You can find this blog on the great new website http://www.thedialoguezone.com
My book has arrived at the publishers, they have pre-publication copies for reviewers. You can pre-order through your usual sources, Amazon, Waterstones, Blackwells, Barnes & Noble, etc.
Publication date: 3rd June 2014
Companies love to have their values, and there is much to be said for them. However, how these values are communicated, and whose values they are is where the trouble starts. Splendid rhetoric does not make values stick; it simply creates more communication noise. It could be said there is something insulting about how companies have traditionally gone about the business of values, as if their employees need to be told what their values are. So, here’s a little opportunity to test your leadership, or client, against this overlapping triumvirate of tell-tale signs you need to look out for to see if the values proposition needs revisiting.
1. The leadership has decided on the values!
The Problem: In other words, the HR department went to page 69 of the “How to do HR” manual and picked out a bunch of values that seemed about right. The point is, how are these values decided and how are they launched within the organization? The other point is that if you do a study of values across all businesses you will find there is great similarity, and if you do so within an industry peer group you will find they maybe have one value different from others but again very much the same. The key then is not WHAT values are chosen, but HOW they are chosen. Since the train has left this particular station in most companies, the main challenge remains how you communicate these values and engage your employees so that they embrace the company values chosen for them.
Solution: on one level values are intuitive, most people like to think they are accountable, sharing, excellent and more besides. They may well feel that being told what values they have is a little insulting, so you need to engage them on values and create an environment where employees can interpret them in a common way and share the values narrative. It is worth considering going through a more inclusive values change, if you feel the current ones have been decided too top-down. There may be an opportunity to revise your values in consultation with employees, perhaps reduce the number or change the wording.
2. We just promote the heck out of our values!
The Problem: You mean without asking employees? As in point 1, the train has usually left the station, but you can use employee surveys and polls to learn their perceptions of the values and how they translate them into their own work. If you have taken a more inclusive approach in choosing values, the next step is to ensure there is an emotional connection. We can all have an intellectual debate about the paragon human values, but learning to live them is much more difficult. How high level values translate into the workplace is even more difficult.
Solution: broadcasting anything in Internal Communications doesn’t work, but especially so in values management. You’re looking for a connection, a dialogue around the values, so that employees can participate in how these values are lived and continue to evolve in the company.
3. If our managers will only shout loud enough the employees will live our values!
Problem: Values are chosen by senior management and reflect the leadership position and values, and what they think employees should value. As you reach through the organization you might just find this is quite a stretch. Managers need support to communicate values effectively and work with employees to find ways how they may translate values into their work, with their specific context in mind.
Solution: provide managers with adequate toolkits and training to live the values themselves and to become values managers who can encourage these values to be lived within the department, unit or team. Find regular opportunities to have dialogue on vales, and to celebrate their presence in the workplace.
I’m sure most companies will say they have a good set of values and take them seriously, but I raise the question here of whether there is only a superficial use of values and suggest we test the depth of values management with our organization. This is no time for reheated rhetoric or pious proclamation; values are much more exciting for an organization than is traditionally understood.
According to an exercise expert, office workers should stand up to do their work in order to lose weight. This could lead to all sorts of interesting office arrangements, perhaps even smaller cubicles!
Should we stand or no, what say you?
Adam Ant could have used his own song in the intervening years?
See the full story here: http://www.bbc.co.uk/news/education-20947605
Losing employees is an administrative burden and a cost. However, it is more than that. It is a change to dynamics in the workplace. The departure of an employee can be unsettling in
the period leading up to them leaving and afterwards, plus there are issues related to whether they are leaving or being pushed.
This is no small concern, after all 40% of workers will start looking for a new job within the first half of this year, and 69% say they’re already been looking, at least keeping an eye out for opportunities. Meanwhile, people are habitually changing jobs on a regular basis, with 25- to 34-year-olds currently holding their jobs for an average 2.7 years, down from 3 years in 1983.
Other issues include knowledge management. You have perhaps trained those leaving, and certainly added to the skill-base they take with them. They are taking that knowledge with them, and your organization is left with the job of replenishing or salvaging what you can of their knowledge before they leave.
People leaving is also a recruitment issue about how well staff are retained, and what people say about you when they leave. Disgruntled employees and ex-employees can put off a lot of talent.
There are doubtless many other reasons you can think of why keeping your best employees is a jolly good idea, but let’s look at the role internal communications can play in doing just that, by following a five step programme.
As with all things, internal communications overlaps with other functions when you look at the implications of this five-step programme, but one value you can offer immediately is to start the dialogue internally that can shape the future.
Want to know the problem with internal communications? It’s boring. This is the problem. It is boring because communicators make it boring, and because top management only pay lip service to it at worse, or at best do not commit the right resources in terms of people and budget to make internal communications truly effective.
As a result, internal communications is like those boring Ronseal advertisements you may have seen: does exactly what it says on the tin.
Now, I’ve got your attention, here’s the good news! This need not be the case. Indeed, there are many companies working very hard at tackling internal communications, but they are a minority and there is till much potential left untapped. The potential for internal communications is exciting. If companies are going to change, live their values, fulfill their brand promise and all those expectations launched by the leadership and raised by external communications and branding, then they have to get their employees engaged. Shouting louder is not what is effective, nor is spin.
Internal communications is about engaging the imagination of employees and showing them where they fit within the corporate story. The art is to make the company story their story, and vice-versa.
If this message is not understood by leadership, and their communicators, then their organization will not be making the most of what used to be called human capital. They are not releasing the energy and good will the vast majority of employees have. After all, they spend so much of their life at work, why wouldn’t they want to be engaged? Yes, there are many for whom a job is just a job, and the money is just the money, but they are also imaginative human beings seeking fulfillment in their life. Work is part of understanding fulfillment.
If internal communications going to change, then leadership and communicators together must realize the following:
1. It is first and foremost about people, not sales figures, profits or, God forbid, the CEO’s vision.
The key is to put your focus on your people.
2. It is about imagination, something we all have to varying degrees, and which is what inspires us to action. We want to imagine what is possible for us, what lies ahead in our personal journey, and we like to tell stories about ourselves, others and our work.
The key is to harness that imagination.
3. It is about why people are inspired and productive. It is not about, excuse the non-corporate sounding language, crappy campaigns or selling your employees the latest wheeze. It is about involving and recognizing. It is about really motivating stuff. Like what? Like a job well done.
The key is to inspire and recognize your employees.
So, in fact, internal communications is not boring, or at least it doesn’t need to be. Employees are fascinating. They have many stories to tell that reflect the company values. The values your company spouts about already exist in people. The point is to inspire your people. The art is to foreground this.
Internal communications has a key role to play that connects the company to changing cultural norms and values. All companies face this, but do all companies recognize what this means? Yes, internal communications does what it says on the tin, but the work is much more challenging than any boring advertisement can capture. And if the leadership understand what internal communications means, then perhaps they will put more attention on it, more budget into it and staff it at a more senior level. This is the challenge internal communications faces, and this post has stated this and done exactly what it says on the tin.
I am thankful to Ronseal for their wonderful advertisements that inspired this blog, and you can see one of the many Ronseal videos here: http://www.youtube.com/watch?v=PXznmGz2fy4