Kristin Thomas is the program manager for investment management company Vanguard’s employee advocacy efforts on social media, which, within a regulated industry, isn’t always the easiest task. Thomas, who is speaking at The Social Shake-Up May 6-8 in Atlanta, shares lessons learned from launching employee advocacy at Vanguard.
The bar is raised when a company prides itself on its open culture and encourages employee feedback. Google is discovering that corporate culture is a living creature that needs care and feeding. Some of the activities the company is alleged to have done seem to run counter to the image Google seeks to create.
There always will be a competitor who can woo your best talent with money. Yet businesses that use only monetary incentives to keep top talent can win that battle for a time, but, eventually, they will lose the war. 5WPR founder Ronn Torossian argues employees who share your company’s vision and values are far less likely to depart. Fortunately, communications is key.
How well your company retains top talent can boil down to engagement. Here’s a checklist of 10 tips to engage employees.
Diversity and PR are inextricably linked, yet communicators have talked about diversity for years and many issues remain within communications and many other sectors. PRSA-NY president Sharon Fenster offers five ways to bolster diversity in the PR industry and at brands and nonprofit organizations.
One of the maxims of employee communications is to avoid announcing job cuts or restructuring during the holiday season. General Motors ignored that norm with its announcement yesterday. Here are six other takeaways for communicators from GM’s announcement.
Engagement isn’t just for social media anymore. It can be one of the most critical parts of a brand’s ability to recruit and retain the most-talented employees, argues APCO Worldwide’s Kimberly Gardiner. And with budgets tightening, improving employee engagement is a cost-effective way to bolster your employment strategy.
Following a report based on leaked internal Google documents about plans to launch a censored version of the search engine in China, some Google employees are less than impressed. The project (code named Dragonfly in confidential documents) was started in the spring of 2017 and had been confidential within the company, save for a small portion of Google’s large, multinational workforce, until this week.
More than 3,100 Google employees have signed a letter asking the company to halt its work on a Defense Department initiative. While the letter has made headlines, it also raises an important question for professional communicators: How should a brand prepare for the possibility that part of its workforce has a political or moral objection to some of its activities?
What should brands do when an employee says something controversial and headlines result? Is the consequence immediate suspension? Should there be a warning first? What about issuing a public warning that not only puts the employee on notice but serves to inform all other staff? The examples of Shepard Smith and Bob Costas bring these questions to light.