global workforce Posts

Employee Surveys are Opportunity for Good or Bad

As a consulting friend of mine wrote, “the values enshrined on the company’s walls aren’t always the values you find in the company halls.” That may be even more true in the Age of Covid-19, with so many disengaged work-from-home workers. So, how do you find out what’s really going on inside the heads of your employees? A well-timed, well-written employee survey can yield significant insight into how to move your organization forward.

Of course, you need to ask the right questions to get the right information. And don’t ask questions about areas of contention that the leadership team has no intention of acting upon. That can erode trust later if no action is taken. You do not want employees saying, “I’m not going to take the survey because nothing ever changes around here anyway.”

Once you obtain information from your employees, you need to interpret it properly. At this stage, it is crucial to communicate the results of the survey so that employees know that they were indeed heard.

Next, you need to formulate an action plan to act upon what you learned. This is an ideal situation to involve employees in formulating a plan to address the issues they voiced in the survey. Failure to involve employees could result in an erosion of trust or an expectation that management is going to fix everything.

Once the action plan begins to be implemented, it is crucial to communicate the steps being taken so that employees know that positive results are happening as a result of what was learned in the survey. This is a unique opportunity to build trust between leadership and rank-and-file employees.

This final stage is the make-it-or-break-it stage for communication. It’s an opportunity to build trust by showing the actions being taken or its an opportunity to erode trust. Make sure employees know that actions are being taken as a direct result of the survey results. Unfortunately, too often, actions are taken but companies fail to communicate them well and employees are left feeling that little or nothing was accomplished through the survey. As a result, employee engagement in the company drops below what it was before employees took the survey and they are reluctant to participate in future surveys. In other words, poorly communicated survey results can actually do more harm than good.

But when communicated well, an employee survey provides the opportunity to increase trust in leadership and engagement in the company’s mission and vision. Here are some ideas on how to effectively communicate your employee engagement survey from an article I wrote a while back for World at Work magazine and here are some ways we can help you get the most out of your survey. Do it right and get insightful information and a reputation boost to boot.



Change Management Messages for You

paul barton internal communications

In business, change is constant. Communicating it can be a challenge. You need to show empathy, you need to explain why the change is occurring, and you need to make your case for the change and persuade employees to get on board.

While every situation is different, there are some common message themes that I’ve developed over my many years in internal communications that can help you communicate change more effectively.

You don’t need to reinvent the wheel. I’ve packaged 12 messages as a free download for you. These messages can be easily modified to fit any change management situation. They are battle-tested messages developed in multiple companies in multiple industries. They are great for Town Halls, CEO announcements, and Manager Messages.

Please let me know what you think. Would you modify any? Do you have any that you’d add to these? Drop a note in the comments section below. Let’s help each other out because hey, it’s tough out there.


Crash Courses in Crisis Communication

crisis communication course

We are living in crazy times — data breaches happen daily, personal scandals rock companies, fires and devastating storm disrupt businesses, and then there’s the pandemic. Al you have to do is hear the morning headlines to know that it’s not a matter of if, but when a crisis will strike your organization. The question for you is simple: will be ready to respond to customers, employees, shareholders, social media influencers, and the news media when the crisis hits your organization?

The time to dig the well is before the drought. Start preparing for the coming crisis right now by taking our Crash Course in Crisis Communication. Whether you are a company leader, spokesperson or public relations professional, you need to know how to respond to a crisis immediately.

Discover how to predict and prepare for a crisis so you can be your best when your company needs you the most. But, you say, what if something happens that you didn’t predict or prepare for? No worries — you’ll also learn a formula for you to develop perfect crisis messages on the fly. The formula follows a three-step process to create messages that resonate with ALL of your key audiences. Even highly experienced public relations experts love this easy to remember formula.

We know that you’re busy. So, we made the course simple but powerful. The entire course can be completed in under 50 minutes, and all for under $50. And, there’s a 100% money-back guarantee if you don’t love it. So seriously, can you afford to wait any longer?