Employee Engagement.

Did you know only 30% of US employees are considered to be engaged employees?

One of the most interesting aspects of being in the communications business is that we are privy to the good, the bad, and the ugly. We like to visit with our clients and get to know them, their products or services, and their target audience. We feel this helps us craft a superior message for onboarding, union avoidance, or any of our other services.

One of the more challenging tasks a manager has is supervising a team of employees and ensuring they are all engaged. You have to make sure they’re happy, work together towards the same goal, and feel a since of satisfaction with their job. The more engaged the employees, the more productive and efficient they are. A small group of highly engaged and satisfied employees working together towards a common goal can accomplish great things.

We were fortunate to see that kind of productive engagement in action recently when we created an orientation video for a recycling company. The company is smaller than its competitors, yet it has a similar output. Why? The workforce is treated with respect. The company provides benefits of a much larger company. And it has incredible employee retention. The owner attributes the success to overall employee morale.

A good way of ensuring that employees are engaged and morale is high is to have regular staff meetings. They don’t have to be long. In fact, in our experience with companies across the country, we’ve noticed the meetings that are short, mandatory and conducted daily are the most effective. Having employees just stand in a circle while following a prescribed agenda lets everyone know what’s expected of them performance-wise by the end of that day. There’s also time allotted to review past performances and quickly discuss ways to improve as a group (sometimes assigning people to review a situation and report back). Those few minutes provide a great way to create a "team" environment, get everyone’s participation, bring everyone back onto the same page, and even hold one another accountable to their job duties. It’s also a great way to get feedback and encourage the flow of creative ideas from the team that might otherwise be overlooked.

As always, don’t forget to communicate to your people. They appreciate it, and it pays off.

Sincerely,

Matt French

P.S. A few more reasons to work on having engaged employees:

Gallup found that engaged employees generate:

- 12% higher profitability
- 12% higher customer satisfaction
- 18% greater productivity
- 27% less absenteeism
- 51% less employee turnover
- 62% fewer accidents

First Cut Communications, LLC
706-882-5581

The Power of Personal Stories.

 

First person singular. The use of the word “I.” It can be one of the most powerful ways to communicate with employees. If someone has “been there” and “done that,” sharing the experience with peers can be extremely effective in making a point.

 

Presented right, testimonials are impactful and insightful. This is especially true when it comes to union experiences. More and more studies are showing that many young people today don’t have strong union legacies. Continuously declining numbers mean family members were not members and have not passed down loyalties. Even those who had a connection are opting for non-union workplaces. Today, it’s not uncommon for the previous experience of a fellow employee in a union environment to be the main source of information.

 

Truth vs. fiction.

 

Unions make promises they can’t keep. And they impose work rules that stifle flexibility. True stories not only discount union claims and make explicit points, but also open up dialogue possibilities and give companies an opportunity to build other communications around them. From videotaped roundtable discussions to individual stories, first-person accounts create discussion points and raise questions a company can successfully and prudently answer about third party representation.

 

As part of an overall communication plan, a “word to the wise” from an experienced employee can be invaluable.

Three union campaigns in 30 days stopped COLD.   That’s a sampling of the track record for 2013.  In the space of just 30 days, our new card-signing video Signing Your Rights Away stopped three union campaigns in their tracks. Some companies are using it for prevention in orientation meetings; others when the rumblings begin. Could you use some of that firepower? Call us for a preview.706-882-5581.

Union organizers are at the facility across the street. 

How would you handle the situation? 

You’re a supervisor, and you’ve heard there is organizing activity going on at the shop across the street. What do you do? 

Maybe your first thought is to ask some people on your floor to see if the union has made any attempts at your place. In the back of your mind, you may also recall a strange acronym that you learned from your labor guru and some training videos. Let’s see: "Should I call somebody at headquarters or just go for it, be the one that’s ‘in the know’ and look like a hero?" Hmmm 

You come to the conclusion that it would be best to see if you can find that DVD or the link you were given awhile back . . . the one that had the labor training on it and your notes from the meeting.

TIPS. Yeah, that’s it. Threaten, Interrogate, Promise, Spy. TIPS. Got it. 

Threat: Don’t make threats. Never say something like, "They’ll shut us down if the union is voted in."

Interrogate: Don’t ask anyone about their personal involvement with the union or any other questions about union activity. 

Promise: Don’s ever promise something like increased benefits, or a raise if employees vote against the union. 

Spy: Don’t spy. And don’t say anything to make employees think that you’re spying on them. 

TIPS. Okay, that tells me what I can’t do. But how about what I can do. 

Here it is: FORE. 

First, state the Facts. 

Second, share my Opinions about the issue. Don’t hold back. My team needs to know what I think about the issue. 

Third, Rules. It’s okay to talk about all the rules that a union imposes and how they slow down the flexibility of the company often when it needs it the most.

Fourth, share my Experiences about issues or the experiences of others that I’m sure are accurate.

TIPS and FORE. Great. I can do this. I just wish I had some more examples to follow. Wait a minute. I do. They’re on that DVD or the link, the one with the sample conversations. Now I can look like a hero. 

We know it's very important to you to have your supervisors well trained so they know how to respond to situations. We also know that if the supervisor does not know how to respond to a question, he needs to find an answer within hours. If it takes too long, it looks as if the answer is not as valid. 

If you're interested in the previewing the full length version of this video please contact AGTS.  If you would like a free video clip of the above join our newsletter and we will send an electronic copy to qualifying companies. 

Thanks for reading my blog.

Matt French
First Cut Communications, LLC
AGTS, Inc.

Are too many of your employees falling down on the job?

 

And yes, we mean that literally. Do you know how much businesses spend a year on costs associated with occupational injuries and illnesses? One estimate is about $170 billion. That’s billion with a “b.” And every dollar of those expenditures is directly related to the bottom line of a company’s profitability – or lack thereof.

 

It’s no secret that job related injuries increase operational expenses (think absenteeism, re-training and defective parts for starters). Employee morale also suffers, as well as productivity.

 

Safe work environments attract better talent. Better talent produces better products. Better products produce more sales. And more sales produce . . . well, you get the picture.

 

Strong safety and health programs are proven profit boosters. A Fortune Five company increased productivity by 13%, while a small, 50-person plant decreased defective parts and saved more than $265,000.* Those are real, tangible savings for very little investment.

 

Don’t just tell your employees safety is key, show them. Let them know you recognize they are the best assets your company has. A safe workplace is a better workplace for everyone. We can help you spread the word with a professionally produced custom safety video that expressly addresses your company’s unique situation.

 

*data from OSHA

Finally a new video... Our new card signing video Signing Your Rights Away continues to work well for our clients. Some have an urgent use for it, while others are using it as part of their orientation process. And freshness creates awareness. We just had a new client run Signing Your Rights Away in a facility that has had previous issues. The employees were excited that the company had invested in a new card signing video so they didn’t have to watch “that old one” (which we didn’t produce, by the way) that had been used for years. (Proving again that employees do indeed pay attention and like open communications.)   We believe it is important to explain to your associates the risk involved with signing a union card, not only to the associate, but to the long time survival of the company as well.

How do you crack the list of the “100 Best Companies to work for?”

How do you crack the list of the “100 Best Companies to work for?”

You know the list we’re talking about. Every year, FORTUNE magazine ranks companies that rate highly with their own employees. Over the years, First Cut Communications has seen familiar names on that list . . . names we’re proud to do business with. One company in particular is a perennial regular and often in  the top ten.

We recently worked on a new orientation video with them and again got the opportunity to see up close and personal why the company scores so highly with employees year after year. It sounds almost too basic, but first and foremost, they focus on what’s important – the core issues that most affect the people who work there.

Constant dialogue is key. From Day One, employees know they can talk with anybody and their voices will be heard. The culture of listening starts at the top and flows down to line management. There’s a definite eye on continuous improvement, whether it’s products and systems, or employee wants and wishes.

The company recognizes great ideas can come from anywhere and anyone. Finding better ways to do what needs to be done not only helps the bottom line but employee relations as well. Whether it’s automating drudge tasks or searching for opportunities to fulfill employees’ needs, this company lives by the credo that you take care of your people and they take care of your customers. The fastest way to end a career at the company is to treat fellow employees badly. Fortunately, that doesn't happen very often.

As we saw once again during our most recent visit, people are proud of the place where they work. It’s probably why so many of them start young and end up making long-term careers at the company. Respect for each other and taking a true interest in the welfare of each and every employee are not just words on paper but a guiding principle of how the company operates.

Communicating, collaborating and caring. That’s the short formula for the “Best” success.

Three union campaigns in 30 days stopped COLD.

That’s a sampling of the track record for 2013. In the space of just 30 days, our new card-signing video Signing Your Rights Away stopped three union campaigns in their tracks. Some companies are using it for prevention in orientation meetings; others when the rumblings begin. Could you use some of that firepower?

Call us for a preview.706-883-6366.

Are Your Employees Engaging?

Are Your Employees Engaging? More to the point, are you engaging your employees? How often do you ask your employees for their input? We’re not talking about just a suggestion box outside the HR office (although there’s nothing wrong with that). We mean how often do you ask them face to face for their thoughts, ideas, observations . . . anything that might improve the workplace as well as the products you produce? Do you know where the next big idea for your business is coming from? Research and development? Well, maybe. But more and more, traditional sources are being usurped by – you guessed it – employees, as well as customers and suppliers and everybody else in the company food chain. It really just stands to reason. Engaged employees like what they do, like the company they work for, and want to see it succeed. Moving the organization forward moves them forward too. Those employees who aren't engaged are either just putting in the time or plain just flat out don’t care. Unfortunately, the unhappy ones can poison the well for even the best ones. And that’s a recipe for disaster. What label would you assign to your employees? It doesn't take great brainpower to determine that engaged employees are going to be the happiest and the most productive. Not only that, they would certainly be the least likely to entertain the thought of a third-party coming in and upsetting the situation. Creating an atmosphere of involvement means making sure employees know where to go with their ideas. Telling a friend at work is one thing – and a good thing – but knowing exactly where to go to share their insight in the management hierarchy is even more important. Eliminating barriers, whether physical or mental, opens the door to conversation, discussion and inventiveness. Recognizing input is also key. It can be monetary, but it doesn’t have to be. Internally communicating the suggestions and results made by employees not only has an extremely positive effect on those making the suggestions, but can spur others on to speak up and keep the ideas coming. Every company welcomes new ideas. But have you created an atmosphere where those ideas are encouraged and acted upon? Engaged employees are generally happy employees. And happy employees can have a ripple effect throughout your workplace. Want some suggestions? Talk to us. We’ve seen the good, and the not-so-good. Take advantage of our perspective.

Three union campaigns in 30 days stopped COLD. That’s a sampling of the track record for 2013. In the space of just 30 days, our new card-signing video Signing Your Rights Away stopped three union campaigns in their tracks. Some companies are using it for prevention in orientation meetings; others when the rumblings begin. Could you use some of that firepower?

Are Your Employees Engaging?

More to the point, are you engaging your employees?

How often do you ask your employees for their input? We’re not talking about just a suggestion box outside the HR office (although there’s nothing wrong with that). We mean how often do you ask them face to face for their thoughts, ideas, observations . . . anything that might improve the workplace as well as the products you produce?

Do you know where the next big idea for your business is coming from? Research and development? Well, maybe. But more and more, traditional sources are being usurped by – you guessed it – employees, as well as customers and suppliers and everybody else in the company food chain.

It really just stands to reason. Engaged employees like what they do, like the company they work for, and want to see it succeed. Moving the organization forward moves them forward too.

Those employees who aren’t engaged are either just putting in the time or plain just flat out don’t care. Unfortunately, the unhappy ones can poison the well for even the best ones. And that’s a recipe for disaster.

What label would you assign to your employees? It doesn’t take great brainpower to determine that engaged employees are going to be the happiest and the most productive. Not only that, they would certainly be the least likely to entertain the thought of a third-party coming in and upsetting the situation.

Creating an atmosphere of involvement means making sure employees know where to go with their ideas. Telling a friend at work is one thing – and a good thing – but knowing exactly where to go to share their insight in the management hierarchy is even more important. Eliminating barriers, whether physical or mental, opens the door to conversation, discussion and inventiveness.

Recognizing input is also key. It can be monetary, but it doesn’t have to be. Internally communicating the suggestions and results made by employees not only has an extremely positive effect on those making the suggestions, but can spur others on to speak up and keep the ideas coming.

Every company welcomes new ideas. But have you created an atmosphere where those ideas are encouraged and acted upon? Engaged employees are generally happy employees. And happy employees can have a ripple effect throughout your workplace.

Want some suggestions? Talk to us. We’ve seen the good, and the not-so-good. Take advantage of our perspective.

 

Sincerely,

 

Matt French

First Cut Communications, LLC.