quarta-feira, 12 de setembro de 2012
quinta-feira, 26 de janeiro de 2012
According to the U.S. Department of Labor, the number one reason people leave their jobs is lack of appreciation.
- 54% of organizations involuntarily lost high-performing employees during the first half of 2010.
- 88% of employees surveyed cite lack of acknowledgment as their top work issue.
These figures speak to the challenge of talent retention and employee engagement, illustrating that a troubling percentage of employees who feel undervalued move on to what they hope will be "greener pastures".
So it´s time to the internal communications team to work with HR area and build up a recognition program to make recognition as a cultural asset, infusing the social intranet with stories of success and achievement.
Read more at: TemboSocial and HumanResourcesiQ.com
quarta-feira, 23 de novembro de 2011
quarta-feira, 19 de maio de 2010
do. Communicating effectively means being open and transparent, proactive and visible in
sharing the organisation’s strategic course, and explaining what’s taking place and why, and
always addressing the ‘What’s in it for me?’ imperative."
More informations? Visit: http://www.ogilvy.com
terça-feira, 16 de fevereiro de 2010
And that´s how internal communications can become like a beautifull package in the outside, but completely empty inside. The name of the game is credibility and when leaders loose their credibility everything collapses. Moral, team building, purpose, ethics. People is tired of being seduced by words and internal "advertising" - workers need good examples from the bosses. Behaviour talks louder than speeches and great companies must have coherence as the main base to build internal communications systems.
sábado, 23 de janeiro de 2010
So, what do we do in our office? Talking to a client, making a business plan, attending a conference call or a business meeting...or having a cup of coffee, talking with friends, going to the bathroom. Imagine a company where Twitter is used to guard employees on a daily basis. If someone goes to the bathroom too much, for example, the boss will know it. Isn´t possible to happen in some companies? Private or state ones?
On that account, it is not the tool, it is the way the company operates that would make difference in using this amazing channel in a positive way. Not for controlling, watching or guard over but for productive dialogue, colaborative work and instant search for solutions. Therefore the company´s culture is the one responsible for the best or the worst management of Twitter as an internal communication tool.
That´s why by the end of the day the main question in human relationships and employee communications, using Twitter or not, is trust. If you have to watch people´s behaviour it is because you don´t trust them. And that will result in problems: burocracy will blossom, employees won´t feel confortable in working together, productivity will be affected and the team motivation will suffer serious damage. Thus if an organization´s culture is based on command, control and prohibition it is better to work with robots than with human beings.
What I am trying to explain is that trust always makes the difference and people need to talk, to dialogue and to communicate in every possible, clear and transparent way.