Lois Kelly's Discussions
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I would stop talking to employees and start listening to them. Find out what they want and how they want it. Find out how they think would be the best way to get it and help them to get it. They will have concerns, suggestions, complaints, and que...
Jason, Thanks. I agree that feeling in control is big. Also think the mistake with executive communications comes down to " It's not what you say, it's what people hear." The traditional "messaging" often fails on the latter.
Lois
Hi Lois, my last organisation did some work around 'fair process'. They had some wonderful case studies around this sort of issue. They had three key elements which I though summed up nicely what could be done.
Engage with everyone affected by the...
Lois,
I'd like to echo Nick's concern about the number of layoffs. I realize that the economy really nosedived, making it difficult for organizations to react effectively. However, the fact that this CEO had four separate rounds of layoffs has go...
I think Paul Levy is an extraordinary CEO in so many ways. Especially the way he handled this most recent challenge. Check out his blog, which is leadership in action. http://runningahospital.blogspot.com/
I have beed involved in several layoffs activities; some of which seemed to foster the re-birth of trust and some of which did not. I was asked to reflect on the differences between the two and one thing that seemed to differentiate the 'successfu...
Excellent interview! Thanks for pointing us to it, Stephen.
As Levy says, his approach to "transparent leadership" makes a lot of sense, but is seldom actually practiced.
Terry
Profile Information
- Who are you?
- Author, "Beyond Buzz." Partner, Beeline Labs. Personal mission statement: "Communications can change the world."
- What is your interest or involvement in employee engagement?
- Transforming engagement through 2.0 strategies
- Website:
- http://www.foghound.com
- Where are you located?
- Rhode Island
Lois Kelly's Blog
8 employee recession communications strategies
Yesterday I talked with a CEO client, one of the smartest, most positive and respected executives I've ever worked with. He, like most CEOs today, are creating plans to slash expenses, people and programs. "I've been through a number of recessions, but nothing like this," he explained, with not a trace of optimism.
The greatest challenge is treating people who are losing their jobs humanely and with dignity. The second challenge is keeping remaining employees engaged during such uncertain times… Continue
The greatest challenge is treating people who are losing their jobs humanely and with dignity. The second challenge is keeping remaining employees engaged during such uncertain times… Continue
Posted on November 24, 2008 at 12:39pm — 8 Comments
Comment Wall (1 comment)
- At 1:33pm on November 24, 2008,
David Zinger said… - Lois,
I am so pleased you joined the Employee Engagement Network and I appreciated your blog post with the ideas of "one point at a time." I look forward to your contributions and interactions. I trust the network will be valuable to you.
David
About
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I think recognising your staff becomes all the more important in today's climate of budget cuts, pressures and downsizing. We all want to feel valued, both as employees and human beings, and to have someone else say 'thank you, your continued supp...
Hi Leigh
I am an Employee Engagement Specialist in the department of Organizational Effectiveness. I work for a company about the size that you are looking for. We began kicking off employee engagement surveys last April. As of now we have a year...
... master the art of asking questions!
Teach your employees how to Manage Up: Some people think this is brown nosing, but it's really about helping your boss understand who you are.
Angela,
I think recognition is always essential but we have to look at the deeper reason why. Reward and recognition confirms value. Every human being wants to know, "Does my life matter?" This is the questions we help answer when we reward and re...
Be real, don't use jargon, and be honest. If something is going to hurt people would rather be prepared!
Strive to engender trust by doing what you say and say what you do.
Leigh,
Comments work and I will see what I can do for this Thursday.
David
though published earlier, I found it quite relevant relating innovation and engagement
Remember that employees are human first; seek to build what matters the most to humans - personal relationships.
Communicating "what" is not enough. Explain the "why" behind everything.
Thanks Ben. Look forward to checking out these articles.
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