Five steps to a winning project team it-toolkitsIT-Toolkits.org
As healthcare executives work to increase efficiency and decrease costs in a dynamic healthcare environment, they often undertake projects such as technology implementation, operational and process improvements and facility planning. These projects typically require the formation of collaborative teams comprising hospital leadership and staff as well as project managers and support staff from vendors and outside consulting firms. Executives must be prepared to establish efficient project teams that focus on communication and collaboration to achieve success.
Level up - First SDGs accelerator in CEEEmanuele Musa
Babele.co & Nod Makerspace are launching the first SDGs accelerator in Central & Eastern Europe, aimed at supporting the Sustainable Development Goals of the UN.
Here is the model:
- We invite different corporation choose 1 or more SDGs that they wish to support;
- We scout for different NGOs and social ventures promoting these SDGs;
- We let the corporate choose the venture that they want to adopt for the program;
Both venture and up to 10 employees from the sponsor company will attend the accelerator. The goal is three-fold:
- Support the social enterprise to scale its impact;
- Foster the entrepreneurial mindset of corporate employees;
- Use the program as a platform to develop a corporate-startup collaboration, focused on the SDG that both wish to support.
If you wish to learn more, please reach out to manu@babele.co
Five steps to a winning project team it-toolkitsIT-Toolkits.org
As healthcare executives work to increase efficiency and decrease costs in a dynamic healthcare environment, they often undertake projects such as technology implementation, operational and process improvements and facility planning. These projects typically require the formation of collaborative teams comprising hospital leadership and staff as well as project managers and support staff from vendors and outside consulting firms. Executives must be prepared to establish efficient project teams that focus on communication and collaboration to achieve success.
Level up - First SDGs accelerator in CEEEmanuele Musa
Babele.co & Nod Makerspace are launching the first SDGs accelerator in Central & Eastern Europe, aimed at supporting the Sustainable Development Goals of the UN.
Here is the model:
- We invite different corporation choose 1 or more SDGs that they wish to support;
- We scout for different NGOs and social ventures promoting these SDGs;
- We let the corporate choose the venture that they want to adopt for the program;
Both venture and up to 10 employees from the sponsor company will attend the accelerator. The goal is three-fold:
- Support the social enterprise to scale its impact;
- Foster the entrepreneurial mindset of corporate employees;
- Use the program as a platform to develop a corporate-startup collaboration, focused on the SDG that both wish to support.
If you wish to learn more, please reach out to manu@babele.co
Gallo Winery’s Guide for Training & Engaging Employee AdvocatesSocialChorus
Employee advocacy on social media is a natural fit for E. & J. Gallo Winery, where many employees are often asked for product recommendations by their social media networks. But Alcohol is a highly regulated industry, and Gallo employees must follow the rules when it comes to publicly talking about adult beverages. To solve this, E. & J. Gallo Winery trained and engaged their passionate employees to safely represent the brand online.
How C Spire Employees Engage with Consumers Through Employee AdvocacySocialChorus
In this presentation, Rob Rubinoff, Manager, Social & Interactive Strategy at C Spire, discusses how C Spire empowers their workforce to share their brand story and nurture leads on social media.
Manager Communication in a Digital World: 5 Lessons Learned with ROI Communic...SocialChorus
ROI Communication & SocialChorus partner to share the 5 steps you need to take to ensure your middle manager communication is effective and reaching all employees
How CDW’s Employee Advocacy Program Created a Culture of EmpowermentSocialChorus
Employees who are engaged with their brand and passionate about it will spread that enthusiasm when they share about it online. According to Gallup, 50% of employees are already sharing about their company on social media, but without any guidelines or training. Innovative enterprise brands, like CDW, are embracing Employee Advocacy to empower their employees with the opportunity to build relationships at a massive scale
ENGAGING employees to share IDEAS that feed the FINANCIAL bottom line; with REWARDS that are tied directly to ROI results is the primary offering of " Ideas At Work." The financial results are surpassing all client expectations, and is setting the highest marks for ROI results. Better yet, this web-based solution is entirely self-funding. Steve@SenseandCompany.com
Filament - Power your Internal CommunicationsFilament
We are a firm offering services in the space of internal communication and workplace branding. Learn more about us by visiting www.filament.co.in or viewing the presentation.
Employee referrals have proven to be one of the top ways for organizations to acquire top talent. Benefits of an Employee Referral Program (ERP)
Whether your organization is tuning up or just beginning to put an employee referral program in place, here are a few important keys to success to help launch and promote your employee referral program (ERP).
How Aetna Uses Employee Advocacy to Power Social Sharing in a Highly Regulate...SocialChorus
Despite being in a highly regulated industry like healthcare, Aetna’s innovative social media team guides and empowers hundreds of employees to represent the brand on social media. By investing in their employees’ social networks, Aetna is able to amplify brand content and increase consumer trust through authentic, employee-led social media engagement.
State of the Industry 2017: Driving Engagement and Improving Business Results...Human Capital Media
Partnering on the annual State of the Industry report, Workforce magazine and Virgin Pulse surveyed hundreds of organizations around the world to learn the latest trends and challenges in employee wellbeing, engagement and culture. Organizations that empower employees to be their healthiest, most productive selves – at work and beyond – see better business results. It’s a direct, uncomplicated and essential relationship that’s been proven.
Discover what’s ahead in 2017 during an upcoming webinar with Sarah Kimmel, Vice President, Research and Advisory Services, Human Capital Media, and Chris Boyce, CEO of Virgin Pulse. In the webinar, you’ll learn:
Business leaders’ top organizational priorities, roadblocks, and budget changes for 2017
The impact of employee wellbeing on engagement and company culture
How organizations that employ a strategic approach to wellbeing outpace their peers in critical business metrics
Gallo Winery’s Guide for Training & Engaging Employee AdvocatesSocialChorus
Employee advocacy on social media is a natural fit for E. & J. Gallo Winery, where many employees are often asked for product recommendations by their social media networks. But Alcohol is a highly regulated industry, and Gallo employees must follow the rules when it comes to publicly talking about adult beverages. To solve this, E. & J. Gallo Winery trained and engaged their passionate employees to safely represent the brand online.
How C Spire Employees Engage with Consumers Through Employee AdvocacySocialChorus
In this presentation, Rob Rubinoff, Manager, Social & Interactive Strategy at C Spire, discusses how C Spire empowers their workforce to share their brand story and nurture leads on social media.
Manager Communication in a Digital World: 5 Lessons Learned with ROI Communic...SocialChorus
ROI Communication & SocialChorus partner to share the 5 steps you need to take to ensure your middle manager communication is effective and reaching all employees
How CDW’s Employee Advocacy Program Created a Culture of EmpowermentSocialChorus
Employees who are engaged with their brand and passionate about it will spread that enthusiasm when they share about it online. According to Gallup, 50% of employees are already sharing about their company on social media, but without any guidelines or training. Innovative enterprise brands, like CDW, are embracing Employee Advocacy to empower their employees with the opportunity to build relationships at a massive scale
ENGAGING employees to share IDEAS that feed the FINANCIAL bottom line; with REWARDS that are tied directly to ROI results is the primary offering of " Ideas At Work." The financial results are surpassing all client expectations, and is setting the highest marks for ROI results. Better yet, this web-based solution is entirely self-funding. Steve@SenseandCompany.com
Filament - Power your Internal CommunicationsFilament
We are a firm offering services in the space of internal communication and workplace branding. Learn more about us by visiting www.filament.co.in or viewing the presentation.
Employee referrals have proven to be one of the top ways for organizations to acquire top talent. Benefits of an Employee Referral Program (ERP)
Whether your organization is tuning up or just beginning to put an employee referral program in place, here are a few important keys to success to help launch and promote your employee referral program (ERP).
How Aetna Uses Employee Advocacy to Power Social Sharing in a Highly Regulate...SocialChorus
Despite being in a highly regulated industry like healthcare, Aetna’s innovative social media team guides and empowers hundreds of employees to represent the brand on social media. By investing in their employees’ social networks, Aetna is able to amplify brand content and increase consumer trust through authentic, employee-led social media engagement.
State of the Industry 2017: Driving Engagement and Improving Business Results...Human Capital Media
Partnering on the annual State of the Industry report, Workforce magazine and Virgin Pulse surveyed hundreds of organizations around the world to learn the latest trends and challenges in employee wellbeing, engagement and culture. Organizations that empower employees to be their healthiest, most productive selves – at work and beyond – see better business results. It’s a direct, uncomplicated and essential relationship that’s been proven.
Discover what’s ahead in 2017 during an upcoming webinar with Sarah Kimmel, Vice President, Research and Advisory Services, Human Capital Media, and Chris Boyce, CEO of Virgin Pulse. In the webinar, you’ll learn:
Business leaders’ top organizational priorities, roadblocks, and budget changes for 2017
The impact of employee wellbeing on engagement and company culture
How organizations that employ a strategic approach to wellbeing outpace their peers in critical business metrics
Marketing of the Youth Package in collaboration with INSTRUMENTIBaltic PR Awards
Baltic PR Awards 2012
Category: SPONSORSHIP
Organization: SEB banka
Country: Latvia
Project name: Marketing of the Youth Package in collaboration with INSTRUMENTI
2nd PLACE
Baltic PR Awards 2012
Category: PUBLIC SECTOR & NGOs
Organization: PR Stils
Client: Ministry of Health of the Republic of Latvia
Country: Latvia
Project name: Feel bad? It’s Not Always So Sad!
Place:3rd
Campaign for the Latvian language Celies un Ej (Get Up and Go)Baltic PR Awards
Baltic PR Awards 2012
Category: PUBLIC SECTOR & NGOs
Organization: Deep White & !MOOZ
Client: Biedrība par Latviešu valodu (NGO)
Country: Latvia
Project name: Campaign for the Latvian language Celies un Ej (Get Up and Go)
Place:1st
The city fountains in blood: NO to the waste of lifeBaltic PR Awards
Baltic PR Awards 2012
Category: PUBLIC AFFAIRS
Organization: Komunikāciju Aģentūra/ Edelman Affiliate
Client: Association of Leukaemia and Lymphoma Patients
Country: Latvia
Project name: The city fountains in blood: NO to the waste of life
NOTARY DAYS: How did notaries acquire new functions and strengthened their ro...Baltic PR Awards
Baltic PR Awards 2012
Category: PUBLIC AFFAIRS
Organization: Deep White
Client: Latvian Council of Sworn Advocates
Country: Latvia
Project name: NOTARY DAYS: How did notaries acquire new functions and strengthened their role in the judicial system?
Place:3rd
RIGA International Airport vs. Ryanair – Communication Strategy for Airport S...Baltic PR Awards
Baltic PR Awards 2012
Category: ISSUE AND CRISIS MANAGEMENT
Organization: SJSC Riga International Airport
Country: Latvia
Project name: RIGA International Airport vs. Ryanair – Communication Strategy for Airport Security Fee
Defending a leading retail chains against a hostile attackBaltic PR Awards
Baltic PR Awards 2012
Category: ISSUE AND CRISIS MANAGEMENT
Organization: Hill and Knowlton Latvia
Client: UAB PALINK
Country: Latvia
Project name: Defending a leading retail chains against a hostile attack
Place:3rd
Baltic PR Awards 2012
Category: INTERNATIONAL COMMUNICATION
Organization: SEB banka
Country: Latvia
Project name: Business solutions come to you!
Place:3rd
Baltic PR Awards 2012
Category: INTERNATIONAL COMMUNICATION
Organization: JLP
Country: Estonia
Client: Microsoft Baltics
Project name: Work from Anywhere Day 2012
Place:2nd
CSR = NORDEA'S DNA: HOW NORDEA ENSURED THAT IT’S CSR IS NOT JUST PR?Baltic PR Awards
Baltic PR Awards 2012
Category: INTERNAL COMMUNICATION
Organization: Deep White and Nordea Bank Finland Plc Latvia branch
Client: Nordea Bank Finland Latvijas Fileāle
Country: Latvia
Project name: CSR = NORDEA'S DNA: HOW NORDEA ENSURED THAT IT’S CSR IS NOT JUST PR?
Place: 1st
1. Project: Cake Day
Category: INTERNAL COMMUNICATION
Summary
Leadership engagement is one of the most important factors of successful internal
communication. However, 40% of employees of our company felt that there was a
lack of open communication between them and the company‟s leaders.
Hence, the main objectives of campaign were to increase leadership engagement in
employee communication; find interactive, informal and fun communication way; and
to increase inter departmental communication (as 49% of employees felt the lack of
cooperation between company‟s departments).
Therefore, “Cake Day” – a monthly gathering of all employees – was decided to be
implemented. 20 strategic locations in all 7 regions were selected for
gatherings. 21 top and middle managers were distinguished who on rotational basis
visited every strategic location each month, made formal presentations on topicalities
and informally communicated with employees while everyone tasted a cake.
The results according to set assessment criteria were really astonishing:
management participation was from 85% to 100% while employee participation –
90% to 95% each month. 70% of employees said “Cake Day” encouraged open
communication between them and management, 55% said that it encouraged
communication between departments. Moreover, “Cake Day” became an inseparable
tradition in company‟s life which is now adopted and implemented by the Group to
which company belongs.
Situation
Our company has around 700 employees. With offices situated in 10 different
cities and 7 different regions in the country top and middle management direct
communication with the employees is extremely difficult if not impossible:
· Almost 40% (n=420) of company„s employees felt lack of open communication
between them and the management;
2. · Around 30% (n=420) of employees felt that managers did not encourage them to
talk about the clients and their needs;
· 49% (n=420) of employees felt that there was not enough of collaboration
between company‟s departments.
Objectives
The target audience of the initiative was all company’s employees:
· Back office employees;
· Front office employees;
· Regional employees;
· Top and middle management.
The main goals of the campaign were:
· Increase leadership engagement in employee communication;
· Find interactive and informal communication way;
· Find a way to effectively communicate corporate messages;
· Guarantee fun for employees;
· Increase inter departmental communication;
· Make this campaign a tool towards becoming WCSC (world class service
company): collect insights from employees about clients‟ needs;
· Change communication concept: not only HR and PR departments are responsible
for communication.
Strategy
Employees‟ research (see Situation section) indicated a need for informal
communication platform with managers. Hence, employee and management
gatherings – “Cake Day” initiative – selected to be implemented:
3. · 20 strategic locations in all regions selected for gatherings;
· “Cake day” announced a day just for employees (without meetings with outside
partners);
· Initiative implemented monthly to guarantee regularity;
· All communication about initiative implemented on company‟s intranet because of
widest reach – 450 unique daily visitors.
Leadership engagement
· 21 top and middle managers distinguished to participate in “Cake Day”;
· On rotational basis managers visit every strategic location;
· Formal presentations by managers based on topicalities.
Employee engagement
· Informal part: tasting a cake, networking, discussions;
· Recipes for cake sent and selected by employees;
· Managers and other departments can attend event in different locations.
Assessment criteria
· Management participation (percent);
· Employee participation (percent);
· Employees‟ evaluation of initiative.
Execution
4. To implement “Cake Day” these actions are undertaken each month:
Before “Cake Day”
· Employees invited to send recipes for the cake;
· Departments invite guest speakers;
· Three weeks before “Cake Day” visits‟ map made due to busy managers‟
schedules;
· Employees choose cake from sent recipes through poll on the intranet.
During “Cake Day”
· Formal part: managers make topical presentations (financial results, etc.);
· Informal part: open discussions, gathering insights from employees about
clients needs‟;
· Fun part: celebrating successful projects, tasting cake.
After “Cake Day”
· Messages about “Cake Day” communicated and presentation material available
on the intranet;
· Surveys about managers‟ presentation skills implemented on the intranet.
And more…
· After half a year of “Cake Day” implementation “Hyde Park” was added to
original initiative;
5. · During “Hyde Park” well-known people (singers, actors) without any payment
come for an hour of informal discussions with employees.
Documented Results
The results of the “Cake Day” initiative according to the set assessment criteria were
really stunning:
· From 85% to 100% top and middle management participation in the “Cake Day”;
· From 90% to 95% employee participation in the “Cake Day”;
We also conducted a survey to find out what employees thought about the “Cake
Day”:
· 70% of employees said “Cake Day” encouraged open communication between
them and management (n=123);
· 55% of employees (n=123) said that “Cake Day” encouraged communication
between departments;
· 88% of employees (n=123) overall very positively evaluated the “Cake Day”
initiative.
Moreover, “Cake Day” idea was adopted by the Group to which company belongs
and is now being implemented internationally.
At the end, “Cake Day” became an inseparable tradition in our company‟s life without
which employees cannot imagine their last Thursdays of the month (when “Cake Day”
takes place).