SAVE EMPLOYEE

COMMUNICATIONS

THE PROFILE OF THE 21st-CENTURYINTERNAL COMMUNICATOR

SHEL HOLTZ@shelholtz

EMPLOYEE COMMUNICATIONS IS UNDER THREAT

“Internal communications as a narrowly defined function and approach is dead.”

Lucy AdamsFormer HR and

Internal Comms DirectorBBC

“Maybe it’s time to let go of internal and employeeas modifiers of communications to employees and designate the umbrella term of communications.”

Gerard CorbettChair/CEO, Redphlag LLC

Former President, PRSA

COMMUNICATION

BEHAVIORS AND

CHALLENGES

HOW PEOPLE GET THEIR NEWS TODAY

THE RISE OF MESSAGING

SLACK YAMMER HIPCHAT

THE STATE OF TRUST

WHAT MATTERS TO WHOM?

ABOUT EMPLOYEE PREFERENCES…

WE LAG BEHIND WHEN IT COMES TO…DATATECHNOLOGY

“Messengers are the new browsers and bots are

the new websites”

AS FOR EMPLOYEE ENGAGEMENT…

ENGAGED NOT ENGAGEDACTIVELY

DISENGAGED

Today’s solutions: Programs, not culture

14%11%

18%

23%

34%

Engagement Response

Wellness Programs

Training/Development

Recognition Programs

Flex-time

Incentive/Reward Programs

STRATEGICNARRATIVE

ENABLINGMANAGERS

EMPLOYEEVOICE

INTEGRITY

SAVINGEMPLOYEE COMMUNICATIONS

A MODEL FOR EMPLOYEE COMMUNICATIONS

WHAT WE REPORT

WHAT WE REPORT:

COMMUNICATE FOR ENGAGEMENT

WHAT WE REPORT:

SHAPE THE COMPANY NARRATIVE

WHAT WE REPORT:

WHAT THE DATA TELLS US

“While the blog comments were positive overall, the software identified agitation among employees who responded to a post by the company in June announcing it would pay double the employee-referral bonus if an employee referred a minority job candidate or a veteran and that person was hired. Some who posted comments wondered if this was reverse discrimination or if Intel was breaking the law…While the employees were clear in what they were saying, the company used the sentiment-analysis software to drill deeper into what other motivations might lie behind their comments. What the software revealed…was that ultimately people were expressing frustration and fear based on a misunderstanding—a wrong impression that their own jobs were at risk…What the software also showed Intel…was that the company needed to better communicate with employees going forward.”

-- The Wall Street Journal

CUSTOMER JOURNEY• Awareness• Need recognition• Information search• Consideration• Evaluation of alternatives• Purchase• Post-purchase

engagement• Repeat customer• Ambassador

EMPLOYEE JOURNEY• Awareness• Recruiting process• On-boarding• First year• Evaluations• Opportunities to use and learn skills• Culture/values fit• Recognition• Years 2-8• Retirement or Departure• Post-Employment Ambassador

WHAT WE REPORT:

WHAT’S RELEVANT (to the EX)

WHAT WE REPORT:

WHAT’S RELEVANT (to the employee’s job)

•Hub and spoke • Corporate• Business units and operational entities

•Business “zones”• Performance• Acceleration• Support

HOW WE REPORT

HOW WE REPORT:

MOBILE, MOBILE, MOBILE

HOW WE REPORT:

VIDEO, VISUALS, DATA VISUALIZATION

A VIDEO EXAMPLE

HOW WE REPORT:

NEW TECHNOLOGIES

HOW WE REPORT:

THROUGH COLLABORATION NETWORKS

HOW WE REPORT:

THROUGH INTERNAL INFLUENCERS• Pan-European company with a staff of 1,200• 5-member leadership team vs. 5 top influencers• Three degrees of separation

• 1st Degree Leadership 21, top influencers 104

• 2nd DegreeLeadership 100, top influencers 300

• 3rd DegreeLeadership 250, top influencers 450

FACILITATINGEMPLOYEE-TO-EMPLOYEE

COMMUNICATION

WHAT ISEMPLOYEECOMMUNICATION?

Communicatingto Employees

FacilitatingEmployee-toEmployeeCommunication

MESSAGEMISSIONCONTROL

EMPLOYEE-TO-EMPLOYEE COMMUNICATIONS:

DEDICATE STAFF & MODREATE COMMUNITIES

EMPLOYEE-TO-EMPLOYEE COMMUNICATION:

EMPLOYEE-GENERATED CONTENT

FACILITATINGEMPLOYEE-TO-CUSTOMER

COMMUNICATION

EMPLOYEE-TO-CUSTOMER COMMUNICATION:

SHAREABLE CONTENT

EMPLOYEE-TO-CUSTOMER COMMUNICATION:

EMPLOYEE ADVOCACY PROGRAMS

VP/Director/Manager ofEmployee Communications and…

• Culture• Engagement• Employee Experience

SELLING YOUR PLAN TO THIS GUY

• Know what keeps him up at night

• Tie to employee engagement

• Tie to productivity• Provide KPIs

SHEL HOLTZwww.holtz.com@shelholtzshel@holtz.com415.881.7435