GDPR: Opportunity for businesses across the globe?

Why we should be embracing the GDPR

GDPR is around the corner and what an opportune time for businesses across Europe!

That’s right, you heard us correctly. The GDPR may be causing meltdown among many businesses, but we should be embracing the change to the Data Protection Act for its push to make companies more transparent!

On May 25th 2018 the General Data Protection Regulation (GDPR), will be enforced, superseding the Data Protection Act and permanently changing the way you collect, store and use customer data. Stricter guidelines on how companies process consumer data are affecting prospecting and marketing activities. As a result, companies are frantically searching for immediate solutions to comply with the latest regulations. But are we over-reacting and shouldn’t we be seeing this change as an opportunity for the better?

Companies who show they value an individual’s privacy, promote transparency by sharing how data is collected, stored and used, and implement improved ways of managing consumer data, build deeper trust and meaningful relationships with customers, suppliers and stakeholders.

Not only this, they become a company whose reputation is based on people rather than data!  As the CEO of WFA exclaims:

“GDPR represents a great opportunity to adopt a mindset of ‘people first’ rather than ‘data first’ across the entire organization. Adopting a more respectful approach to personal information can only build trust.”

But how can businesses embrace this change?

Like with all change management scenarios, the key to compliance change is to plan ahead. It’s about outlining the positive and negatives and identifying actions to accommodate both.

New research by the World Federation of Advertisers found that 95% of respondents thought that implementing the GDPR is important for their organisation and over 70% found that it was critically important.

But how does the GDPR offer opportunity to EU businesses?

Not only does the GDPR push companies into qualifying their current data, re-evaluate marketing activities and push for more meaningful relationships with audiences; it will also make it easier for companies, big and small, to do business across the EU. The GDPR has the potential to:

  • Remove undue administrative requirements including non-sensitive data processing tracking
  • Relax the need for SME’s to employ a Data Protection Officer unless legally necessary
  • Improve data control and quality, brand and reputation and thus, creating more transparent, honest and reliable companies
  • Increase visibility and offer competition opportunities for SME’s through the GDPR’s right to data portability. A clause which, firstly, makes it easier for potential customers to transfer personal data between service providers. Secondly, it opens the doors for new providers and reduces the painful transfer or resubmission of data from customer to supplier.
  • Reduced maintenance expenses, helping companies cut costs by retiring any data inventory software and legacy applications that are no longer relevant.
  • Better align businesses with evolving technology, allowing companies to easily locate, anonymise and report more securely and effectively.

Opportunity for re-connecting?

By pushing companies to contact, respond and respect their audience, offers opportunity for re-connecting.  As Philippe De Backer, Belgium’s Secretary Of State for Privacy advises:

“It’ll help businesses better identify opportunities. The GDPR is about enabling companies to know what data they have and securing that data. It is also about managing that data effectively to enable them to identify new business opportunities. The GDPR has the potential to go a long way in rebuilding trust. Trust which many consumers have lost in digital companies.”

Have your say and tweet us @ClearVoiceComms

At ClearVoice™, we are experts in delivering employee communication and engagement solutions. We inspire, motivate and transform your workforce to increase your company’s productivity and profits. For more information or help with compliance change management or digital transformation, call or email us today and let us show you how engagement can boost your company.

Defining the Internet of Things

What is IoT?

The Internet of Things (IoT) is the network of physical devices, vehicles, home appliances, and other items embedded with electronics, software, sensors, actuators, and network connectivity which enable these objects to connect and exchange data.

Simply put, the term, Internet of Things (IoT), describes everyday objects that have digital connectivity capabilities to send and receive data via the internet.  An inanimate interpretation of ET!

As technology becomes smarter and more intelligent, everything we touch becomes more digitally tuned in.  From alarms clocks to temperature sensors, electric cars to voice activated speakers; internet accessibility has radically transformed how we behave, personally and professionally.  But how does this affect your workplace and what can you do to ensure security and safety of valuable data?

How the Internet of Things will change your workplace

From increased collaboration to smarter office spaces, the IoT is fundamentally changing how we communicate, perform and operate at work.

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Through digital evolution and the availability to send and receive data across any location, easily and reactively, has also changed how we store, manage and use data that is specifically client and customer facing.  Through intelligent algorithms and data processes, businesses can analyse behaviours, track marketing campaigns and centralise attention on one specific area.

The Internet of Things has also changed the dynamics of the office environment.  From CCTV apps which can monitor activity remotely; to energy reducing lighting systems that use sensors to turn lights on and off when employees are in the building.

Employee-focused devices give the ability to track, measure and improve physical and mental wellbeing, including objects which can monitor how long you have been sitting or standing to apps which can analyse cognitive behaviours.

How to stay safe in cyber space

As connectivity across multiple devices increases and expands data usage, cyber threat is more exposed than ever but how can you secure your platforms and what can you do to improve cyber security?

Here are 5 tips to help you stay safe

Passwords: Choose passwords carefully and wisely.  It is easier to use one password for a multiple of platforms but just imagine the impact it could have on your business if this password was hacked?  Always use complex passwords combining letters with numbers and capital letters with lower case letters.

Personal devices: IT should check personal devices before allowing connectivity in the workplace.  If hackers can associate your device with work, there is opportunity to gain a foothold into the organisation.  This can result in data theft and illicit surveillance.

Network: Create a separate network for visitors to avoid security risks from unknown or unfamiliar devices.  Most Wi-Fi routers support guest networking giving visitors connectivity opportunity without gaining access to shared files or networked devices.

Universal Plug and Play (UPnP): UPnP’s are designed to make it easier for network devices to automatically discover each other. Unfortunately, this exposes hackers to potential discovery beyond local networks because of vulnerabilities in the UPnP protocol. The best step is to turn UPnP off completely.

Track & monitor: It is crucial that all devices connected to the network are continuously tracked and monitored; determining the level of access granted and to protect data exchanges.  This will also help determine the effectiveness and durability of current or future security systems.

The IoT has provided opportunity to grow and expand businesses and improve how we work and perform daily.  Giving companies digital opportunities to improve workplaces, reduce health hazards and have a positive impact on the overall work environment.

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At ClearVoice™, we are experts in delivering employee communications and engagement solutions. We inspire, motivate and transform your workforce to increase your company’s productivity and profits. For more information on how to create a digital strategy, call or email us today and let us show you how engagement can boost your organisation.

Intranets – a powerful digital tool?

How intranets can improve employee engagement

Intranets work as a collaborative platform that contain information specific to a company and can only be accessed by its employees.

A well-thought out intranet site can be a powerful digital tool that can help boost productivity and engagement.  It can also serve as a central hub of company information and resources that can help employees do their jobs, quickly and easily.

The benefits of intranets?

Intranets have a catalogue of benefits.

From cutting administration costs to supporting employees within a centralised digital workplace, intranet sites provide a key role in building an inclusive and engaged culture within the company.

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The value to HR departments

Intranets can have a significant, positive impact on key HR objectives through their ability to support, develop and communicate the employer brand and contribute to the overall employee experience.

Royal Mail and Tesco are great examples of how employee focused platforms can strengthen the employer brand and provide a wholesome employee experience.  Dedicated to staff, the sites provide valuable insights, colleague focused offers, company news, uniform order forms and exclusive employee login points which lead to confidential hub areas.

Integrating HR processes, Royal Mail’s intranet site aptly named myroyalmail.com also provides online access to employment policies, health and safety processes, share offers and business standards.

Tesco’s intranet platform, ourtesco.com, gives colleagues a central hub of staff-focused information including magazines, internal product and service promotions, community and charitable events and administrative documents including pay slips and business conducts.

A resourceful tool

Intranets considerably reduce administration costs and resources by centralising information to one area instead of across a multitude of internal servers, cloud-based platforms or even relying on one allocated body.

It also has the capacity to improve roles, expand employee engagement, strengthen employer brands and migrate company policies and procedures.  As a result, creating tangible benefits for HR departments and overall strategies.

Giving employees a reliable, dependable and resourceful digital platform.

Have your say and tweet us @ClearVoiceComms

 At ClearVoice, we are experts in delivering employee communications and engagement solutions. We inspire and motivate your workforce to increase your company’s productivity and profits. For more information on developing an intranet platform, call or email us today and let us show you how engagement can boost your organisation.

Reward and Recognition Programs

The importance of a Reward & Recognition program

A Reward and Recognition program can have significant impact on overall employee engagement in an organisation. From boosting morale to lowering staff turnover, reward and recognition programs offer companies a motivational tool that can be beneficial to the employer as well as the employee.

The three top tips for building a Reward & Recognition program

An effective employee recognition scheme should be relevant, fair and transparent for all employees to be motivated. Clear criteria outlining the purpose, audience, channel and measures will help employers manage and deliver the program easily and sustainably.  The key areas to include in any program criteria include:

  • Purpose: Having clear objectives for the introduction of the program will help shape the overall process. Are you trying to boost performance, drive employee retention or reinforce expected behaviours? These questions will help create a program that is bespoke to your objectives and you can easily measure.
  • Power: The most effective Reward and Recognition programs are ones which are peer led. Involve staff in championing the program; ascertain how they will communicate, measure and select winning candidates; and consider the overall perception and subsequent motivation of the workforce in this process.
  • Process: The Reward and Recognition program must have clear criteria. It should outline how the employee’s behaviours or actions will be recognised, by whom and who is eligible to receive this award. This will ensure the program is relevant and help motivate staff to perform accordingly.

Benefits of a Reward and Recognition program

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Reward and recognition programs are not just beneficial to an employer but also to the employee.  It provides a unified acknowledgement of performance and adoption of the company’s culture and ways of working.

A culture of recognition is one of the most important factors in creating a positive work environment. A simple ‘thank you’ from a manager goes a long way and confirms the meaningfulness of the work an employee has completed and been recognised for.

Have your say and tweet us @ClearVoiceComms

 

At ClearVoice™, we are experts in delivering employee communications and engagement solutions. We inspire and motivate your workforce to increase your company’s productivity and profits. For more information or help with developing a reward & recognition program, call or email us today and let us show you how a simple ‘thank you’ can boost your organisation.

Guest blog: Engage and stop chasing demographic unicorns

Engage with diverse workforces

Are you stressed about trying to engage your diverse workforce? Going crazy trying to engage millennials in your office?

You’re probably overwhelmed by articles and blog posts telling you how to communicate with your workforce by age, ethnicity and gender. Frankly, it’s unworkable.

The fact is people are complex and the psychological underpinnings that lead employees to engage with a firm morph with both time and situations. Engagement is daunting. That’s why you need a different model – a new way of thinking about engaging your diverse workforce.

Stop chasing demographic unicorns.

The 4 Drive Model

The 4 Drive Model (originally created by Lawrence & Nohria) is a comprehensive framework for understanding employee motivation at its root. The 4-Drive Model satisfies a wide variety of engagement issues with a single approach. This way, you can engage your 26-year-old white female as easily as the 45-year-old Asian male.

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#1: Acquire & Achieve. The first set reflects our drives to acquire things, status, experiences, rewards, etc. and is a common foundation for all engagement plans. Intuitively, you can peg millennials with their drive to acquire and achieve, but hold your horses. They’re not the only ones. We live in a consumer-driven world. Your millennials and your 50-something coworkers received Apple watches for holiday gifts (maybe even from themselves).

Kurt Nelson, PhD, President of The Lantern Group, applies a version of the 4 Drive Model to engagement strategies. He noted recently that “The standard ‘pay them more and get more performance’ mantra doesn’t work anymore. A written letter of appreciation can generate more engagement than a big check.”

#2: Bond & Belong. We have a drive to create positive relationships and engage with others to fit in as social beings. In this way, we are satisfying our desire to bond and belong. This drive transcends age, gender and ethnicity and has more to do with what’s happening in the careers of your employees and changes in their environment. In every new setting, the subconscious mind demands satisfaction to bond and belong, to fit in and for the tribe to recognise achievements.

The modern workforce exists not so much as individual contributors but as dynamic participants in a web of teams. As Nelson noted, “Successful leaders look for opportunities for their people to interact and form social connections.”

#3: Create & Challenge. These drives are about our need to create, improve, master, learn and overcome challenges. People commonly overlook this when considering what engages employees. An assignment with tremendous challenges can contain more motivational power than an average assignment with a big bonus. As historian Jacob Bronowski said, ‘We delight in our own creativity,’ so give an employee something to create and watch them run.

That said, it’s more than just having a challenge in a job. It’s also about expanding the cognitive abilities that allow us to succeed. “To maximize performance,” said Nelson, “make sure that there are regular opportunities or even requirements to engage employees in learning.”

#4: Define & Defend. Defining our purpose and defending our status, ideas and relationships. How we identify ourselves has immense motivational power. While saving-face is one such reactive aspect, the proactive side is staking a claim and enabling employees to raise a flag on their own battlements. These drives serve those who have clear visions of their purpose and goals in the organization.

“Employees will fight long and hard for a company that they believe in and one that has their back,” says Nelson.  This is truly the ultimate gift an employee can give a company when their environment supports it “but the moment they sense deceit or feel belittled, those same employees can turn into your biggest liability.”

Applying The 4 Drive Model

Dr. Nelson recently leveraged the 4 Drive Model with a global pharmaceutical firm in revamping their sales incentive trips. Historically, the firm offered lavish trips for top performing employees to exotic destinations as recognition of their successes. However, the company wanted to dial down the public perception of the trips and at the same time maintain high levels of motivation among the sales reps. The result, after private interviews, team brainstorms and input from senior leaders, a menu of trips was created to allow teams to choose (bond & belong) among learning-centric trips (create & challenge) with senior leaders (acquire & achieve) that were relevant to their team’s success (define & defend).

One Isn’t Enough

Nelson noted that “an improvement in each of these drives impacts organizational performance independently” which is important for any firm. Satisfying all 4 drives simultaneously initiates “an exponential increase in performance”. By comparison, firms see a 3%-6% performance increase for satisfying any individual drive versus a 36% performance increase when all four drives are satisfied.

Chasing demographics is akin to chasing unicorns in a magical forest.  By focusing on the 4 Drives, it allows you to develop programs that address your entire audience looking at where they are at.

Tim Houlihan applies the behavioral sciences to workplace engagement and consumer behavior to corporations around the world.

Have your say and tweet us @ClearVoiceComms

Many thanks to Tim, Chief Behavioral Strategist, at BehaviorAlchemy for his time and insight into engaging audiences. At ClearVoice™, we are experts in delivering employee communications and engagement solutions. We inspire and motivate your workforce to increase your company’s productivity and profits. For more information on engaging with diverse workforces, call or email us today and let us show you how engagement can boost your organisation.

New Year: Digital trends for 2018

New Year, new challenges

The New Year is upon us and with the start of 2018, come new trends that will revolutionise how we engage with employees, reach out to customers and expand online visibility.

Through cloud technology, artificial intelligence and responsive channels, technology has already affected how companies utilise digital devices to communicate with internal and external audiences.

As we embrace the New Year, we look at what trends are set to further change your communications channels and how to prepare your workforce for the takeover.

Read about the top three digital trends:

Chatbots

Chatbots are virtual assistants animated by artificial intelligence intended to deliver real-time answers to customers. Global tech business, Oracle, found that 80% of brands expect to use them for customer interaction by 2020.  One such system which combines AI technology with data is IBM Watson.  A supercomputer with combined data storage of over 200 million pages of information processed against six million logic rules, the software can analyse the relevant information and make recommendations in real time.

In action: Fukoku Mutual Life Insurance in Japan replaced 30 employees with the AI system, believing it would increase productivity by 30% and see a return on its investment in less than two years.

Mass personalisation

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Mass personalisation is the act of creating campaigns or websites targeted to specific audience’s history.  It enables recipients to focus on what’s relevant to them at the time it matters.  For organisations, it allows them to micro-target individuals or groups; giving them relevant information that affects their specific role as and when needed.

In action: Last year Virgin Group introduced the next generation in engagement software.  Virgin Pulse Hub, a dynamic engagement and communication portal connects employees with relevant HR and benefits tools, programs and information.  It enables administrators to segment messages across a variety of factors, including age, location and health risk factors; delivering them in ways that resonate with employee populations.

Remote workforces

Remote workforces are when employees work outside the ‘traditional’ office environment.  With over 96 million workers using mobile devices to do their jobs, companies are fast discovering the overall benefits of employing staff remotely.

In action: Buffer, a social media schedule platform company has more than 80 employees working in several different countries.  ‘Courtney Seiter, Buffer’s Inclusivity Catalyst, shares that instead of having a hybrid remote and on-site environment, Buffer “does everything 100% remote first to create that feeling of inclusivity and equality across the board.”’

How to prepare your office for 2018

As we begin the new year, preparation can ensure a stress-free agenda.  Develop a plan for 2018 by encompassing tactics which can help improve and strengthen key elements of the business.  Utilise the five key areas when developing your strategy for the coming year, helping provide practical solutions in a short space of time:

Employer brand review

A great employer brand is one that both customers and staff will want to be a part of.  Review how it is currently perceived and how it can be improved forecasting key milestones to improve your employer brand.  Think about the attractiveness of the company, the core message and culture you have built.

Challenge preparation

Consider factors which may affect your business, staff and your customers.  Think about the up and coming digital trends; would they improve efficiency, increase online visibility or reduce costs? Use this time to research key events which may affect audiences such as GDPR or Brexit, helping address potential risks to your business.

Identify new opportunities

Use the New Year to explore new marketing tactics, thinking about mass personalisation, social channels and networking events. Consider new products or services or even reinventing how you package them up. Encourage staff to feed ideas for economic growth and provide incentives for internal contributions.

Financial downtime

Carry out a financial review of current costs and identify if you’re getting value for money or if costs could be better used elsewhere.  Do you have a bonus scheme in place for employees?  Assess how best to deliver these and what the bonuses are measured on including performance, sales or time of servitude.

Review and prepare a comms plan

A comms audit can help identify which channels work; identify common weaknesses and measure the overall effectiveness.  Assess who you are communicating with, internally and externally, how you could improve the comms channel and the best medium to adapt to deliver key messages.

Have your say and tweet us @ClearVoiceComms

At ClearVoice™, we are experts in delivering employee communications and engagement solutions. We inspire and motivate your workforce to increase your company’s productivity and profits. For more information on strategy preparation and internal communication, call or email us today and let us show you how engagement can boost your organisation.

Mental wellbeing in the workplace

Awareness of mental wellbeing

Awareness of mental wellbeing has exploded over the last year. It’s driving companies and HR teams to acknowledge, support and integrate tools which can help employees cope with stress, effectively and successfully.

.mental wellbeing, clear voice, silke brittain, employee engagement, productivity, values, culture, bedford, HR, engagement, communicationIn 2016, 15.8 million working days were lost in the UK due to mental health issues. A 2017 report claimed 60% of employees have experienced a mental health problem due to work or work was a contributing factor at some point in their career.

However, with the increase in awareness of mental wellbeing, companies are starting to understand the physical and mental state of their employees.  By using initiatives which encompass the employees’ working environment to open discussion opportunities, companies are understanding the benefits of healthier, motivated and focused staff.

But how can you support your employee’s mental wellbeing?

Supporting and encouraging positive health and mental wellbeing needs to be engrained into a company’s culture. It should not stop at the strategy development stages.  To help tackle the causes of work-related mental health problems and promote wellbeing in the workplace, Mind, a leading charity for mental health and wellbeing developed an informative step by step guide.  Focusing on the working environment, line managers and HR professionals; the guide provides a collection of informative yet useful tips in maximising your workforce’s mental wellbeing.

4 steps to support positive mental wellbeing

Here is a synopsis of the guide to help start the process of promoting mental wellbeing and supporting your staff’s mental and physical health in the workplace:

Open-door policy

Employees want to feel that they can communicate honestly and openly.  Integrating an open-door policy will help strengthen and support engagement from the onset.  Try to implement transparent communication through all platforms; helping promote and encourage staff to share and respond respectively.

Training & guidance

For an open-door policy to work it is crucial to give leaders adequate training and guidance to help support employees.  This ensures that leaders are equipped to advise employees and proactively manage work-related factors that may contribute to poor mental wellbeing. Send a clear message to your staff that their health and wellbeing matters!

Flexible hours

Flexible hours not only encourage a more dynamic working schedule but can allow for a more balanced and healthier lifestyle.  Integrate and demonstrate behaviours which encourage motivation and social support within your team through flexible schedules.  Encourage staff to work sensible hours, take full lunch breaks and recuperate after busy periods. Senior leaders should role model these positive behaviours where possible.

Don’t forget you!

Look after yourself. Always try to ensure you maintain a healthy lifestyle, access social support and develop resilient thinking.  If you can lead by example, staff will soon follow and adapt.

Have your say and tweet us @ClearVoiceComms

At ClearVoice, we are experts in delivering employee communications and engagement solutions. We inspire and motivate your workforce to increase your company’s productivity and profits. For more information on developing a mental health and wellbeing strategy, call or email us today and let us show you how a happy and healthy workforce can boost your organisation.

Internal communications value as told by CIPR Inside

Value of internal communications

Internal communications group of the Chartered Institute of Public Relations: CIPR Inside recently submitted their latest report on the value of internal communication as perceived by CEO’s and IC professionals.  Focusing on the perceived value and interactivity of internal communication with senior leadership teams, the paper offered insight and exploration over a much-discussed topic.

Defining terminologies

The report identified that ‘when defining internal communication, many of the IC practitioners …surveyed used the terms ‘internal communication’ and ‘employee engagement’ interchangeably’.

But what is the value of internal communication and employee engagement, how is it viewed in the industry and is there a defining difference?

Internal communication

Internal communications has long been defined as the functionality responsible for effective communications between internal staff members within an organisation.  The CIPR report states that CEO’s saw IC practitioners as ‘custodians of translating strategy, company values and priorities’.

Employee engagement

Employee engagement is an emotional commitment between an employer and their employees; creating an environment that is engaging and retrospective to the culture they are trying to achieve.

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Although interconnected through their primary focal point – employees – both are equally different through their purpose and delivery.  Where one focuses on how and what to communicate internally, the other looks at the why and who; defining the context and environment of delivering the communication and to whom.

In VMA Group’s Inside Insight 2017 report, 92% of senior leadership either understand, are on board with or appreciate the importance of internal communication but incredibly, only 8% of British employees feel engaged at work.

All CEOs interviewed for the latest CIPR report expressed concern around not communicating key messages and purpose to employees. They believed that if employees did not understand the priorities and the organisational direction, their motivation and effectiveness was less lower!

Can we build a unifying relationship?

Internal communications provides the strategic knowhow and the channels to deliver key yet effective messages within an organisation.  However, it is the foundation of employee engagement which positions the reason behind those messages. And it provides the background of who they are projected at.

Can they work in parallel of each other – absolutely!  Both accentuate the employee voice;  both are platforms to strengthen and improve the communication and culture of an organisation.  The synergy of internal communications and employee engagement has the power to influence and change the culture of an organisation!

It is the role of senior leaders to identify the capacity of both functionalities.  Treating them retrospectively as separate functions provides a more encompassing and powerful method to communicate and engage with staff.

Have your say and tweet us @ClearVoiceComms

At ClearVoice™, we are experts in delivering employee communications and engagement solutions. We inspire and motivate your workforce to increase your company’s productivity and profits. For more information on how we can help communicate internally and engage audiences, call or email us today and let us show you how engagement can boost your organisation.

How GDPR will affect your business

What is GDPR?

GDPR is EU’s General Data Protection Regulation, a new directive that will enforce businesses to install stronger data security and privacy rules for protecting personal data.  These regulations supersede any previous legislation and will come into force in May next year.  Failure to comply can result in fines of up to 4% of global annual turnover!

As 2017 has already become a frantic scramble to prepare for next year’s GDPR, we provide a rundown of who the regulations affect and how you can prepare for the milestone.

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The GDPR applies to anyone who ‘controls or processes’ personal data in and outside the EU.  That includes profit-seeking companies to IT firms, charities to agencies.  The responsibility of handling data falls to both sides; those that collect and manage data and those who process and maintain data records.

 

How does it affect you?

The new regulations will force all companies to control and manage how and why they process personal data. Data can only be used for a specific purpose.  Once companies have achieved that purpose, they must delete the data.

What is personal data?

Personal data includes any information which can identify a specific person.  This includes economic, cultural or mental health information, IP addresses and the existing definitions covered under the Data Protection Act as it currently stands.

How do I get consent once the GDPR is in place? This is when good recording keeping comes into play!  All companies who ‘control’ personal data must keep a record of how and why they obtained that information; it must record how they will process it. And it must provide the opportunity for individuals to amend or check the data held on file; or withdraw consent at any one time.

The GDPR mandates that consent must be ‘freely given, specific, informed, and unambiguous’. You will no longer be able to have a pre-ticked box and opt-in based on inactivity.

Data breaches & penalties

If there has been a breach to the data you hold on file, you must contact your data protection authority, the Information Commissioner’s Office, within 72 hours of discovering the leak.  Companies who do not meet this time frame can face penalties of up to £10 million or 2% of their global annual revenue; whichever is greater.

Failure to comply with the new regulations can also incur penalties of up to £20 million or 4% of your global annual turnover – whichever is greater.

Don’t be caught out by the new regulations and prepare yourself for next year’s stringent regulations; giving you piece of mind and the reduced risk of astronomical fines.  To guide you through the process, read the full article here.

Have your say and tweet us @ClearVoiceComms

 At ClearVoice™, we are experts in delivering employee communications and engagement solutions. We inspire and motivate your workforce to increase your company’s productivity and profits. For more information on securing your data and how to manage the GDPR change, call or email us today and let us show you how engagement can boost your organisation.

The value of internal communication apps

Are internal communication apps the answer?

As audiences become more digitally focused, demand for communication activity is bigger than ever.  Internal communication managers are constantly finding new channels to better engage and motivate employees that can be measured effectively.

From electronic newsletters to emails and messenger forums, communication gaps or missing information can render these platforms unreliable but are internal communication apps the solution?  And are they the key for an integrated communications strategy?

Internal communication app – talking stats

With 88% of workers owning mobile devices in the UK, and 55% of mobile users looking at their phone within minutes of waking, companies are fast recognising the value of communicating with staff via app technology and in real time.

case study, change management, ClearVoice, communication strategy, communication, company culture, customer journey, digital engagement, digital evolution, digital maturity, digital strategy, employee advocate, employee communication, employee engagement, employee experience, employee journey mapping, employee journey, employee retention, employee value proposition, employee voice, employer brand, Engage for Success, engaging managers, EVP, financial services, focus groups, four pillars, healthcare, HR communication, HR, human resources, innovation, Institute of Internal Communication, integrity, internal communication, IOIC, M&A, manufacturing, merger and acquisition, motivation, on-boarding, people, performance improvement, pharmaceutical, productivity, recognition, research, retail, reward, Silke Brittain, strategic narrative, strategy, talent acquisition, trust, values, well-being,From instant accessibility to private or group discussions, project management to development programs, mobile apps facilitate access to staff quickly and efficiently.  Industry experts have also indicated the rise of mobile usage through recent reports, including (but not limited to):

  • 73% of adults accessed the internet “on the go” using a mobile phone or smartphone, more than double the 2011 rate of 36%.
  • Statcounter, a research company that tracks internet use across 2.5m websites, said 51.3% of pages were loaded on mobile devices last year, the first time they have surpassed desktop and laptop computers.
  • More Google searches take place on mobile devices than on computers in 10 countries including the US and Japan.

Internal communication apps allow managers to create, publish and monitor interactive content directly to employee’s personal devices without time restrictions.  This gives employers the opportunity to update employees on important company changes as and when they happen.  It also provides capacity to share information that is job specific; improve overall engagement, and develop communication strategies through measurable activity.

Adding value to communication strategies

The main objective for an internal communication strategy is to foster and develop relationships between employees, their peers and employers.  Gaining opportunity to work towards a unified goal.  Internal communication apps bridge gaps by allowing teams to communicate and liaise through a medium that is preferential.

Integrating apps into communications strategies can help solidify and establish a measurable platform that is engaging and accessible.

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 At ClearVoice, we are experts in delivering employee communications and engagement solutions. We inspire and motivate your workforce to increase your company’s productivity and profits. For more information on developing an internal communication app, call or email us today and let us show you how engagement can boost your organisation.