Presentation on theme: "“We know that communication is a problem, but the company is not going to discuss it with the employees.” Actual quote by an executive at a communications."— Presentation transcript:
“We know that communication is a problem, but the company is not going to discuss it with the employees.” Actual quote by an executive at a communications company
Agenda Communications in Large Organizations How We’re Doing The Transition Communications Plan & Your Role Questions & Suggestions
My Part Communications in Large Organizations Impress You With Statistics Use At Least One Scientific Theory Gain Your Commitment To Great Communications
Some Statistics Estimated that miscommunication can cost an organization 25% to 40% of its annual budget Estimated that 14% of each work week is wasted as a result of poor communication A study of more than 2,000 senior executives and managers across the U.S. found that 94% of the participants identified "communicating well" as the most important skill for executives and managers to have in order to be successful today and tomorrow
Some Statistics Gartner Group survey concluded that more than 80% of IT projects were "late, over budget, short of expectations, or simply undelivered" as a result of poor communication at the outset
Symptoms of Poor Communication Frustration Fear Uncertainty Dissatisfaction Sense of Hopelessness
Bottom Line The bottom line for organizations is that poor communication slows productivity, reduces quality, can create turnover, and can contribute to a negative culture/climate
Obligatory Scientific Theory Herzberg’s Motivator-Hygiene Theory “Structures, actions and policies within organizations can serve as either motivators or demotivators.”
On The Flip Side Research has shown, when employees are kept informed, they tend to be more satisfied with their jobs, exhibit a higher level of morale and are more motivated to be productive employees Watson Wyatt study in 2003 found that a significant improvement in communication effectiveness was associated with an almost 30% increase in market value
Watson Wyatt Study Employees want to know: Where are we headed? Why? WIIFM? (What’s in it for me?) How can I help?
Watson Wyatt Study Managers want to know: How can I get all the work done? How can I meet my targets/goals? How can I get the most out of my people?
“Stuck in the middle with you?” The dreaded “Bottleneck” – why? Turf protection Politics Managers aren’t communicators More important things to do Body odor
So How Are WE Doing? Great! Terrible!
Communications Audit Key Themes Consistency: Volume, Frequency, Message Some managers doing great – some….not Over/under filtering Delivery system problems (addresses, mail boxes, communications rooms, etc.) Perception of wasted time
Communications Audit Key Themes Managers can’t do it alone: Push/Pull Computer Access (CAT): All online won’t get it done
Communication Is Important One of our core values We made a promise Transition Team consensus People are at different levels/places
The Big Finish #1 Communicator’s Rule of Thumb What So What Now What
The Big Finish #2 Communication from one’s own manager creates 4X the employee support than CEO Town Hall and 9X that of the company newsletter. (Sorry, Vennie)
Transition Team Communications
Plan Overview Transition Team reporters Plan components Newsletters Transition Talk updates Town Halls Web updates
Newsletters Released shortly after each milestone date Will be produced by Marketing Communications and distributed with enough hard copies for each staff member Also sent to key Divisional partners from across the University
Transition Talk Updates The primary printed source of timely information about all Transition Teams Produced by Marketing Communications bi-weekly, beginning this week Sent via e-mail to all supervisors within the Division Distribute widely Discuss with staff Focus on the facts
Divisional Town Halls Divisional Town Halls in January, April and July First one: January 28 in Kellogg Center Auditorium APSA/APA staff at 10 a.m. Anyone at 1 p.m.
Departmental Town Halls Will provide staff in new departments an opportunity to interact with their department head and get questions answered Open to everyone February schedule posted in the Transition Talk for this week
Web Updates New intranet site in development In the interim, we will continue to add information to the Transition Team portion of the Future State Web site
The Supervisor’s Role Timely, accurate information for staff Increased face-to-face communications Keep tabs on the pulse of your staff and make the Transition Teams aware of issues if they arise
If You Get Questions You may not have the answers Submit questions to the Transition Teams Responses will be posted on the Web and included in the next Transition Talk update Refer media inquiries to Marketing Communications Director Tony Frewen