The Vital Role of Employee Communications in Building Employee Engagement
Interactive Course

The Vital Role of Employee Communications in Building Employee Engagement

Price: $249
Member Price: $189

Employee engagement is NOT a fad.

It is an industry, a big academic field of study, and a powerful management tool taken seriously by the biggest companies, government agencies, and nonprofits in the world.

If you work in internal communications . . .

You must listen to what Shel Holtz says about communication’s role in engagement:

  • Why HR, not communications, usually gets assigned to do employee engagement
  • Why bad communication breeds disengaged workers
  • Why even the best workers don’t share leaders’ obsessions about business problems
  • How communications ALONE gives context that makes engagement “come together”
  • Why top-down explanation of what leaders want is only the first step in engagement
Product Code: Z4AC02
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Did you know that:

  • Organizations that communicate well with employees are FOUR TIMES more likely to show a high level of employee engagement?
  • Your senior leaders very likely do not see the correlation between good communication and high engagement?
  • Good communication is one of the major reasons for high employee engagement? Employees in enterprises with good communication:
  • Are more efficient
  • Improve their interactions with one another at all levels
  • Display greater trust in senior leadership
  • Show more understanding of leaders’ long-range goals
  • Perform better and feel enhanced job satisfaction

Shel reveals:

  • The 6 types of general engagement
  • The 5 characteristics of employees with “high trait engagement”
  • Why communicators should aim for ‘trait and state” engagement
  • How “organization” engagement makes up for lack of “trait and state” engagement
  • The 4 big communications drivers of engagement
  • Why the belief that “employees only want to get info from their supervisor” is a myth
  • Why most supervisors are TERRIBLE communicators who sabotage engagement
  • The 7 questions to ask yourself to make supervisors into communicators

Holtz’s historical overview of engagement goes all the way back to Alexander the Great and his Macedonian army juggernaut in the late 4th century B.C. Alexander was perhaps the first, and certainly one of the greatest, practitioners of employee engagement who ever lived, besides being a military genius.

Alexander ate and slept in the same tents and huts his army used. He paid them on time. He wore the same kind of military dress as his ordinary foot soldiers. He listened carefully to his soldiers’ complaints, and then acted on their grievances. He put himself at the front in battle, and risked life and limb just like the rawest recruit.

The result: Alexander’s men did astonishing, unprecedented things. Long before the Romans, they conquered most of the civilized world known to Western man.

Holtz knows your leaders won’t be persuaded to adopt the pay, clothing, and habits of your company’s production line workers. But they can be persuaded to do amazing things for employee engagement; things you may not think are possible.

Holtz teaches you:

  • The Seven Non-communication Drivers of Employee Engagement
  • How to get through to the pivotally important line supervisors by learning the best way to meet them and get to know them
  • How to get HR, senior leadership, and other vital groups of senior execs thinking and talking about employee engagement
  • How to stimulate pride in working for your company
  • Make recognition and appreciation programs serve engagement
  • Make new hires feel wanted and valued

Finally, he reminds us that a balance of work and life, and a clear, internally well-publicized career path to advancement are both indispensable to any hope of high engagement.

This 90-minute interactive module is unique. No other product on the market gives internal communicators and internal PR people a rationale and defense of communications’ critical role in forming strong, passionate employee engagement—unanswerable arguments to use with senior execs, statistics that will persuade anybody and everybody, and new ideas that will strike a chord in the most blasé veteran employees.

Master the all-important preliminaries of engagement and to make you your company's authority on this new priority.