you have all the tools you need to do your job? What do you need? How can I help?
4. Give immediate feedback. This is one of my favorites. People are desperate to know how they are doing. Forget the annual performance review; it’s a dinosaur. Discuss a specific instance where the employee did well or where he needs to improve.
5. Praise outstanding performance. This couldn’t be simpler and it costs nothing. If an employee exceeds standards, let her know. Send an email to everyone in her group. Make it easy for others to find out without having to navigate the company’s over-stuffed intranet.
6. Enlist employees as brand advocates. If you haven’t already, take the muzzle off your employees and let them represent themselves and their company on social media. (See my post 7 Steps to Making Your Employees Brand Ambassadors)
7. Make employees part of the solution. Somewhere, someone in the company knows how to fix something that’s wrong. Remember, that decisions should be delegated to the people who have the facts – and that’s not always those at the top of the company.
8. Encourage collaboration. It’s a real bummer when divisions are pitted against each other to compete for business. This was almost the downfall of one of the major money center banks. Assemble the best client service team, no matter where the players reside in the company. They will be highly motivated to get the business as collaborators and not competitors.
9. Sponsor friendly competitions. No, this isn’t a contradiction. People do love to compete. So sponsor a competition for new ideas within a profit center and reward the winner with a prize, like dinner for two at a four-star restaurant. Or, have each employee submit a video to compete for best-in-class product demonstration.
10. Hold town hall meetings. Gather individual communities of employees, give them an update on the company and their group, and encourage conversation about how you can all work together to achieve greatness.
11. Get the CEO talking. The CEO (see my post CEO as Chief Communications Officer) can do more for employee engagement than anyone in the company. Communicate often with how the company is doing, your role in contributing to our success, and how you will be rewarded. Golden.
Within companies of any size, there are communities that are defined by the organization chart but many more that form organically. Be sure to communicate the things that will motivate that community like praise for a job well done. It will pay big dividends in employee motivation, satisfaction and retention of your star players.
Why Employee Communication Programs Fail and Hurt Bottom Line Results
Posted by: | CommentsBy Mary Lynn Coyle and Jeannette Paladino
Employee communication is often the poor stepchild of companies that ignore their employees’ overwhelming need and desire for information so they can do their jobs better. Yet research shows that organizations excelling in internal communications also excel in financial performance.
A Watson Wyatt study found that companies with highly effective communication practices have a 19 percent higher market premium and a 47% higher shareholder return. A Towers Perrin study found that four out of five workers are not engaged in doing the things that drive results. That’s why we believe that companies need to instill a total Culture of Communication throughout their organizations that is open, consistent, simple, and caring.
Why Employee Communication Programs Fail:
- Behaviors don’t match the message, especially senior executive behaviors
- Communicating is not viewed as an important process or asset
- Communication is blocked at many levels – up, down and across
- Complicated and lengthy approval processes prevent timely distribution of information
- Employees don’t hear things first, thus a loss of faith develops
- Too much is communicated and more important messages are lost in the clutter
If communication with employees is broken, you will never realize your corporate vision. “Broken” can mean something as elementary under-communicating or communicating the wrong messages. Employee satisfaction suffers, which, in turn, hurts customer satisfaction. And, if that happens, the bottom line is bound to suffer as well.
Change programs can fail when management doesn’t see the link between internal and external communications. It is employees who are most often the primary interface between the company and its targets. Customers are the most obvious and important external audience. Without them there is no business.
The global economy and new technologies are transforming the way organizations communicate. To bring their vision of a new, highly competitive company to life, it is essential for management to build and nurture a total culture of communication that includes internal and external audiences.
The Tenets of a Culture of Communication
We believe there are five components to a Culture of Communication. Trust is at the core – all communications must be reliable, truthful and contain the full story.
The other four components are:
- Openness – there must be an unwavering commitment to and support of a healthy two-way communications environment
- Simplicity – communications must be clear, meaningful and accessible
- Consistency – messages must be strategic and integrated
- Caring – there must be concern for the individual
Establishing a Culture of Communication will result in improved communication effectiveness that will help organizations achieve their change plans, growth plans and performance goals. Companies that create best practices in all areas of communications, both internally and externally, will truly transform themselves.
What is your company doing to create a Culture of Communication?
Mary Lynn Coyle is a corporate communications, branding, public relations and marketing communications professional with experience in management consulting, executive search, information and high technology, manufacturing, consumer products and non-profit arenas.
Mary Lynn Coyle is a corporate communications, branding, public relations and marketing communications professional with experience in management consulting, executive search, information and high technology, manufacturing, consumer products and non-profit arenas.Mary Lynn Coyle is a corporate communications, branding, public relations and marketing communications professional with experience in management consulting, executive search, information and high technology, manufacturing, consumer products and non-profit arenas.
I just returned from a joyous concert by the U.S. Army’s “Pershing” Band, as it is known, that was in town for its annual concert at Lincoln Center’s Avery Fisher Hall. As I sat there with friends tapping my feet and applauding every brassy patriotic song, I thought what a great lesson I was learning about communications. And that’s this: when you communicate with joy, you turn an audience into your biggest fans.
And there was no doubt the musicians were having as much fun as the audience. At the end, the Band played the anthem for each of the service branches and one by one young and grizzled veterans stood proudly while the audience cheered wildly.
I thought: let’s pretend the bandleader is a company CEO. He’s leading his musicians with infectious joy. Wow, it’s great to work for this company. Is there any employee who won’t want to follow? How about making it a point to write to employees whenever there is some good news to report – big or small. Don’t let every communiqué be about the next layoff or we’ve all got to tighten our belts again. Your employees know that things may be rough in the company, unless they’ve got their heads in the sand, which is doubtful.
This is the truth: bad news spreads via the grapevine faster than good news. Fire just one person and before you know it the grapevine has translated that to more layoffs. So, if you’re the CEO, make sure you feed the grapevine and your normal communications channels with all the good news you can. It will make you feel better and your employees will become your loyal fans.
