corporate communications Tag

This past August 8-9, Internal Communications professionals flew to Chicago to join the 2nd Edition Marcus Evans Internal Branding & Employee Experience Conference produced by Marcus Evans. While sponsoring this conference, OFC had the privilege of meeting many of these culture & communications professionals and discussing their biggest challenges & learnings; specifically navigating change management while winning employee hearts and minds around new initiatives and corporate culture change.At the conference, we spoke to Patty Rowell, head of Employer Brand for Amazon Web Services.Watch this video, or read below to learn how Patty masters the art of communication to connect with Amazon employees.“The art of communication is really this ability to connect with other people.My name is Patty Rowell and I’m the Head of Employer Brand globally for Amazon Web Services. Amazon Web Services is the Cloud Computing division that’s part of Amazon.I’m really lucky because at Amazon you’re able to take on lots of different roles based on where your career goes.  I’ve worked on both the Amazon side, with our operations, and our fulfillment centers, and customer service, and I’ve also been able to work with our team on the Amazon Web Services side.  I love talking about what I do because I really feel that I have the best job in the company.  My favorite part of the job is that I get to work really closely with lots of employees from all kinds of different countries, roles, levels, and I talk to them about why they like working there.I find this great commonality with them that they are drawn to our culture and that they like to do it. I capture it, I package it all up into, hopefully compelling, content that makes other people want to join our company.Amazon is a really great place to work because you do have so many opportunities. We’re in so many different types of businesses, and we’re growing so fast. You have the opportunity to almost create your own role in some cases.We like to hire builders. And by builders I mean people that are really energized by solving customer problems and creating things that weren’t there before, and building on it.  Whether it’s together with the customer or together with their colleagues.  The art of communication is really this ability to connect with other people and get to a shared understanding.And when you can accomplish that, whether your audience is shareholders, or executives, or employees, or candidates, or the press, or IT analysts - I feel like communications can be an incredibly satisfying way to contribute to your organization, or your non-profit, or wherever you work, but also feel like you’re getting some gratification personally.”You can watch Patty Rowell’s full interview here.See other Rockstars of Culture & Communication videos here.   ...

Internal Communications professionals flew to Chicago to join the Marcus Evans Internal Branding & Employee Experience Conference on August 8-9 2018. While sponsoring this conference, OFC had the privilege of meeting many of these culture & communications professionals where we discussed their biggest challenges & learnings. A big topic was how to navigate change management while winning employee hearts and minds around new initiatives and an evolving corporate culture.We spoke to Natasha Harvey, Samsung’s People Experience and Talent Branding Specialist, who shared her perspective.  Watch this video, or read below to hear how this recent grad plans on making Samsung an employer of choice in the tech industry.“Take advantage of all the new people that you're going to meet at any position and any opportunities that they can provide you.My name’s Natasha Harvey and I work for Samsung. I'm the People Experience and Talent Branding Specialist.I essentially do marketing for the HR department, so I'm trying to make Samsung an employer of choice within the tech industry.The Samsung employees are just so authentic and so willing to help each other out. We are a little more corporate because we are an Asian tech company overall, but we're an American subsidiary, so we also have a little bit more of the techy atmosphere. Our goal is to try to put ourselves at the forefront of employees and candidates minds in order to potentially get them to work for us.Trying to differentiate what the customers see of us and what potential future employees see about Samsung is a really new field for us. Trying to jump in there and give ourselves an employer brand that we can actually capitalize on and we can actually control a little bit more.We can say this is what our company culture is like, these are the amazing events we have, the amazing people that work for us- I think it’s a really cool initiative.My advice for somebody who is just starting out their career, is to not get too caught up and stuck in your career path and where you think you should be going. I was somebody who was a little bit stuck on that when I graduated college. I thought- I'm graduating college I have to start out doing what I want to be doing and what I'm destined to do. What I've learned is that, you can learn so many great things along the way.You can gain all the skills that you need to gain through a plethora of different positions. So it's not necessary to just start out in the exact industry you want to end up in or the exact role you want to end up in.Don't get too stressed out about where you should be going and just do what feels right. Capitalize on any opportunity that you have.”You can watch Natasha Harvey’s full interview here.See other Rockstars of Culture & Communication videos here.  ...

This past August 8-9, Internal Communications professionals flew to Chicago to join the 2nd Edition Marcus Evans Internal Branding & Employee Experience Conference produced by Marcus Evans. While sponsoring this conference, OFC had the privilege of meeting many of these culture & communications professionals and discussing their biggest challenges & learnings; Specifically when navigating change management while winning employee hearts and minds around new initiatives and corporate culture change. At the conference, we spoke to Stacie Barrett, the Director of Internal Communications for Domino's. Watch this video, or read below to learn how Stacie develops a narrative that compels employees to embrace company values and drives the business forward:“Internal communications is a strategic part of any great and successful business. I’m Stacie Barrett, Director of Internal Communications with Domino’s.My job is to connect our franchisees and corporate team members with our brand’s mission and purpose.One of the amazing things about internal communications is that you get a chance to make an impact.Brands can’t achieve their success if everyone doesn't understand the why behind what they need to do. We started with a challenge and we decided to take ownership of what we could control and started to make change. Since we started, we’ve been on a roll- innovative and changing. We’re figuring out ways to make it easier for families to get pizza on the table for our franchisees to be more profitable.One of the most exciting ways that we get to tell a story is at Domino's worldwide rally, where we bring together thousands and thousands of franchisees and team members from all over the world. We have it translated into nine different languages.  We tell the story of the dream- which is something that we can deliver to people everyday. 93% of our franchisees started off as an entry level position. They can inspire the general managers that make up the bulk of that audience to achieve their own dreams.For young professionals out there, I would tell you to take a look at any company that you're interested in and look at the people. Everyone’s going to tell you that it’s about the people- but actually watch their interactions. That is one of the fun things that I love about Domino’s. We respect, we trust and we challenge each other. We grow together and we get better together.I’ve been with Domino’s for 11 years and I came for the pizza and I stayed for the excitement, it’s been a fantastic ride. A shout to my entire internal communications team, the larger communications team and all of those Dominoids out there! ”  You can watch Stacie Barrett's full interview here.See other Rockstars of Culture & Communication videos here.  ...

This past February 21-22, Internal Communications professionals flew to New Orleans to join the 7th Annual Internal Communications Communications & Situational Messaging Conference produced by Marcus Evans. While sponsoring this conference, OFC had the privilege of meeting many of these culture & communications professionals and discussing their biggest challenges & learnings; Specifically when navigating change management while winning employee hearts and minds around new initiatives and corporate culture change. At the conference, we spoke to Larry Galardi, the Director of Employee and Leadership Communications for Seimens Healthineers Laboratory Diagnostics Business. Watch this video, or read below to learn how Larry develops a narrative that compels employees to embrace company values and drives the business forward:“75% of any communications professional is passion. My name is Larry Galardi, and I’m the director of Employee and Leadership Communications for Seimens Healthineers Laboratory Diagnostics Business. This is about story telling, it’s about developing a narrative that compels our employees to embrace our company values and engages them to take those values to drive the business forward. My debate goes like this, yes it’s very important to do marketing communications so you can sell products. Yes, it’s very important to get into Wall Street Journal or New York Times for great strong PR so that you can build your reputational management. But guess what, none of that opinion making or opinion shaping can be done unless we buy the employees’ perspective and engagement first. So I’m trying to win hearts and minds. I realize I have a vast array of different media channels at my disposal. The one-and-done doesn’t work. If you can build a sustainable campaign of communications that shows the employees this is ABOUT them and BY them, the hearts and minds get quickly attached to that. You want the employees talking to each other, whether it’s online, face-to-face, through email channels, digital channels, social media..whatever it might be. We want to start a conversation. I think we’re starting to see incremental steps to that and I think the digital age has a lot to do with that. The millennials are embracing digital technology in a way we’ve never seen before. That digital technology gives new life to video platforms. And it’s even bringing to life a certain vibrancy with print technology. That excites me because it changes the media that we use and it changes the audience’s reaction to it. When you do that, you advance the company forward. You reshape the companies culture, hopefully you create more interest in the marketplace for the company’s products & services, and you grow your own repetitional management.”   You can watch Larry Galardi's full interview here.See other Rockstars of Culture & Communication videos here.  ...

This past February, OFC had the privilege of being a sponsor at the 7th Annual Internal Communications & Situational Messaging Conference produced by Marcus Evans. Culture & Communications professionals from global companies all flew to New Orleans to binge on sugary beignets and discuss their biggest challenges for fostering an empowered workforce while navigating change management and corporate communications. At the conference, we spoke to Joan Cronin, the Vice President of Strategic Communications at Citizens Bank. Read below to learn how Joan leverages strong relationships with colleagues to advance key communication initiatives."Hi I’m Joan Cronin. I’m a comms manager at citizens bank. I work with executives to help them get their messages out. I also help to communicate across our organization. Without question the biggest hurdle we have to overcome in communications is just the competition. Everybody wants to get their message out. They think that their program or project is the most important. It’s understanding that not every colleague needs to get that message. What has really helped me drive success with the partners I have & the projects I’ve lead is building strong relationships. As I’ve grown in my career and  grown to work with senior leaders, I really listen to them & share good solutions with them. I’ve built strong partnerships, and in turn, they see me as a strong parter, so they’ll head my recommendations. Most of them, I wish all of them, but most of them . I go to number of different sources for inspiration, for help, to ignite. We have a great team at Citizens. We meet for lunch a lot. We chat about personal stuff but we also do a lot of brainstorming and bring challenges that we have together. Then I think it’s about making sure that I’m seeking out diverse perspectives.  I don’t think I have the answer to everything and am always getting input from colleagues from all different levels & roles. Don’t ever think that you are confined to solutions. Always look for a new and different way to do it. Bring those ideas to the most senior leaders in the company because they’re open to them. Don’t ever feel like you don’t have a voice.” You can watch Joan Cronin's full interview here. See other Rockstars of Culture & Communication videos here....

When it comes to the workplace, not everyone wants to stay put. Some may be content with doing so, but others dream of rising through the ranks and serving the company in different ways. Unfortunately, not everyone is made for roles in higher management, but certain employees have the potential to do great things for your company. It’s just about differentiating the truly motivated, high potential employees from those who are content with their daily workload.Here are a few steps on how to pick out those with particularly high potential.Employee of the Month. Employee of the Month is an oldie, but is a great way of encouraging future success. However, instead of awarding this from higher management, allow colleagues to nominate each other for Employee of the Month. Since they collaborate on a daily basis, colleagues will be able to highlight those performing at a higher level. It will mean more coming from their colleagues and the award will encourage your employees to be on their A-Game at all times - not just when management is around! Keep your Ears Open. Make sure you maintain an open dialogue with your employees. Have frank discussions where you can asses their strengths in order to develop those skills in the future. During these discussions, you can also see what their goals and aspirations are and find out how the company can better serve their needs. Project Leaders.  A rotating schedule of project leaders will allow certain employees to rise from the pack. It will highlight employees who are innovative, keen troubleshooters, and potential management material. By rotating people in these positions, unexpected employees are put in leadership positions where they may surprise you with their performance. Frequent Performance Reviews and Evaluations. These are key opportunities to check on the development of your employees. Make sure the conversation is not one-sided so they can also highlight any ways the company may become better at highlighting their potential. Frequent evaluations will differentiate those who do the bare minimum from those who are constantly hardworking. It will even show those who have been improving over time, which is a great indicator of future success. Invest in Education. While not every business can pay for their employees' MBA, there are more concentrated ways of educating that can prove highly beneficial. Have you heard about an interesting and informative new training course? Send your most motivated employees and they will only motivate the rest of your workforce when they return. Know of an upcoming conference with key speakers in your field of work? Send an employee with high potential so they can learn from the best minds in the field. Maybe one day they’ll end up speaking at one of those panels too! Room for Growth. Ensure your organization leaves room for upward mobility. If there is nowhere for your high potential employees to reach for, they will not be motivated to do their best. Whether it’s by becoming a manager or taking on new responsibilities within the company, allowing for growth will continue to highlight those who seek out new titles and responsibilities.At the end of the day, it’s all about investing in the great employees you have. You wouldn’t have hired them otherwise!Looking for some more inspo? Check out these easy ways to increase survey participation among employees so you can gain better employee insights....

To make any new communication plan effective, it’s vital to include measurement moments to know where that plan should be adjusted. Adjustments can include anything from changing key messages & tactics to changing communications channels.Here are a few ways you can improve the impact of your messaging to ensure your internal communications plans stay relevant & useful for employees.Spot surveys. When you’re trying to build awareness or a deeper knowledge, a spot survey will let you know if you’re actually breaking through to your target audience. You can repeat the survey during different stages of your communication plan to see if there is any progress along the way. Focus groups. Getting honest feedback is crucial to any corporate communication initiative. Whether you set up your own “insights” focus group or just ask your colleagues, you can improve internal communication by focusing on these 3 essentials. Questions from employees. Collecting questions via email, during meetings & town halls, and intranet pages provides clues about what you need to further address & communicate. Participation data. Are employees using the tools you created? If you’re using a microsite or an app to push out important information about a new initiative, be sure to use analytics to see which pages employees are visiting and if they’re bouncing around to other pages for more information. Inspire, Educate, Reinforce. Once you announce a new initiative, don’t stop there. It’s important to keep building momentum and keep pushing out more information. Here are easy ways to increase survey participation among employees so you can gain better employee insights....

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