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  • Lelia Zapata 9:00 am on November 25, 2013 Permalink | Reply
    Tags: , internal communication,   

    Fostering a Culture of Innovation: Internal Communications’ Objective 

    Estimated Reading Time: 5 minutes

    Note from the Editor: Today we welcome a new author to our blog. Lelia Zapata (@leliafabi) is a teacher and researcher. She is an expert in Internal Communication and a founding partner at Talentos Reunidos. Welcome! You can follow her on her blog.

    It is said that innovative culture must be the motor that excites creativity in work teams, fresh contributions, roads that lead to continuous improvement in  products/services and processes.

    It is a serious mistake to relegate the activity of innovation to minority groups and defer this responsibility when you have time. Innovation is not simple.

    It requires an innovative culture that we must support and spread. The responsible area for its diffusion is the company’s internal communication area.  

    What can be done from the area of internal communication to implement an innovative culture?

    15 Contributions in the area of internal communication for innovative culture 

    1. Popularize the idea that innovation must be understood as any process of management. That it is not only competition in the area of I+D+I, nor marketing.  

    2. Disseminate policy and innovation strategy designed by the Department or Management.  Fertilize the organization with continuous messages about collaborative innovation. The resources can be printed signs, online banners, blog posts, story-telling articles, interviews, reports, videos, etc.

    3. Spread around the fact that innovation is a part of the company culture. Highlight sections which state commitment to innovation: mission, vision, business creed.
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    • James 11:01 am on June 16, 2015 Permalink | Reply

      Innovation should be a continuous process. We ought to create a culture of developing and coming up with new ideas. For these to be effective, we must have clear communication channels among the groups involved.

  • Carlos Muñoz García 9:00 am on November 18, 2013 Permalink | Reply
    Tags: , , , internal communication   

    Gossip in the Enterprise 2.0 

    Estimated reading time: 5 minutes

    We all know that gossip, or ‘watercooler chatter’, exists in companies, despite the efforts conducted by internal communication to erradicate it. Because we also know that this phenomenon of informal communication is a natural part of a company since a company can brew the gossip. 

    There will always be those individuals who instead on focusing 100% of their time in their professional performance, they flood their time with rumors in each corridor of their work centers.

    The same happens in online social networks

    Whether they are professionals or personal email accounts, personal accounts on Facebook or Twitter. Rumors and gossip are practically innate in everyone, and they are not spared when we have the opportunity to hurt the company image or a specific person. Internal Communication is precisely the key department to banish from their ranks those gossip items that are detected generating misinformation, and not only in the physical space, but also in the virtual.   

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  • Rodrigo Escobedo 9:00 am on November 4, 2013 Permalink | Reply
    Tags: , , , internal communication,   

    Enterprise Social Networking and Coaching: how to make a positive impact on the company integrating both tools 

    Estimated reading time: 5 minutes

    When a business owner or director is coached, he/she lives with the challenge of everything that they have learned permeating with their partners in the organization. People perceive their leader, after finishing a coaching session, will leave the session with renewed energy, with different ideas of the status quo and with motivation to implement immediate changes in the company or department. However, there is no clarity in why business owners or directors are making these decisions and how partners can contribute to the changes given to them.

    An excellent support tool for people to become clear of all the reasons changes are made, are enterprise social networks. Remember that a coaching process focuses on the company becoming more profitable, more efficient and to allow partners to align with the vision of the leaders of the company.

    How does an enterprise social network contribute to the achievement of these objectives?

    First, since it is currently being integrated into the workplace, they are an attractive tool for the generations born in the late eighties. They are also an opportunity for older people to share their knowledge and experience with these new incoming youth.

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  • Luis Miguel Díaz 9:00 am on October 22, 2013 Permalink | Reply
    Tags: , , , internal communication,   

    Is your Company Ready for an Enterprise Social Network? 

    Estimated Reading Time: 3 minutes

    Editor’s note:  Today we are so happy to welcome a new collaborator for our blog.  Luis Miguel Díaz Meco is a communications expert, a field where he has more than 15 years of experience. Welcome, Luis Miguel!

    In internal communication, the current revolution that we live in has caught us off guard. No sooner has consolidation within the strategic priorities of businesses when it claims its use through new platforms, such as enterprise social networks.

    The qualitative jump that these tools offer seem indisputable, but it is advisable not to be dazzled by its shine and make a prior analysis about whether or not our company is ready to make the jump.

    If we have a well designed strategy, the support of leadership and the necessary attitude and motivation is the moment.

    But before we must make a simple test:

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  • Rodrigo Escobedo 9:00 am on October 18, 2013 Permalink | Reply
    Tags: , , , internal communication, , ,   

    4 Principles to Achieve a Highly Motivated Team 

    Estimated Reading Time: 8 minutes

    When thinking about incentives for our employees, the first thing that comes to mind is money! Although for some people money is very attractive. But money is not necessarily the most important motivator. There are four principles on which we should focus to achieve greater engagement, generate more trust and increase the motivation of the current team: Power, Information, knowledge and Rewards.

    1. Power: Power means employees have the authority to make important decisions for their performance and professionally  improve their quality of life. This implies that they decide and then get feedback. Or they accept responsibility or total authority of their decisions and its results.  It has a lot to do with the 5th key for a Winning Team to“encourage risk taking” in order to offer our employees the opportunity to make decisions on their own account. In this way, reward them if they give good results or feedback. Additionally, they can learn from their mistake if they did not obtain the planned result.

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  • María Teresa Farfán 9:00 am on September 3, 2013 Permalink | Reply
    Tags: , , , internal communication, ,   

    Your employees’ self-esteem affects your company’s performance 

    Estimated reading time: 4 minutes

    Have you ever thought that the feelings and thoughts of your employees about themselves could affect your company’s performance? Often executives don’t ask themselves how they should encourage their personnel’s self-estimate through the organizational culture. However, self-esteem is a major economic factor in companies.

    One of the main causes of business failure is the fear of decision-making, change, and failure. And what’s the reason behind that? The perception that executives or strategists have about their competence, their ability to respond to crisis and new situations.

    In general,there is no aspect that is not affected significantly by employee’s self-esteem, from customer service through to strategic decision-making. Self-esteem is behind all experiences and is key in people’s behavior.

    With new business styles, teamwork has taken on greater relevance and management pyramids have been transformed into horizontal, flexible networks in such a way that, good management of self-esteem aids HR management as the people who work with you feel more secure, accepted, challenged and appreciated.

    In fact, the conditions that promote self-esteem are the same as those that encourage innovation, as they stimulate the creative and active participation of employees for and with the company.

    Stop focusing on employees’ defects, which is what we have done for years; now it’s time to focus on their abilities and allow them to do what they do best: the perception that they can make things better, because it is those same things that they like, their self-esteem and their productivity will improve.

    Good communication helps you to improve your employees’ self-esteem because they feel considered. How about using an Enterprise Social Network to do that? Try Zyncro!

    Ma. Teresa Farfán (@MomBita) is a psychologist graduate from UNAM, with experience in practising psychology both publically and privately in which she seeks an ethical practice and in favor of improving the quality of life and ensuring an integral experience of those with whom she works, be it individuals or companies, looking for teamwork, professionalization, and standardization She has experience in the area of culture, organizational communication, consumer and sales psychology. She participates actively in social undertakings such as Átomo Educativo and is co-founder of khÜn Psicología, a company that seeks to bring psychology to companies and individuals with a multi-disciplinary approach.

     

     
  • Carlos Gonzalez Jardon 9:00 am on August 29, 2013 Permalink | Reply
    Tags: , , , , internal communication, , ,   

    The importance of communication in project management 

    Estimated reading time: 3 minutes

    We already spoke about the benefits of using an Enterprise Social Network in project management. From a project manager, communication is one of the key skills you need to nurture and encourage. Communication represents an important part of our day-to-day and we need to give it the attention it deserves.

    What can we do for our communication?

    • Plan and prepare communication. We can’t leave communication to improvisation. We need to be clear about what we want to transmit, when, how to do it, what medium we will use, and who our interlocutors are. Limit improvisation as much as possible to avoid running the risk of saying what we shouldn’t.
    • Use simple language. This is very important in a highly specialized environment. Often we tend to use a language that we only understand in our scope of work (engineers, etc.). We need to communicate thinking in who receives the message, not who issues it.
    • Get feedback from the recipient. This point strengthens understanding of the message. We need to ensure that our interlocutor has understood what we want to transmit.
    • Establish multiple channels of communication. We need to define what the main lines of communication in our project are, and formalize/control them: reports, enterprise social networks, intranets, etc…
    • Determine the sensitivity of the recipient regarding the information to be transmitted.
    • In face-to-face communication, pay attention to the recipient’s body language. This will give us clues on whether the information is being received correctly.
    • Communicate at the right time, with the right format and means.
    • Strengthen words with actions. Avoid attitudes like “do what I say, not what I do”.
    • Listen actively. We need to listen and understand communication from the point of view of who is speaking.

    Carlos González Jardón (@cgjardon) is Consultant and Trainer in Project Management with more than 18 years’ experience in the IT sector. y Formador en Dirección de Proyectos con más de 18 años de experiencia en el sector TI. He holds a computer engineering degree from the Universidad de Vigo, an Executive Master’s from ICAI/ICADE and PMP certification from the Project Management Institute. He is currently consultant in Project Management at Tecnocom.


     
  • Denisse Caballero 9:00 am on August 2, 2013 Permalink | Reply
    Tags: , , , , , internal communication, , ,   

    5 recommendations to build engagement and loyalty in customers and teams 

    Estimated reading time: 3 minutes

    engagement y fidelizacionEngagement is becoming more relevant in the growth of a brand. Brands need not only to interact with customers, but also with contractors, suppliers, and employees in order to build loyalty, meaning collaboration and communication tools are essential.

    1. Generate interesting content. The main motor that drives consumers is interest and a way of motivating teams is ongoing learning. Keep your audience interested, be active and remember that attraction is key in deciding.
    2. Converse with your customers and employees; address their needs. Show empathy and respond to the needs of your audience, dialog. A satisfied customer can generate up to twenty-five new customers.
    3. Make them know they are part of the brand. Involve them and show your team the importance they hold within the company . Let them know you are committed to them, you share their achievements and give them as much information as possible regarding the brand’s objectives and goals.
    4. Reward and thank their commitment. Give them benefits, celebrate with them, allow them to have access to things that with another brand they couldn’t get; create loyalty programs.
    5. Don’t neglect your customers, and even less so your team. Assess their level of satisfaction and find possible faults to correct them. If you keep them up to date and follow up on their needs, you’ll have loyal consumers and employees. Remember a satisified customer will recount their positive experiences to an average of three other people, while a dissatisfied one tells nine.

    Denisse Caballero is Publisher Director at Soicos LATAM, managing campaigns for Telefónica MoviStar, Ford, Bayer and Adidas. With 10 years’ experience in Team Management and Planning, she constantly evolves finding new practices and actions for brands, customers, and teams.

    At Zyncro we know that loyalty is a key factor for your company. For this reason, we offer you all the collaboration and communication tools you need to communicate. Still haven’t tried Zyncro? What are you waiting?

     

     
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