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If you want to work on your corporate culture, you can't do it without communication. Access to information is important here, because the greater the access to information, the greater the transparency and trust. When companies increase transparency, employees get more involved and are prepared to go the extra mile for the company. And this also applies to tasks that are not directly included in the job description.
The best way to keep employees informed is to use various channels and different formats, for example in person at a team meeting, through a blog post on the intranet or at a company meeting. Nevertheless, a number of questions quickly arise when informing employees: How often should you provide information? How do you ensure that all employees are reached? How do you ensure that there is a constant flow of information?
Getting the hang of it
Swiss Spin" was introduced at SAP Switzerland: an entertaining news format in the style of a radio show that provides employees with the most important updates for 15-20 minutes every two weeks. Anyone who wants to listen in can dial in like a telephone conference - no matter where they are working from. If employees want a specific topic for an edition, they can send this directly to the Employee Communication Team, which prepares the news format.
Hanging the big bell on successes
When SAS Institute employees have had a sense of achievement, they ring a trychel in the office to share the story. For example, the bell was often used by salespeople to announce a successful sale. And anyone sitting out of earshot was sent a "Ring the Bell" email summarizing the success story.
When SAS Institute employees have had a sense of achievement, they ring a trychel in the office to share the story. For example, the bell was often used by salespeople to announce a successful sale. And anyone sitting out of earshot was sent a "Ring the Bell" email summarizing the success story.
Give me five!
Janssen-Cilag pursues a holistic approach with a total of five formal and informal meetings. The first meeting takes place in January or February, where goals are set, the commitment of managers is recorded and individual development is defined. Around the middle of the year, the second meeting looks at performance development and any course corrections are made, after which the feedback meeting is held between May and November. The fourth and fifth meetings take place between November and January, where stakeholder feedback, self- and leadership assessment and performance measurement take place.
Checklist for better information
- How transparent are you in your communication and how do you ensure that managers and executives regularly deliver news personally?
- Do you communicate regularly to all employees through team meetings or company events?
- Do you use different communication channels to ensure that you reach all employees?
- Does your message have a clear and precise message?
- Do you share internal information (corporate strategy, key financial figures) with your employees before you communicate it externally?
- Do you also post important information on all accessible platforms, such as the intranet?
- Do you regularly ask your employees whether they are getting the information they need in the level of detail and form that is most helpful to them?
