internal culture and communications. every company wants this kind of employees engaged organized...
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INTERNAL CULTURE AND COMMUNICATIONS
EVERY COMPANY WANTS THIS KIND OF EMPLOYEES
Engaged
Organized
Proactive
Well-informed
Aware
Interested
Attached
Motivated
Satisfied
Uninterested
Unsatisfied
Reactive
Misinformed
Distant
Unengaged
Unaware
Unmotivated
Unorganised
BUT WHY THE REALITY IS MORE LIKE THIS?
IT IS BECAUSE...
Lack of holistic
approach
Unscientifically based
strategies
Ad hoc methods
HOW TO TURN YOUR GOOD INTENSIONS INTO REALITY?
Welcome to DNA internal culture and communications methodology for engaging
all the three brains of your company
New,THINKING BRAIN(cognitive) Mid,
EMOTIONAL BRAIN (relational)
Old,ACTION BRAIN(sensory/motor)
WHY ARE WE DIFFERENT?
Because we use all three brainsof your company
…play important and different roles within companies. The big advantage of using all three brains is that we provide the right message through the right tool for each brain… so we do not waste time or resources.
Thinking, feeling and doing
WE OFFER A HOLISTIC SOLUTION
Many companies consider Internal Culture and Communications as a collection of tools such as announcements, internal portals, newsletters, parties and team-buildings. Although all these are useful, Internal Culture and Communications can provide huge benefits to your company ONLY if it is done strategically and holistically.
Our approach
We set up goals and detailed plan of activities that lead us to their
accomplishment. Final evaluation of plan performance is one of the key
steps of every strategy.
We implement the strategy through set of specific actives,
such as Internal branding, events, publications etc.
We offer solutions for successfully organizing
departments, procedures and processes, through well communicated share of
responsibilities.
OUR METHODOLOGY
OUR RESEARCH WILL EXAMINE ALL THE 3 BRAINS OF YOUR COMPANY
What your employees THINK?
(information on key matters, knowing and understanding of roles and procedures and
possibilities for advancement)
What your employees FEEL? (current emotional state in the company and
employee satisfaction)
What your employees DO? (participation and models of behavior)
How do the employeessee the
Internal Culture andCommunications
?
WELCOME TO OURRESEARCH OBJECTIVES
A. THINKRESEARCH
OBJECTIVESB. FEELRESEARCH
OBJECTIVESC. DORESEARCH
OBJECTIVESD. IC and Specific questionsRESEARCH
OBJECTIVES
How informed are they about the company, including wider and imediate suroundingHow informed are they about possibilities for professional growth within the companyUnderstanding of roles and proceduresAssesment of the emotional state in the companyResearch of the employee satisfactionIdentification of the key emotions
Assesment of current status and specifics of IC, including needs, sources and tools. Review of specific questions
Identification of the present behaviorsTesting of the application of the regular systems of development, advancement and rewarding of the employeesAssesment of participation (current and future) in employee programs
Final goal
BRAND AMBASSADO
RS
What will the results tell us?
THINK FEEL DO
WHAT IF...
THINK FEEL DO
What if... THINK scores low?
IT MEANS THAT THE EMPLOYEES ARE...
ConfusedUninformed
Not interested
Misinformed
Misguided Unconscious
Unfamiliar
Not aware
EXAMPLE OF THINK RESULTS SCALE
Procedures are effectively updated when needed
Procedures help me perform my job better
I am fully aware of what other departments I cooperate with do
There are clear procedures for everything I do
My job description is clearly defined to me
I understand how my role contributes to the company’s achievements
I am fully aware of who does what within my department
The specific targets for my position are clearly explained
I understand how should I work to do my job well
0.0 1.0 2.0 3.0 4.0 5.0
1.81.91.92.02.12.22.32.4
2.6
THINK FEEL DO
What if... FEEL scores low?
IT MEANS THE EMPLOYEES ARE...
...etc.
Distant
Not motivated
Remote
Indifferent
Unconcerned
Reluctant
Unmoved
Shy
Far
Stale
OptimističnoU napredovanju
InspirisanoNisam pod pritiskom
PrimećenoPodržanoSmireno
OhrabrenoKao deo tima
StabilnoOd koristi
SigurnoKao da uživam u svom poslu
EnergičnoZadovoljnoMotivisano
PonosnoPrihvaćenoPoštovano
Ne osećam se ljuto
1.00 2.00 3.00 4.00 5.00
1.521.72
1.921.95
2.202.242.25
2.693.60
3.683.73
3.853.86
3.963.993.99
4.114.24
4.334.68
EXAMPLE OF FEEL RESULTS SCALE
THINK FEEL DO
What if... DO scores low?
IT MEANS THE EMPLOYEES ARE NOT...
Ambassa
dors
of the C
ompany
Enga
ged
Participating in the
Company activities
Proactive
...et
c.
Read company announcements and relevant documentation
Resolved conflicts
Doing everything in their power to achieve good cooperation with people from other departmens
Asked when I needed something explained
Recommended the company as an excellent place to work
Respect rules and procedures
Promoted the company actively
0.0 1.0 2.0 3.0 4.0 5.0
1.4
1.4
1.5
1.7
1.8
2.1
2.2
EXAMPLE OF DO RESULTS SCALE
Based on the results, we propose implementation of SPECIFIC ACTIVITIES...
OUR TOOLS
Publications
Events
Internal branding
Internal portal
Suggestion boxes
Team buildings
Newsletters
Meetings
Quizzes Etc…
RESULTS
• Increased efficiency and productivity• Higher employee satisfaction and retention• Faster and more accurate decision-making• Proactive and engaging employee behavior • Better coordination and understanding
between units and departments• Conflict avoidance and quick resolution• Open, positive and empowering corporate
culture
Through the three brain approachwe achieve:
We are especially proud of
GOLDEN UEPS AWARDwe won for Internal
Communications strategy implementation in Nelt.
CASE STUDY 1
Industry: Distribution and Retail
Description: A leading company with operations in the whole region, employing more than 1000 people, asked us to become their strategic partner in Internal Communications.
Process: First, we implemented the research with a well-executed campaign that managed to engage employees in high numbers (900 people replied). Second, the detailed analysis indicated specific challenges that need to be addressed such as the ‘Silo Effect’. Third, the strategy and activity plan was devised with active participation from various departments (corp. comms, HR and quality assurance).
Progress: Implementation is developing according to an annual plan in which DNA has continuous involvement.
Results: Early feedback indicates a strong move towards a more desired internal culture and a positive change on people’s beliefs, attitudes and behavior.How is the model
implemented?
CASE STUDY 2 Industry: Banking
Description: A major player in the Serbian financial sector, with more than 3000 employee, has approached us with the request to help them structure better their Internal Communications.
Process: Research was done in two ways, an online survey for all employees and personal interviews with the top management. Insights indicated interesting gaps between the two groups as well as various key issues that needed to be resolved. For every issue separate objectives, activity plan and feedback mechanisms were suggested to the client.
Progress: We delivered a one-day workshop to the top management for presenting and discussing both the research insights and the activity plan, in order to build consensus.
Results: The research, the plan and the workshop were instrumental in creating an in-depth understanding within top management of the current situation and how it can be improved in practice.
How is the modelimplemented?
CONTACT US
For a personal presentation of the DNA Internal Communications methodology feel free to email or call us by using the contact details below.
We will be happy to meet you and discuss how to take your Internal Communications to the next level!
DNA CommunicationsBaba Višnjina 20/I, 11000 Beograd+381 11 41 40 790, 41 40 [email protected], www.dna.rs
was founded at the end of 2012, as a result of merging of two agencies:Gistro Advertising, a full service agency operating on the domestic market since 2001, and the agency Touchpoint, providing strategic marketing consulting, on the Serbian market since 2011.
The goal of this fusion was creating a new agency model, which will unite the creative and strategic approach to offer services with a new, fresh, strategic principle.
We created a full service agency that provides tailor made solutions in the areas of branding, advertising, digital communications, event marketing, PR, … internal communications
SOME OF OUR CLIENTS