In the last two decades, scholars and professionals have increasingly realized the strategic importance of investing in CSR initiatives so as to improve the relationships between corporations and their various stakeholder groups. Despite the great amount of attention paid to external stakeholders’ engagement and perceptions, CSR programs are most effective when employees become leading enactors … Continue reading Bridging Corporate Social Responsibility and Employee Communication
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While much attention has been focused on integrating external communication efforts, internal communication can sometimes be a lower priority, which can impact employee engagement. True integration is even more difficult in organizations with multiple offices regionally and globally. We conducted in-depth interviews with 28 communication executives working in such settings to determine whether or not … Continue reading Functional Silos, Integration & Encroachment in Internal Communication →
Employee advocacy and social selling programs experienced significant growth in 2017, according to the 2017 State of Employee Advocacy survey, conducted by JEM Consulting & Advisory Services. Now in its second year, the survey-based study was designed to explore the trends and best practices for employee advocacy programs, through which organizations empower their employees to … Continue reading The State of Employee Advocacy | 2017 Survey by JEM Consulting →
Ok, first, allow me to apologize for the slightly click-baity headline. But I actually do mean it. Let’s all stop measuring internal communications for two reasons. First, internal communications is probably not actually internal and, Second, you’re wasting your time if you’re measuring the communications instead of the desired behavioral changes. I’ve been on a … Continue reading Don’t Measure “Internal Communications” →
Offering employees the information they need and keeping them informed and updated is only one of the basic goals of internal communication. A more important purpose of internal communication is to establish employees’ deeper-level emotional connection with the organization. More and more companies today are striving to develop an emotional culture which emphasizes how employees … Continue reading It’s about How Employees Feel! The Impact of Emotional Culture on Employee-Organization Relationships →
The imperfection of humans is at the root of why we don’t always get along with one another. But that imperfection doesn’t excuse us for not “playing together nicely in the sandbox.” In the workplace, whether that sandbox is as large as an organization or as small as a work team, personal relationships among people … Continue reading Can We Just Play Nice? The Challenge of Toxic Employees and Importance of Followership →
Reputation is continuously recognized as one of the foundations on which to build organizational success (Key, 1995). When positive, reputation is considered to be one of the most valuable intangible assets any organizations can possess (Vidaver-Cohen, 2007). This is true for organizations both in the profit and nonprofit sectors, in developed and developing economies (Martin, … Continue reading The Relationship Between Corporate Social Responsibility, Employer Branding and Reputation →
What’s your leadership grade? The Plank Center Report Card 2017 suggests leadership in public relations is average (C+), and it’s not improving. In 2015 the Plank Center for Leadership in Public Relations and Heyman Associates produced its first Report Card on PR Leaders. Leaders earned passing grades for the five areas examined—leadership performance, job engagement, … Continue reading PR Leaders are Pretty Average | Plank Center Report Card 2017 →
Author(s), Title and Publication Cervellon, M-C. & Lirio, P. (2017). When employees don’t ‘like’ their employers on social media. MIT Sloan Management Review, 58(2), 63-70. Summary When employees talk privately about their brands or the industries in which their companies operate, their comments will often have more credibility with their network of contacts than when … Continue reading When Employees Don’t ‘Like’ Their Employers on Social Media →
In May, the Institute for Public Relations released survey results in a report investigating the concept of Organizational Clarity, defined as the understanding and alignment an individual employee has about the organization and its vision, mission, values, strategy, and competitive reality. Similar to Organizational Clarity is the Page Society concept of Corporate Character, espoused in … Continue reading Intertwining Organizational Clarity and Corporate Character →
In public relations, engagement is studied in various contexts. It is defined in multiple terms and has different operationalizations. It is used as the umbrella term that includes a wide array of organizational attempts to involve stakeholders in its activities and decisions. In spite of certain confusions of definitions, there are numerous studies that report … Continue reading Exploring the Connection Between Internal Communication and Employee Engagement →
Scholars in public relations have contended that organization-public relationship (OPR) quality has multiple dimensions, including the oft-cited list of trust, satisfaction, control mutuality, and commitment. The concept of OPR quality is assumed to be positive (Heath, 2013), which nevertheless does not describe relational problems in reality. In this blog post, I introduce an additional side … Continue reading I Trust You, I Trust You Not: Different Sides of Organization-Public Relationships →