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Employees Rising:
Seizing the Opportunity
in Employee Activism
01
introduction
Employees Rising: Seizing the Opportunity in Employee Activism Page 2
Social activists. Environmental activists. Consumer activists. Activist shareholders.
Today, there is no shortage of activists affecting business operations in some way.
These stand-up-for-what-is-right campaigners may either be an employer’s best
advocates or its worst opponents. In either case, they are change agents.
What about employee activists? Are employee activists the next wave
that leaders need to be ready for? Who is asking this question?
Management, human resources and communications departments
of Fortune 500 companies are rightfully laser-focused on employee
satisfaction and engagement. In fact, global research conducted by
Weber Shandwick and Spencer Stuart among chief communications
officers found that employee satisfaction as a critical metric of
communications effectiveness rose dramatically during a five-year
span (from 61% in 2007 to 79% in 2012).
Weber Shandwick strongly believes that employee engagement is
central to company success and is the underlying foundation for
high-performing companies. Yet we also believe that to prepare for
the future workforce, employers will need to build upon engagement
and acknowledge and embrace employee activism. Employee activists
are different — they make their engagement visible, defend their
employers from criticism and act as active advocates, online and
off. Many employee activists already exist today. Sometimes their
activism is stimulated by the employer, but, more often than not, it
rises organically out of self-motivation and determination. Employers
can’t afford to miss the open window of opportunity to lean in and
capitalise on this movement that will only increase in the years ahead.
In Employees Rising: Seizing the Opportunity in Employee Activism,
Weber Shandwick explores the employee activist movement to help
our clients and other organisations understand what it takes to catch
the rising tide of employee activism.
“In today’s environment where there
is an alarming lack of trust in all
institutions, employees are increasingly
the key prism for brand credibility
and trust. Engaging them can provide
companies the best way to humanise
and unify their enterprise voice —
a strategic imperative in today’s
environment.”
	Micho Spring
Chair, Global Corporate Practice
Weber Shandwick
02
How we did the research
Our survey included a mix of attitudinal and behavioural
questions. Employee attitudes were measured on 5-point
scales. Conclusions are based on the top scale point of “5”
to capture the highest level of intensity of feelings toward
and perceptions about employers. Activism was measured
by presenting lists of behaviours that respondents
selected, and segmentation modelling identified distinct
groups of employees based on these self-reported actions.
The specific actions and process of classifying employees
is discussed in greater detail later in this report.
Weber Shandwick, in partnership with KRC Research, conducted a global online survey of
2,300 employees. Respondents were between the ages of 18 and 65, worked 30 hours per
week or more and were employed by an organisation with over 500 employees.
United Kingdom
France
Germany
Italy
North America
United States
Canada
Latin America
Brazil
Asia Pacific
Australia
China
Hong Kong
India
Indonesia
Japan
Singapore
South Korea
Europe
Survey respondents represented 15 markets.
Page 3Employees Rising: Seizing the Opportunity in Employee Activism
03
UNREST IN THE WORKFORCE
Employees are in a state of upheaval.
More than eight in 10 (84%) have experienced some kind
of employer change in the past few years — most typically a
leadership change (45%). More than four in 10 (42%) report
undergoing a major event at work, such as a mass lay-off,
merger or acquisition and/or crisis. That is a lot of flux for
the workforce to handle.
Employees are on the defence.
Employers probably don’t know it, but many employees are
out there now defending the reputations of their organisa-
tions. Nearly six in 10 (56%) respondents surveyed have
either defended their employer to family and friends or in a
more public venue — such as on a website, blog, or in a
newspaper.These “first responders” are even more prevalent
in organisations that experienced a top-tier change event
(59%), indicating that employees are rising up to support
organisations in time of need. It may also indicate that em-
ployees are strongly identifying with their employers.
42%
TOP-TIER
CHANGE EVENT
(net)
84%
ANY
CHANGE EVENT
(net)
45%
33%
30%
27%
22%
12%
17%
18%
22%
% of employees experienced the following events at their current employers in the past few years
Before we delve into the new wave of employee activism, it is important to under-
stand the challenges facing employees today.
Employees of a Fortune 500 agribusiness started their own blog in reaction to criticism
about their company. They debuted the blog by saying, “If anyone should speak to [our
company’s] vision of the world, it’s those of us who come to work here every day and
collectively make this company what it is…We’re hoping this blog will offer a more personal
view of our company.”
Page 4Employees Rising: Seizing the Opportunity in Employee Activism
03 Unrest in the workforce
“An engaged employee is a worker who
cares about the future and success of
his company and therefore is actively
involved in what is going on, making a
positive contribution.”
— Italian employee
Employers are not effectively communicating 
to employees.
The research revealed that only four in 10 employees can
confidently describe to others what their employer does
or what its goals are (42% and 37%, respectively). Fewer
than three in 10 report that they are being communicated
with, listened to and kept in the loop. Fewer than one
in five (17%) highly rate communications from senior
management. As expected, immediate supervisors are
rated as better communicators than senior leadership but
still not as highly as might be assumed.
These weak ratings are not a byproduct of too few
communications — employees report that they receive,
on average, 4.4 different types of communications from their
employers. The general lack of effective employer-to-employee
communications is surprising considering how technology
has accelerated the proliferation of collaboration and
communications tools available to most workforces.
“Listening and responding are leadership
skills critical to driving employee engagement.
Ultimately, companies that work hard at
communicating and listening — from the
mailroom to the boardroom — are the ones
that win in the workplace and marketplace.”
Andy Polansky
CEO, Weber Shandwick
I know enough to explain to others what my employer does	 42
I understand my employer’s goals	 37
My manager / supervisor frequently communicates with me	 29
My employer listens and responds well to customers	 28
My manager / supervisor listens and responds well to me	 26
My employer surveys employees every 1-2 years on how well
it communicates with employees	 26
My employer does a good job of keeping me informed	 25
My employer communicates frequently with employees	 24
Top leader	 17
Senior leadership just below top leader	 17
Department head	 25
Immediate manager/ supervisor	 31
% employees highly rate
communications from...
Total %
	(rated 5 on 5-point scale)
% employees completely
agree with the following
statements
Employers are not effectively communicating to employees
Page 5Employees Rising: Seizing the Opportunity in Employee Activism
03 Unrest in the workforce
Only three in 10 employees are deeply
engaged with their employers.
How could employers reasonably expect more engagement
when the workforce is in upheaval and employees do not
feel informed or listened to? This 3-in-10 engagement
level the survey uncovered is comprised of nine factors,
the highest rated of which is “I put a great deal of effort
into my job, doing more than is required” (38%) on down
to “I feel a strong connection to my employer” (23%).
While deep engagement — on the whole — is weak,
the results show that the workforce is in fact multi-
dimensional. As will be seen later in this report, some
employee segments are highly engaged and go to great
lengths to show it. Some are engaged and need assistance
to show it. And some are highly disengaged and, sadly,
show it. That is why we believe that employers should take
these findings seriously and look more deeply into their
workforce to identify and cultivate groups of employees
that can serve as activists for their brands and reputations.
Our analysis identified approximately one in five
employees (21%) who feel strongly that they
are putting more effort than is required into
their job yet do not feel strongly that they are
being valued by their employer. This perceptual
gap between giving and receiving on the job is a
recipe for resentment that impairs engagement.
“Someone who is fully involved in and enthusiastic about their work, and will act in a way that furthers
their organisation’s interest is what engagement means to me.”
— Canadian employee
Employee engagement benchmarks (% employees rated 5 on 5-point agreement
I put a great deal
of effort into my
job, doing more
than is required
I care a great
deal about my
employer’s
success
I care a great
deal about my
employer’s
reputation
I am enthusiastic
about the work
I do
I am proud to
work for my
employer
I would
recommend my
employer to others
as a place to work
I am very
satisfied with
my job
I feel valued
as an employee
I feel a strong
connection to my
employer
23%24%26%28%
30%33%33%35%38%
30%(average)
Overall % of
employees who
are deeply engaged
Page 6Employees Rising: Seizing the Opportunity in Employee Activism
04
THE BIG BANG: SOCIAL MEDIA’S IGNITION
OF EMPLOYEE ACTIVISM
Employees are sharing socially. For many, the divide
between work and personal lives barely exists.
For employers, the opportunity and challenge is to
embrace this new reality and understand what drives
employees to be positive activists. While it is not feasible
What some employers don’t realise is how critical social
media is to employee engagement and how it fuels
employee activism. Employees have multiple social
platforms on which they can air their likes and dislikes
of their jobs, bosses and organisations. While many
employers are fearful that their employees will destroy
their reputations with one easy click of a social media
“share” button, the fact is that we now live in an always-
connected-online world that is not going to reverse course.
As business leaders know, the impact of social media on an employer’s reputation is
now an everyday reality.
use at least one social media site for personal use
post messages, pictures or videos in social media
about employer often or from time-to-time
have shared praise or positive comments online
about employer
post about their messages, pictures or videos in
social media about employer often or from time-to-
time without any encouragement from employer
have shared criticism or negative comments online
about employer
have posted something about employer in social
media that they wish they hadn’t
88%
50%
39%
33%
16%
14%
Here are some eye-opening statistics from our research about employees:
According to LinkedIn research, 61% of LinkedIn
members who follow your organisation are willing to
be your brand ambassadors and share your Employee
Value Proposition with their networks.
How leaders are using digital communications and
modelling that use internally is the next frontier for
organisational change.
for every company or every sector to embrace social media
as an employee activist enabler, all employers need to be
prepared to rally their employee activists and strive to have
their supporters outnumber their detractors.
Page 7Employees Rising: Seizing the Opportunity in Employee Activism
05
“As employee activists gain numbers and strength, organisations need to be prepared to facilitate the activism
of these employees. Internal communications needs to move beyond being company news briefs and alerts to
being more content-rich. Company storytelling is not just for external media anymore, it’s a way of ensuring
that employees are informed and have something meaningful to say about their employers.” 	
Kate Bullinger
Co-Lead, Global Employee Engagement & Change Management
Weber Shandwick
This analysis uncovered a sizeable segment of employees
— 21%, employee activists — who are all taking positive
actions (#1-#9 above) and nearly no negative actions. For a
workforce of 5,000, this means that
approximately 1,000 employees are
enthusiastically letting others know
they stand behind their employer.
21%
THE EMPLOYEE ACTIVIST IS NOW AMONGST US
Using segmentation modelling, all respondents were sorted by their reported actions
toward their employers — both supporting and detracting actions — to develop deeper,
more descriptive and more targetable profiles of the workforce.
Employees were asked if they had ever done any of the following:
1.	 Worn clothing or other accessories outside of
work with employer’s name or symbol
2.	Done volunteer work for a cause employer supports
3.	Recommended employer to others as a place
to work
4.	 Encouraged others to buy company’s products
or services
5.	 Voted for employer in a poll or contest	
6.	 Made positive comments about employer where
others could see or read them
7. 	 Made positive comments about employer to
friends or family
8. 	Defended employer to family and friends	
9. 	Defended employer where others could see or
read it
10.	Discouraged others from considering employer
as a place to work
11.	Discouraged others from buying company’s
products or services
12.	Made negative comments about employer where
others could see or read them
13.	Made negative comments about employer to
friends or family
Page 8Employees Rising: Seizing the Opportunity in Employee Activism
06
WHAT DRIVES EMPLOYEE ACTIVISM?
Our survey also asked respondents to rate their employers on a series of nearly
30 attitudinal statements covering a wide range of organisational qualities from
leadership to internal communications to HR (Human Resources) to CSR (Corporate
Social  Responsibility). Regression analysis determined how much each statement was
correlated with the propensity for engagement and activism.
Significantly, we learned that leadership is most
important for influencing employee activism, but not
to the exclusion of other organisational activities and
characteristics. What this means is that leadership plays a
critical role in driving employee support, from making the
company an employer of choice to building a reputation
of trustworthiness and demonstrating that it listens and
responds to employees.
By modelling responsiveness, leaders show employees
that they value their ideas and intangibles such as
reputation and culture. Internal communications, fair
treatment of all employees regardless of race, gender, age,
sexual orientation or cultural differences, and community
responsibility are also not to be overlooked in terms of
deepening employee activism.
In comparing employee perceptions about each of these
drivers in our survey, we find that employers severely
underperform. That means that employers have a lot of
work to do to improve perceptions if they are to develop
additional activists and fully maximise the activism of
current activists. We address these issues later in the
report as we identify triggers of employee activism based
on targeted employee activist segments.
*These are the top drivers of activism out of 29 items presented to respondents. The Activism Impact Score is the average of all the components in
a set of multiple statements about each driver. Only the components that scored above the driver’s average are listed in this table. For each driver,
there are many other components, with lower scores, that comprise the average score.
Employee Activism Driver Top Components of Activism Score*
(individual score in parentheses)
Activism
Impact Score
Leadership
• Employer values employee ideas and opinions (82)
• Leadership makes it a good place to work (80)
• Employer has a very good reputation (78)
• Leadership is trustworthy (78)
• Leadership listens and responds well to employees (76)
75
Internal
Communications
• Employer does a good job of keeping employees informed (81)
• Employer communicates frequently with employees (77)
70
HR/Employee
Development
• Employees have many opportunities to grow and learn (83)
• Employer provides training and resources needed to do the 
job well (77)
70
Corporate Social
Responsibility
(CSR)
• Employees are treated fairly regardless of their differences (69)
• Employer plays an active role in the community (68)
• Employer works to protect and improve the environment (68)
67
Page 9Employees Rising: Seizing the Opportunity in Employee Activism
06 WHAT DRIVES EMPLOYEE ACTIVISM
“Our research proves that leadership has a catalytic impact on employee engagement and willingness to be an
ardent employer supporter. In the absence of trust in leadership, and credible and relevant communications
from leadership, organisations run the risk of having more detractors than activists.”
Renee Austin
Co-Lead, Global Employee Engagement  Change Management
Weber Shandwick
Although social media is not included in the driver analysis,
its force can’t be ignored. Our survey found that one-third
of employers — 33% — encourage their employees to
use social media to share news and information about
the organisation. This sounds risky, but this social
encouragement has an outsized impact on employer
advocacy among employees. For example, employees with
socially-encouraging employers are significantly more likely
to help boost sales than employees whose employers aren’t
socially encouraging (72% vs. 48%, respectively).
Actions employees have ever taken for current employer (% employees who have taken these actions)
Encouraged others
to buy company’s
products or services
Recommended
employer to others
as a place to work
Madepositivecomments
aboutemployerwhere
otherscouldsee
orreadthem
Defended employer
to family and friends
Done volunteer
work for a cause
employer supports
Defended employer
where others could
see or read it
Voted for employer
in a poll or contest
72%
28%
54%
52%
60%
63%
68%
55%
48%
54%
32%
44%
30%
24% 22%
Employer encourages employee use of social media to share news and information about employer* Employer DOES NOT encourage
*All actions are significantly higher than those whose employers don’t encourage brand socialisation
“An engaged employee is an active member of
the workforce that is part of the team. Knows
the business and the values and spreads a
positive message. On the look-out for new
and innovative ways to do business.”
— Australian employee
Page 10Employees Rising: Seizing the Opportunity in Employee Activism
06 WHAT DRIVES EMPLOYEE ACTIVISM
How do these employers encourage their employees to be social stewards?
At a very basic level, they provide the tools and content to enable sharing, but a wide variety of tactics
requiring modest investment are also used.
Provide readily accessible tools for employees to use in
social media (55%)
Provide messages about the employer for employees to use
in social media (50%)
Provide easy-to-understand guidelines to employees for
using social media (42%)
Ask employees to stay alert to social media postings about
the employer (39%)
Provide training for how to use social media properly (37%)
Provide access to social media at work (35%)
Provide updates about changes in social media so that employ-
ees can stay current on the latest tools and uses (35%)
Provide employees with one or more social media accounts
to use (13%)
How does your employer
encourage employees to use
social media to share news
and information about your
work or your employer?
Zappos encourages employees to include company information and opinions on their Facebook, Twitter and
personal blogs in addition to their LinkedIn profile. The company even has a Twitter aggregate of all employee
twitter feeds. This serves as an excellent word-of-mouth platform for marketing as well as recruitment.
VoiceStorm by Dynamic Signal is a social advocacy platform that gives employees access to sharable
messages and content in a convenient and brand-safe environment through a social media hub. Employees are
encouraged to engage with this platform by earning points that they can redeem for rewards and employers
are reassured that the content meets corporate compliancy guidelines.
Page 11Employees Rising: Seizing the Opportunity in Employee Activism
07
the workforce activism spectrum
Our segmentation model identified six distinct segments of employees, including
the 21% segment noted earlier who we call ProActivists because of their high
engagement and activist profile.
ReActivists
Mostly take positive
actions but also have a high
propensity for detraction.
Have an average level of
engagement. Are critical
of workplace conditions.
Highly social.
HyperActives
The wildcard of employee activism.
Have the most potential to both
help and damage employer’s
reputation. Half of them have
posted something online about
their employer that they regret.
Are the most engaged next to
ProActivists. Two-thirds have a
job that entails social media so are
highly social.
ProActivists
The embodiment of employee
activism. Conduct the most
positive actions with nearly
no negative actions. Have
the highest level of employer
engagement. Highly social.
21%
26%
7%
11%
13%
22% PreActivists
All take positive
actions but not
nearly as many
positive actions as
ProActivists. Engage
in more negative actions
than ProActivists. Actions
are not as social as those of
ProActivists. Have an average
level of engagement.
Detractors
All take negative actions
against their employer.
Are the least engaged
and are the most
distrustful of leadership.
Not social so damage is
contained offline.
InActives
Report little or no employer
support or detraction behaviours.
Almost as unengaged as
Detractors. Are the least likely
to put a great deal of effort into
their jobs and few can explain to
others what their employer does.
Little motivates them to do a
good job, even pay increases.
Page 12Employees Rising: Seizing the Opportunity in Employee Activism
07 the workforce activism spectrum
With the exception of Japan, each of the 15 markets in our study has each of these segments (Japan has no HyperActives
and few ProActivists). However, some segments are concentrated more heavily in certain markets.
PreActivists
HyperActives
Detractors
ProActivists
PreActivists
Detractors
ProActivists
HyperActives
ReActivists
ProActivists
HyperActives
ReActivists
InActives
ProActivists
PreActivists
Page 13Employees Rising: Seizing the Opportunity in Employee Activism
08
get to know THY segments
The six employee segments show considerable variation in demographics, employer
engagement, job description, employer profile and social media confidence.
ProActivists
Highest employer engagement level
Millennial
University-educated
Executive/managerial
Use social media for work
PreActivists
Average employer engagement level
Younger Boomers
Least likely to use social media
for work
ReActivists
Average employer engagement level
Millennial
University-educated
Executive/managerial
Work the fewest hours
Use social media for work
Most likely to work for a B2C
Experienced top-tier change event
Often post online about work
Regret posting something about work
Critical of employer’s reputation,
diversity practices, training/
resources, workplace safety and code
of conduct
Lowest employer engagement level
Most likely to be female
Least likely to be Millennial
Least likely to be university-educated
Most likely to have physical/manual job
Longest tenured
Most likely to work for domestic operation
Most likely to have experienced top-tier
change event
Least likely to use social media for work
Highly distrustful of employer leadership
Detractors
The chart below points out each segment’s distinctive traits relative to the average employee in our study.
It is worth noting that no segment is “all of anything.” These traits are directional skews, not absolutes.
Low employer engagement level
Least likely to be executive/managerial
Least likely to have experienced any kind of change event
Least likely to have a personal social media account
Least likely to use social media for work
Unmotivated to perform well for work,
even by pay increases
InActives
HyperActives
High employer engagement level
Most likely to be male
Most likely to be Millennial
Most likely to be university-educated
Most likely to have an executive/
managerial or artistic/creative job
Work the most hours
Most use social media for work
Most likely to regret posting something
online about work
Work for a multinational
Most likely to work for a B2B
Care more about recognition from top
leadership than pay increases
Page 14Employees Rising: Seizing the Opportunity in Employee Activism
08 get to know THY segments
After a major automobile manufacturer’s reputation for quality took a serious hit because of widespread
recalls, the company launched an ad campaign featuring its employees discussing how they personally
ensure every vehicle is built to the highest calibre. In describing the campaign, one executive said, “[Our
employees’] incredible passion, commitment to quality, safety for our customers is what has built our
reputation. We want to show this human face.The real, authentic [company].”
“Millennials work more closely
together, leverage right- and
left-brain skills, ask the right
questions, learn faster and
take risks previous generations
resisted. They truly want to
change the world and use
technology to do so.”
Mike Marasco
Leader of Northwestern University’s
NUvention programme, The New
York Times, November 9, 2013
A Global Fortune 500 bank
experienced reputational
damage because of a sensitive
employee lay-off in which the
CEO was criticised in the media.
Coming to the bank’s defence:
employees who wanted to know
how they could help.
CMO
Employee
What can I do to help?
ProActivists are the employees every leader or manager wants on his
or her team because their actions are entirely positive and influential.
They are an organisation’s brand and reputation champions. They
are the most highly engaged segment, with 49% reporting deep
engagement, compared to the average 30% for employees overall.
Compared to the average employee in our study, ProActivists are more likely to
be Millennials (18-36 years old) and university-educated. However, this is not
to suggest they are strictly highly educated Milliennials — 22% do not have a
university degree and 39% are GenX or older. They are the most likely of any
group to be executives or managers, but not all are (43% vs. global average of
30%). They are the most likely segment to have multiple social media accounts
for personal use and are more likely than employees overall to use social media
as part of their jobs (these are not, however, all digital or IT jobs; they may be
using social media for competitive intelligence, marketing, etc.). Nearly half
(46%) report that they often post about work or their employer on social media.
PreActivists have high potential to become ProActivists;
impeding their activism is a relatively low level of social media
usage, but they are engaged (34%) and predominately positive
action-takers offline. As the largest segment representing more
than one-quarter of employees (26%), they are worth investing
resources in.
Compared to the average employee in our study, PreActivists are slightly
more likely to be Younger Boomers (49-58 years old) and are less likely to
have a university degree. While they are just as likely to have a personal social
media account as employees overall, they are less likely to use social media
for their job, which is probably one reason their activism is kept to a close
circle of friends and family.
Page 15Employees Rising: Seizing the Opportunity in Employee Activism
08 get to know thy segments
HyperActives are taking positive actions
but their adverse actions are likely
negating their positives. Because their
negative behaviours don’t reflect their
high engagement level (44%), they can
alternatively be thought of as “wildcards.”
HyperActives are the most likely of the segments to be men,
Millennials and university graduates and to have an executive/
managerial or artistic/creative job.They put in the most
hours at work of any segment.They are very social media
savvy, as 63% of them use social media as part of their jobs.
Interestingly, they are more motivated than any other segment
by top leadership recognition. Because leadership recognition
is slightly more inspiring to them than pay increases, they may
be the “ladder climbers” of the employee universe.
LinkedIn research shows that engaged “employer promoters” have 40% MORE internal company connections
than extreme detractors.
In October 2013, a woman named
Marina Shifrin posted a video of herself
on YouTube explaining why she was
quitting her job while dancing around
her Taiwanese office during the middle
of the night. Within weeks of its release,
the video had more than 16 million
views and she appeared on major
entertainment broadcast shows.
Marina is an example of a ReActivist.
ReActivists are also behaving both positively
and negatively, but can be very critical of internal
actions by their employers and voice those
criticisms publicly. ReActivists’ engagement level
falls slightly below average (26%).
Compared to the average employee, ReActivists are more
likely to be Millennials. Of all our segments, they work
the fewest hours per week and are employed by relatively
smaller companies (between 500 and 1,000 employees).
They are more likely than average to work for an employer
that has recently endured a top-tier change event, such as
extensive lay-offs, a merger/acquisition or a crisis/disaster.
They are also more likely than average to have a job that
entails using social media, although not to the same extent
as HyperActives, and half of them often post about work or
their employer on social media.
Page 16Employees Rising: Seizing the Opportunity in Employee Activism
InActives, a large segment of more than
one in five (22%) employees, exhibit
minimal positive or negative behaviours.
They are highly unengaged, with an average
engagement level of just 16%, and little
motivates them to do a good job — pay increases top
their list but that is cited by only 43% of them. We do
not recommend that employers invest in an employee
activism programme for this segment. The focus for
InActives should be on building engagement instead.
Compared to the average employee, InActives are
more likely to be over 36 years of age and are the
least likely to be executive/managerial. They are also
the least likely to report that their employer recently
experienced a change event and to be on social media.
Detractors’ engagement level seems almost
beyond repair (12%).They are not candidates
to be employee activists, so employers need
to defuse their criticism and lessen their
potential reputational harm.
Compared to the average employee, Detractors skew
female, older than 36 and not university-educated. They
are the most likely group to have a physical/manual
job, are the longest tenured and are less likely than the
average employee to work at headquarters. They are also
the most likely to work for an employer that has recently
undergone a major change event, likely contributing to an
exceptionally high lack of leadership trust. While they are
just as likely as the average employee to use social media
in their personal lives, they are less likely to have multiple
accounts or to use social media as part of their job.
“A worker who is engaged is a person who truly cares about the organisation for which he/she
works, a person who does more than ‘show up’ for work, a person who gives his/her ‘all’ on the job.”
— U.S. employee
08 get to know thy segments
Page 17Employees Rising: Seizing the Opportunity in Employee Activism
Page 18Employees Rising: Seizing the Opportunity in Employee Activism
In addition to the diverse profiles just discussed, the
segments also differ in their perceptions of the activism
drivers. This requires employers to “flip different
switches” on various aspects of leadership, internal
communications, human resources and corporate social
responsibility in order to effectively drive activism or
reduce detraction. Here are four strategies for activating
employees:
1. Accelerate the activism of ProActivists. Ignite the
activism of PreActivists and HyperActives
2. Negate the negatives for ReActivists and Detractors
3. Communicate in ways that matter
4. Customise strategies and tactics for each segment
“An engaged employee is one who is very much
devoted to his work and other aspects of the
company, be it events, volunteer work or
promotion of certain sales.”
— Singapore employee
09
the playbook for activating employees
09 the playbook for activating employees
Every one of the top drivers of activism is rated highly
by ProActivists (hence, their activism!). To sustain
their ProActivist status, this segment needs continual
reinforcement of what they perceive as their employers’
best traits, leading with their employer’s reputation (48%)
and fair treatment of all employees regardless of race,
gender, age, sexual orientation or cultural differences
(48%). PreActivists need more convincing to spur their
activism but fair treatment of all employees is most
meaningful to them (43%). HyperActives also rate the top
drivers highly but they need additional reinforcement of
these perceptions so that their positive actions overcome
their negative inclinations. They rate their employers
most highly on keeping employees informed (45%),
so internal communications is a must-have for turning
their activism on.
PreActivists are less social media savvy, and therefore
presumably less social media confident, than ProActivists
and HyperActives. More than one-third of them say they
would be more inclined to use social media to share news
and information about their work or employer if they
were given easy-to-understand guidelines (34%), access
to social media at work (32%) or the right tools (31%).
Employers should take note — these provisions are
fairly basic and would help turn many PreActivists into
ProActivists.
Accelerate the activism of ProActivists. Ignite the activism of PreActivists
and HyperActives
1.
60%
50%
40%
30%
20%
10%
0%
Leadership Internal
communications
Human Resources/
Policies
Corporate social
responsibility
ProActivists HyperActivesPreActivists
Em
ployervaluesem
ployeeideasandopinions
Leadershipm
akesitagoodplacetowork
Em
ployerhasaverygoodreputation
Leadershipistrustworthy
Leadershiplistensandrespondswelltoem
ployees
Em
ployerdoesagoodjobofkeepingem
ployeesinform
ed
Em
ployercom
m
unicatesfrequentlywithem
ployees
Em
ployeeshavem
anyopportunitiestogrow
andlearn
Em
ployerprovidestrainingandresourcesneededtodojob
Em
ployeesaretreatedfairlyregardlessoftheirdifferences
Em
ployerplaysanactiveroleinthecom
m
unity
Em
ployerworkstoprotectandim
provetheenvironm
ent
ProActivists HyperActivesPreActivists
Perceptions of top drivers of activism (% employees rated 5 on 5-point agreement scale)
Page 19Employees Rising: Seizing the Opportunity in Employee Activism
09 the playbook for activating employees
Negate the negatives for ReActivists and Detractors
ReActivists are more critical than the average employee
of their employers’ reputations, provision of training and
resources, and climate of diversity and inclusion. These
perceptions need to be improved to mobilise their activism
or at least take the edge off of their negativity. Although
not a driver of activism, ReActivists also rate their
employer more harshly on safe working conditions than
the average employee (27% vs. 34%). Perhaps employers
should try competing for some of the Best Places to Work
lists and improving their workplace benefits to counter
their negative workplace perceptions. With more than
one-quarter (27%) of ReActivists often posting something
negative online about their employer, their criticisms need
to be addressed.
Not surprisingly, every one of the top drivers of activism is
rated very poorly by Detractors. Their weakest perception
is trust in leadership — only 6% of them rate leadership
as trustworthy — but taken altogether, none of the drivers
are perceived positively. Employers should focus first on
leadership issues since leadership is the most important
driver of activism to begin building trust and reputation.
2.
“A professional who is dedicated, interested and
always looking to give their best for the
company is engaged with their employer.”
— Brazilian employee
Perceptions of top drivers of activism (% employees rated 5 on 5-point agreement scale)
ReActivists Detractors
60%
50%
40%
30%
20%
10%
0%
Leadership Internal
communications
Human Resources/
Policies
Corporate social
responsibility
ReActivists Detractors
Em
ployervaluesem
ployeeideasandopinions
Leadershipm
akesitagoodplacetowork
Em
ployerhasaverygoodreputation
Leadershipistrustworthy
Leadershiplistensandrespondswelltoem
ployees
Em
ployerdoesagoodjobofkeepingem
ployeesinform
ed
Em
ployercom
m
unicatesfrequentlywithem
ployees
Em
ployeeshavem
anyopportunitiestogrow
andlearn
Em
ployerprovidestrainingandresourcesneededtodojob
Em
ployeesaretreatedfairlyregardlessoftheirdifferences
Em
ployerplaysanactiveroleinthecom
m
unity
Em
ployerworkstoprotectandim
provetheenvironm
ent
Page 20Employees Rising: Seizing the Opportunity in Employee Activism
Communicate in ways that matter
Employees, regardless of their segment, would like their
employers to communicate with them more frequently
through written means (73%). Work email is the driving
force behind written communications (48%).
It is surprising in this high-tech digital world that email
is the default communications method, but perhaps
employees like the control that comes with deciding when
to open and respond to email, or perhaps it is what they
know best and can’t imagine anything being easier or more
efficient.
“There’s no doubt organisations have begun to realise significant value from largely external uses of social.
Yet internal applications have barely begun to tap their full potential, even though about two-thirds of social’s
estimated economic value stems from improved collaboration and communication within enterprises. Although
more than 80 per cent of executives say their companies deploy social technologies, few have figured out how
to use them in ways that could have a large-scale, replicable, and measurable impact at an enterprise level. “
“Building the Social Enterprise,” McKinsey Quarterly, November 2013
Beyond email, segments diverge on other forms of
employer communications they would like more often.
Digital/Online, driven by intranets and social media,
is in greater demand by the most social media savvy
— ProActivists, HyperActives and ReActivists. In-
person meetings are more important to ProActivists,
PreActivists and Detractors than to other segments.
Surprisingly, InActives are no less amenable to any form
of communications than other segments. This may be
a sign that there is some hope of engaging this very
passive group.
3.
0
20%
40%
60%
80%
100%
ProActivists PreActivists HyperActives ReActivists Detractors InActives
Written Digital/Online Face-to-Face Telecommunications
Page 19
Communications employees would like to receive more often
09 the playbook for activating employees
Page 21Employees Rising: Seizing the Opportunity in Employee Activism
09 the playbook for activating employees
Customise strategies and tactics for each segment
Given the diverse nature of the workforce segments, it is
clear that mobilising employee activists cannot be a “one-
size-fits-all” approach. Based on our survey analysis, here
are our recommendations, by segment, for an employer
considering launching an employee activist programme to
transform their organisation, accelerate change or
drive performance:
4.
“An engaged employee is one who is involved in his work, satisfied with what he is doing and
contributes positively in the organisation.”
— Indian employee
The employee activism tip sheet
Segment Strategy Tactics
Leverage and empower
their activism
•	 Maintain their high engagement level
•	 Continually reinforce their perceptions of top activism drivers
•	 Provide socially sharable content that showcases the drivers they rate highest
•	 Improve leadership drivers, especially responsiveness to employees
Ignite their activism:
Upgrade to ProActivists
•	 Continually reinforce their perceptions of top activism drivers
•	 Improve leadership drivers, especially responsiveness to employees
•	 Provide a social activism platform: social media guidelines, training and access
Handle with care:
Upgrade to ProActivists
•	 Feed their need to share with positive messages and make those messages
socially sharable
•	 Make handy and reinforce social media guidelines
•	 Continually reinforce their perceptions of top activism drivers
•	 Communicate with them frequently
•	 Have senior management acknowledge their contributions
Attend to internal
matters
•	 Improve perceptions of all top drivers
•	 Do a better job disseminating information about employer values and goals
•	 Focus internal communications messages on internal issues, such as employee training
and diversity
•	 Provide social media tools, guidelines, work access and sharable messages
Brace for and defuse
•	 Fix negative leadership trust perceptions
•	 Implement a change management programme even if it is after the fact
•	 Ensure social media guidelines are in place and well-understood. Even though this segment
is not highly social, most have a personal social media account
•	 Ensure online monitoring tools are in place to flag behaviour that is in violation of
organisation’s social policies
Focus on engagement,
not activism
•	 Implement a localised engagement programme with direct supervisors identifying InActives
and enacting an engagement plan
•	 Review Weber Shandwick UK’s Science of Ingagement study which provides guidance
on building engagement
ProActivists
PreActivists
HyperActives
ReActivists
Detractors
InActives
Page 22Employees Rising: Seizing the Opportunity in Employee Activism Page 22Employees Rising: Seizing the Opportunity in Employee Activism
10
IN CLOSING
Weber Shandwick’s Employees Rising: Seizing the Opportunity in Employee
Activism was designed to help organisations recognise and understand that
employee activism is a movement coming their way.
It needs to be accepted and proactively managed. Just
focusing on employee ambassadors or champions is
not enough anymore in an always-on and super-enabled
environment. Employers will increasingly need a band of
employees who can take action by spreading the right
messages for them, helping them recruit the best of the best
or defending their position when they are under scrutiny.
Organisations need to move quickly since employees
are already taking matters into their own hands and, left
unattended for too long, will define their employers’ brands
and reputations on their own. Social media enhances this risk,
but also the opportunities.
To ensure they define brand and reputation in the most
authentic light and win support during the tough times as
well as the easier ones, employers need to provide a culture
of trust that is rooted at the leadership level. Employers
need to communicate with employees in ways that are
relevant to them, with messages tailored for a variety of
worker  segments.
Employees will continue to rise to new heights of influence.
This influence needs to be tapped into so that employers
can maximise the opportunity of this exciting and
transformative movement.
“Weber Shandwick’s new study demonstrates how
organisations need to think ahead as to what is
next. Our research uncovered an emerging trend of
vital importance for employers looking to mobilise
support as they exit difficult times and transform
their organisations to be successful in a fast-
approaching future.”
Leslie Gaines-Ross
Chief Reputation Strategist
Weber Shandwick
Page 23Employees Rising: Seizing the Opportunity in Employee Activism
Jack Leslie
Chairman
Weber Shandwick
jleslie@webershandwick.com
Andy Polansky
CEO
Weber Shandwick
apolansky@webershandwick.com
Gail Heimann
President and Chief Strategy Officer
Weber Shandwick
gheimann@webershandwick.com
Cathy Calhoun
Chief Client Officer
Weber Shandwick
ccalhoun@webershandwick.com
Sara Gavin
President, North America
Weber Shandwick
sgavin@webershandwick.com
Micho Spring
Chair, Global Corporate Practice
Weber Shandwick
mspring@webershandwick.com
Paul Jensen
President, North American Corporate Practice
Weber Shandwick
pjensen@webershandwick.com
Leslie Gaines-Ross
Chief Reputation Strategist
Weber Shandwick
lgaines-ross@webershandwick.com
Renee Austin
Co-Lead, Global Employee
Engagement  Change Management
Weber Shandwick
raustin@webershandwick.com
Kate Bullinger
Co-Lead, Global Employee
Engagement  Change Management
Weber Shandwick
kbullinger@webershandwick.com
Colin Byrne
Chief Executive Officer, UK  Europe
Weber Shandwick
cbyrne@webershandwick.com
Jim Donaldson
Executive Vice President, Corporate
Communications EMEA
Weber Shandwick
jdonaldson@webershandwick.com
Tim Sutton
Chairman, Asia Pacific
Weber Shandwick
tsutton@webershandwick.com
Baxter Jolly
Vice Chair, Asia Pacific
Weber Shandwick
bjolly@webershandwick.com
Zé Schiavoni
CEO, S2Publicom
Weber Shandwick
ze.schiavoni@s2publicom.com.br	
Bradley Honan
CEO
KRC Research
bhonan@webershandwick.com
You can also visit:
www.webershandwick.com
For more information about Employees Rising: Seizing the Opportunity in Employee Activism,
or Weber Shandwick’s Employee Engagement  Change Management services, please contact:
/WeberShandwick
@WeberShandwick
/WeberShandwick
/Company/Weber-Shandwick
/WeberShandwickGlobal
+WeberShandwick
Employees Rising: Seizing the Opportunity in Employee Activism Page 24
Jack Leslie
Chairman
Weber Shandwick
jleslie@webershandwick.com
Andy Polansky
CEO
Weber Shandwick
apolansky@webershandwick.com
Gail Heimann
President and Chief Strategy Officer
Weber Shandwick
gheimann@webershandwick.com
Cathy Calhoun
Chief Client Officer
Weber Shandwick
ccalhoun@webershandwick.com
Sara Gavin
President, North America
Weber Shandwick
sgavin@webershandwick.com
Micho Spring
Chair, Global Corporate Practice
Weber Shandwick
mspring@webershandwick.com
Paul Jensen
President, North American Corporate Practice
Weber Shandwick
pjensen@webershandwick.com
Leslie Gaines-Ross
Chief Reputation Strategist
Weber Shandwick
lgaines-ross@webershandwick.com
Renee Austin
Co-Lead, Global Employee
Engagement  Change Management
Weber Shandwick
raustin@webershandwick.com
Kate Bullinger
Co-Lead, Global Employee
Engagement  Change Management
Weber Shandwick
kbullinger@webershandwick.com
Colin Byrne
Chief Executive Officer, UK  Europe
Weber Shandwick
cbyrne@webershandwick.com
Jim Donaldson
Executive Vice President, Corporate
Communications EMEA
Weber Shandwick
jdonaldson@webershandwick.com
Tim Sutton
Chairman, Asia Pacific
Weber Shandwick
tsutton@webershandwick.com
Tyler Kim
Head of Corporate  Crisis, Asia Pacific
Weber Shandwick
tyler.kim@webershandwick.com
Zé Schiavoni
CEO, S2Publicom
Weber Shandwick
ze.schiavoni@s2publicom.com.br
Bradley Honan
CEO
KRC Research
bhonan@webershandwick.com
You can also visit:
www.webershandwick.asia
For more information about Employees Rising: Seizing the Opportunity in Employee Activism,
or Weber Shandwick’s Employee Engagement  Change Management services, please contact:
/WeberShandwickAPAC
@engagingalways
/WeberShandwick
/Company/Weber-Shandwick
/WeberShandwickAP
+WeberShandwick
Employees Rising: Seizing the Opportunity in Employee Activism Page 24

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Employees Rising: Tapping into Employee Activism

  • 1. Employees Rising: Seizing the Opportunity in Employee Activism
  • 2. 01 introduction Employees Rising: Seizing the Opportunity in Employee Activism Page 2 Social activists. Environmental activists. Consumer activists. Activist shareholders. Today, there is no shortage of activists affecting business operations in some way. These stand-up-for-what-is-right campaigners may either be an employer’s best advocates or its worst opponents. In either case, they are change agents. What about employee activists? Are employee activists the next wave that leaders need to be ready for? Who is asking this question? Management, human resources and communications departments of Fortune 500 companies are rightfully laser-focused on employee satisfaction and engagement. In fact, global research conducted by Weber Shandwick and Spencer Stuart among chief communications officers found that employee satisfaction as a critical metric of communications effectiveness rose dramatically during a five-year span (from 61% in 2007 to 79% in 2012). Weber Shandwick strongly believes that employee engagement is central to company success and is the underlying foundation for high-performing companies. Yet we also believe that to prepare for the future workforce, employers will need to build upon engagement and acknowledge and embrace employee activism. Employee activists are different — they make their engagement visible, defend their employers from criticism and act as active advocates, online and off. Many employee activists already exist today. Sometimes their activism is stimulated by the employer, but, more often than not, it rises organically out of self-motivation and determination. Employers can’t afford to miss the open window of opportunity to lean in and capitalise on this movement that will only increase in the years ahead. In Employees Rising: Seizing the Opportunity in Employee Activism, Weber Shandwick explores the employee activist movement to help our clients and other organisations understand what it takes to catch the rising tide of employee activism. “In today’s environment where there is an alarming lack of trust in all institutions, employees are increasingly the key prism for brand credibility and trust. Engaging them can provide companies the best way to humanise and unify their enterprise voice — a strategic imperative in today’s environment.” Micho Spring Chair, Global Corporate Practice Weber Shandwick
  • 3. 02 How we did the research Our survey included a mix of attitudinal and behavioural questions. Employee attitudes were measured on 5-point scales. Conclusions are based on the top scale point of “5” to capture the highest level of intensity of feelings toward and perceptions about employers. Activism was measured by presenting lists of behaviours that respondents selected, and segmentation modelling identified distinct groups of employees based on these self-reported actions. The specific actions and process of classifying employees is discussed in greater detail later in this report. Weber Shandwick, in partnership with KRC Research, conducted a global online survey of 2,300 employees. Respondents were between the ages of 18 and 65, worked 30 hours per week or more and were employed by an organisation with over 500 employees. United Kingdom France Germany Italy North America United States Canada Latin America Brazil Asia Pacific Australia China Hong Kong India Indonesia Japan Singapore South Korea Europe Survey respondents represented 15 markets. Page 3Employees Rising: Seizing the Opportunity in Employee Activism
  • 4. 03 UNREST IN THE WORKFORCE Employees are in a state of upheaval. More than eight in 10 (84%) have experienced some kind of employer change in the past few years — most typically a leadership change (45%). More than four in 10 (42%) report undergoing a major event at work, such as a mass lay-off, merger or acquisition and/or crisis. That is a lot of flux for the workforce to handle. Employees are on the defence. Employers probably don’t know it, but many employees are out there now defending the reputations of their organisa- tions. Nearly six in 10 (56%) respondents surveyed have either defended their employer to family and friends or in a more public venue — such as on a website, blog, or in a newspaper.These “first responders” are even more prevalent in organisations that experienced a top-tier change event (59%), indicating that employees are rising up to support organisations in time of need. It may also indicate that em- ployees are strongly identifying with their employers. 42% TOP-TIER CHANGE EVENT (net) 84% ANY CHANGE EVENT (net) 45% 33% 30% 27% 22% 12% 17% 18% 22% % of employees experienced the following events at their current employers in the past few years Before we delve into the new wave of employee activism, it is important to under- stand the challenges facing employees today. Employees of a Fortune 500 agribusiness started their own blog in reaction to criticism about their company. They debuted the blog by saying, “If anyone should speak to [our company’s] vision of the world, it’s those of us who come to work here every day and collectively make this company what it is…We’re hoping this blog will offer a more personal view of our company.” Page 4Employees Rising: Seizing the Opportunity in Employee Activism
  • 5. 03 Unrest in the workforce “An engaged employee is a worker who cares about the future and success of his company and therefore is actively involved in what is going on, making a positive contribution.” — Italian employee Employers are not effectively communicating  to employees. The research revealed that only four in 10 employees can confidently describe to others what their employer does or what its goals are (42% and 37%, respectively). Fewer than three in 10 report that they are being communicated with, listened to and kept in the loop. Fewer than one in five (17%) highly rate communications from senior management. As expected, immediate supervisors are rated as better communicators than senior leadership but still not as highly as might be assumed. These weak ratings are not a byproduct of too few communications — employees report that they receive, on average, 4.4 different types of communications from their employers. The general lack of effective employer-to-employee communications is surprising considering how technology has accelerated the proliferation of collaboration and communications tools available to most workforces. “Listening and responding are leadership skills critical to driving employee engagement. Ultimately, companies that work hard at communicating and listening — from the mailroom to the boardroom — are the ones that win in the workplace and marketplace.” Andy Polansky CEO, Weber Shandwick I know enough to explain to others what my employer does 42 I understand my employer’s goals 37 My manager / supervisor frequently communicates with me 29 My employer listens and responds well to customers 28 My manager / supervisor listens and responds well to me 26 My employer surveys employees every 1-2 years on how well it communicates with employees 26 My employer does a good job of keeping me informed 25 My employer communicates frequently with employees 24 Top leader 17 Senior leadership just below top leader 17 Department head 25 Immediate manager/ supervisor 31 % employees highly rate communications from... Total % (rated 5 on 5-point scale) % employees completely agree with the following statements Employers are not effectively communicating to employees Page 5Employees Rising: Seizing the Opportunity in Employee Activism
  • 6. 03 Unrest in the workforce Only three in 10 employees are deeply engaged with their employers. How could employers reasonably expect more engagement when the workforce is in upheaval and employees do not feel informed or listened to? This 3-in-10 engagement level the survey uncovered is comprised of nine factors, the highest rated of which is “I put a great deal of effort into my job, doing more than is required” (38%) on down to “I feel a strong connection to my employer” (23%). While deep engagement — on the whole — is weak, the results show that the workforce is in fact multi- dimensional. As will be seen later in this report, some employee segments are highly engaged and go to great lengths to show it. Some are engaged and need assistance to show it. And some are highly disengaged and, sadly, show it. That is why we believe that employers should take these findings seriously and look more deeply into their workforce to identify and cultivate groups of employees that can serve as activists for their brands and reputations. Our analysis identified approximately one in five employees (21%) who feel strongly that they are putting more effort than is required into their job yet do not feel strongly that they are being valued by their employer. This perceptual gap between giving and receiving on the job is a recipe for resentment that impairs engagement. “Someone who is fully involved in and enthusiastic about their work, and will act in a way that furthers their organisation’s interest is what engagement means to me.” — Canadian employee Employee engagement benchmarks (% employees rated 5 on 5-point agreement I put a great deal of effort into my job, doing more than is required I care a great deal about my employer’s success I care a great deal about my employer’s reputation I am enthusiastic about the work I do I am proud to work for my employer I would recommend my employer to others as a place to work I am very satisfied with my job I feel valued as an employee I feel a strong connection to my employer 23%24%26%28% 30%33%33%35%38% 30%(average) Overall % of employees who are deeply engaged Page 6Employees Rising: Seizing the Opportunity in Employee Activism
  • 7. 04 THE BIG BANG: SOCIAL MEDIA’S IGNITION OF EMPLOYEE ACTIVISM Employees are sharing socially. For many, the divide between work and personal lives barely exists. For employers, the opportunity and challenge is to embrace this new reality and understand what drives employees to be positive activists. While it is not feasible What some employers don’t realise is how critical social media is to employee engagement and how it fuels employee activism. Employees have multiple social platforms on which they can air their likes and dislikes of their jobs, bosses and organisations. While many employers are fearful that their employees will destroy their reputations with one easy click of a social media “share” button, the fact is that we now live in an always- connected-online world that is not going to reverse course. As business leaders know, the impact of social media on an employer’s reputation is now an everyday reality. use at least one social media site for personal use post messages, pictures or videos in social media about employer often or from time-to-time have shared praise or positive comments online about employer post about their messages, pictures or videos in social media about employer often or from time-to- time without any encouragement from employer have shared criticism or negative comments online about employer have posted something about employer in social media that they wish they hadn’t 88% 50% 39% 33% 16% 14% Here are some eye-opening statistics from our research about employees: According to LinkedIn research, 61% of LinkedIn members who follow your organisation are willing to be your brand ambassadors and share your Employee Value Proposition with their networks. How leaders are using digital communications and modelling that use internally is the next frontier for organisational change. for every company or every sector to embrace social media as an employee activist enabler, all employers need to be prepared to rally their employee activists and strive to have their supporters outnumber their detractors. Page 7Employees Rising: Seizing the Opportunity in Employee Activism
  • 8. 05 “As employee activists gain numbers and strength, organisations need to be prepared to facilitate the activism of these employees. Internal communications needs to move beyond being company news briefs and alerts to being more content-rich. Company storytelling is not just for external media anymore, it’s a way of ensuring that employees are informed and have something meaningful to say about their employers.” Kate Bullinger Co-Lead, Global Employee Engagement & Change Management Weber Shandwick This analysis uncovered a sizeable segment of employees — 21%, employee activists — who are all taking positive actions (#1-#9 above) and nearly no negative actions. For a workforce of 5,000, this means that approximately 1,000 employees are enthusiastically letting others know they stand behind their employer. 21% THE EMPLOYEE ACTIVIST IS NOW AMONGST US Using segmentation modelling, all respondents were sorted by their reported actions toward their employers — both supporting and detracting actions — to develop deeper, more descriptive and more targetable profiles of the workforce. Employees were asked if they had ever done any of the following: 1. Worn clothing or other accessories outside of work with employer’s name or symbol 2. Done volunteer work for a cause employer supports 3. Recommended employer to others as a place to work 4. Encouraged others to buy company’s products or services 5. Voted for employer in a poll or contest 6. Made positive comments about employer where others could see or read them 7. Made positive comments about employer to friends or family 8. Defended employer to family and friends 9. Defended employer where others could see or read it 10. Discouraged others from considering employer as a place to work 11. Discouraged others from buying company’s products or services 12. Made negative comments about employer where others could see or read them 13. Made negative comments about employer to friends or family Page 8Employees Rising: Seizing the Opportunity in Employee Activism
  • 9. 06 WHAT DRIVES EMPLOYEE ACTIVISM? Our survey also asked respondents to rate their employers on a series of nearly 30 attitudinal statements covering a wide range of organisational qualities from leadership to internal communications to HR (Human Resources) to CSR (Corporate Social  Responsibility). Regression analysis determined how much each statement was correlated with the propensity for engagement and activism. Significantly, we learned that leadership is most important for influencing employee activism, but not to the exclusion of other organisational activities and characteristics. What this means is that leadership plays a critical role in driving employee support, from making the company an employer of choice to building a reputation of trustworthiness and demonstrating that it listens and responds to employees. By modelling responsiveness, leaders show employees that they value their ideas and intangibles such as reputation and culture. Internal communications, fair treatment of all employees regardless of race, gender, age, sexual orientation or cultural differences, and community responsibility are also not to be overlooked in terms of deepening employee activism. In comparing employee perceptions about each of these drivers in our survey, we find that employers severely underperform. That means that employers have a lot of work to do to improve perceptions if they are to develop additional activists and fully maximise the activism of current activists. We address these issues later in the report as we identify triggers of employee activism based on targeted employee activist segments. *These are the top drivers of activism out of 29 items presented to respondents. The Activism Impact Score is the average of all the components in a set of multiple statements about each driver. Only the components that scored above the driver’s average are listed in this table. For each driver, there are many other components, with lower scores, that comprise the average score. Employee Activism Driver Top Components of Activism Score* (individual score in parentheses) Activism Impact Score Leadership • Employer values employee ideas and opinions (82) • Leadership makes it a good place to work (80) • Employer has a very good reputation (78) • Leadership is trustworthy (78) • Leadership listens and responds well to employees (76) 75 Internal Communications • Employer does a good job of keeping employees informed (81) • Employer communicates frequently with employees (77) 70 HR/Employee Development • Employees have many opportunities to grow and learn (83) • Employer provides training and resources needed to do the  job well (77) 70 Corporate Social Responsibility (CSR) • Employees are treated fairly regardless of their differences (69) • Employer plays an active role in the community (68) • Employer works to protect and improve the environment (68) 67 Page 9Employees Rising: Seizing the Opportunity in Employee Activism
  • 10. 06 WHAT DRIVES EMPLOYEE ACTIVISM “Our research proves that leadership has a catalytic impact on employee engagement and willingness to be an ardent employer supporter. In the absence of trust in leadership, and credible and relevant communications from leadership, organisations run the risk of having more detractors than activists.” Renee Austin Co-Lead, Global Employee Engagement Change Management Weber Shandwick Although social media is not included in the driver analysis, its force can’t be ignored. Our survey found that one-third of employers — 33% — encourage their employees to use social media to share news and information about the organisation. This sounds risky, but this social encouragement has an outsized impact on employer advocacy among employees. For example, employees with socially-encouraging employers are significantly more likely to help boost sales than employees whose employers aren’t socially encouraging (72% vs. 48%, respectively). Actions employees have ever taken for current employer (% employees who have taken these actions) Encouraged others to buy company’s products or services Recommended employer to others as a place to work Madepositivecomments aboutemployerwhere otherscouldsee orreadthem Defended employer to family and friends Done volunteer work for a cause employer supports Defended employer where others could see or read it Voted for employer in a poll or contest 72% 28% 54% 52% 60% 63% 68% 55% 48% 54% 32% 44% 30% 24% 22% Employer encourages employee use of social media to share news and information about employer* Employer DOES NOT encourage *All actions are significantly higher than those whose employers don’t encourage brand socialisation “An engaged employee is an active member of the workforce that is part of the team. Knows the business and the values and spreads a positive message. On the look-out for new and innovative ways to do business.” — Australian employee Page 10Employees Rising: Seizing the Opportunity in Employee Activism
  • 11. 06 WHAT DRIVES EMPLOYEE ACTIVISM How do these employers encourage their employees to be social stewards? At a very basic level, they provide the tools and content to enable sharing, but a wide variety of tactics requiring modest investment are also used. Provide readily accessible tools for employees to use in social media (55%) Provide messages about the employer for employees to use in social media (50%) Provide easy-to-understand guidelines to employees for using social media (42%) Ask employees to stay alert to social media postings about the employer (39%) Provide training for how to use social media properly (37%) Provide access to social media at work (35%) Provide updates about changes in social media so that employ- ees can stay current on the latest tools and uses (35%) Provide employees with one or more social media accounts to use (13%) How does your employer encourage employees to use social media to share news and information about your work or your employer? Zappos encourages employees to include company information and opinions on their Facebook, Twitter and personal blogs in addition to their LinkedIn profile. The company even has a Twitter aggregate of all employee twitter feeds. This serves as an excellent word-of-mouth platform for marketing as well as recruitment. VoiceStorm by Dynamic Signal is a social advocacy platform that gives employees access to sharable messages and content in a convenient and brand-safe environment through a social media hub. Employees are encouraged to engage with this platform by earning points that they can redeem for rewards and employers are reassured that the content meets corporate compliancy guidelines. Page 11Employees Rising: Seizing the Opportunity in Employee Activism
  • 12. 07 the workforce activism spectrum Our segmentation model identified six distinct segments of employees, including the 21% segment noted earlier who we call ProActivists because of their high engagement and activist profile. ReActivists Mostly take positive actions but also have a high propensity for detraction. Have an average level of engagement. Are critical of workplace conditions. Highly social. HyperActives The wildcard of employee activism. Have the most potential to both help and damage employer’s reputation. Half of them have posted something online about their employer that they regret. Are the most engaged next to ProActivists. Two-thirds have a job that entails social media so are highly social. ProActivists The embodiment of employee activism. Conduct the most positive actions with nearly no negative actions. Have the highest level of employer engagement. Highly social. 21% 26% 7% 11% 13% 22% PreActivists All take positive actions but not nearly as many positive actions as ProActivists. Engage in more negative actions than ProActivists. Actions are not as social as those of ProActivists. Have an average level of engagement. Detractors All take negative actions against their employer. Are the least engaged and are the most distrustful of leadership. Not social so damage is contained offline. InActives Report little or no employer support or detraction behaviours. Almost as unengaged as Detractors. Are the least likely to put a great deal of effort into their jobs and few can explain to others what their employer does. Little motivates them to do a good job, even pay increases. Page 12Employees Rising: Seizing the Opportunity in Employee Activism
  • 13. 07 the workforce activism spectrum With the exception of Japan, each of the 15 markets in our study has each of these segments (Japan has no HyperActives and few ProActivists). However, some segments are concentrated more heavily in certain markets. PreActivists HyperActives Detractors ProActivists PreActivists Detractors ProActivists HyperActives ReActivists ProActivists HyperActives ReActivists InActives ProActivists PreActivists Page 13Employees Rising: Seizing the Opportunity in Employee Activism
  • 14. 08 get to know THY segments The six employee segments show considerable variation in demographics, employer engagement, job description, employer profile and social media confidence. ProActivists Highest employer engagement level Millennial University-educated Executive/managerial Use social media for work PreActivists Average employer engagement level Younger Boomers Least likely to use social media for work ReActivists Average employer engagement level Millennial University-educated Executive/managerial Work the fewest hours Use social media for work Most likely to work for a B2C Experienced top-tier change event Often post online about work Regret posting something about work Critical of employer’s reputation, diversity practices, training/ resources, workplace safety and code of conduct Lowest employer engagement level Most likely to be female Least likely to be Millennial Least likely to be university-educated Most likely to have physical/manual job Longest tenured Most likely to work for domestic operation Most likely to have experienced top-tier change event Least likely to use social media for work Highly distrustful of employer leadership Detractors The chart below points out each segment’s distinctive traits relative to the average employee in our study. It is worth noting that no segment is “all of anything.” These traits are directional skews, not absolutes. Low employer engagement level Least likely to be executive/managerial Least likely to have experienced any kind of change event Least likely to have a personal social media account Least likely to use social media for work Unmotivated to perform well for work, even by pay increases InActives HyperActives High employer engagement level Most likely to be male Most likely to be Millennial Most likely to be university-educated Most likely to have an executive/ managerial or artistic/creative job Work the most hours Most use social media for work Most likely to regret posting something online about work Work for a multinational Most likely to work for a B2B Care more about recognition from top leadership than pay increases Page 14Employees Rising: Seizing the Opportunity in Employee Activism
  • 15. 08 get to know THY segments After a major automobile manufacturer’s reputation for quality took a serious hit because of widespread recalls, the company launched an ad campaign featuring its employees discussing how they personally ensure every vehicle is built to the highest calibre. In describing the campaign, one executive said, “[Our employees’] incredible passion, commitment to quality, safety for our customers is what has built our reputation. We want to show this human face.The real, authentic [company].” “Millennials work more closely together, leverage right- and left-brain skills, ask the right questions, learn faster and take risks previous generations resisted. They truly want to change the world and use technology to do so.” Mike Marasco Leader of Northwestern University’s NUvention programme, The New York Times, November 9, 2013 A Global Fortune 500 bank experienced reputational damage because of a sensitive employee lay-off in which the CEO was criticised in the media. Coming to the bank’s defence: employees who wanted to know how they could help. CMO Employee What can I do to help? ProActivists are the employees every leader or manager wants on his or her team because their actions are entirely positive and influential. They are an organisation’s brand and reputation champions. They are the most highly engaged segment, with 49% reporting deep engagement, compared to the average 30% for employees overall. Compared to the average employee in our study, ProActivists are more likely to be Millennials (18-36 years old) and university-educated. However, this is not to suggest they are strictly highly educated Milliennials — 22% do not have a university degree and 39% are GenX or older. They are the most likely of any group to be executives or managers, but not all are (43% vs. global average of 30%). They are the most likely segment to have multiple social media accounts for personal use and are more likely than employees overall to use social media as part of their jobs (these are not, however, all digital or IT jobs; they may be using social media for competitive intelligence, marketing, etc.). Nearly half (46%) report that they often post about work or their employer on social media. PreActivists have high potential to become ProActivists; impeding their activism is a relatively low level of social media usage, but they are engaged (34%) and predominately positive action-takers offline. As the largest segment representing more than one-quarter of employees (26%), they are worth investing resources in. Compared to the average employee in our study, PreActivists are slightly more likely to be Younger Boomers (49-58 years old) and are less likely to have a university degree. While they are just as likely to have a personal social media account as employees overall, they are less likely to use social media for their job, which is probably one reason their activism is kept to a close circle of friends and family. Page 15Employees Rising: Seizing the Opportunity in Employee Activism
  • 16. 08 get to know thy segments HyperActives are taking positive actions but their adverse actions are likely negating their positives. Because their negative behaviours don’t reflect their high engagement level (44%), they can alternatively be thought of as “wildcards.” HyperActives are the most likely of the segments to be men, Millennials and university graduates and to have an executive/ managerial or artistic/creative job.They put in the most hours at work of any segment.They are very social media savvy, as 63% of them use social media as part of their jobs. Interestingly, they are more motivated than any other segment by top leadership recognition. Because leadership recognition is slightly more inspiring to them than pay increases, they may be the “ladder climbers” of the employee universe. LinkedIn research shows that engaged “employer promoters” have 40% MORE internal company connections than extreme detractors. In October 2013, a woman named Marina Shifrin posted a video of herself on YouTube explaining why she was quitting her job while dancing around her Taiwanese office during the middle of the night. Within weeks of its release, the video had more than 16 million views and she appeared on major entertainment broadcast shows. Marina is an example of a ReActivist. ReActivists are also behaving both positively and negatively, but can be very critical of internal actions by their employers and voice those criticisms publicly. ReActivists’ engagement level falls slightly below average (26%). Compared to the average employee, ReActivists are more likely to be Millennials. Of all our segments, they work the fewest hours per week and are employed by relatively smaller companies (between 500 and 1,000 employees). They are more likely than average to work for an employer that has recently endured a top-tier change event, such as extensive lay-offs, a merger/acquisition or a crisis/disaster. They are also more likely than average to have a job that entails using social media, although not to the same extent as HyperActives, and half of them often post about work or their employer on social media. Page 16Employees Rising: Seizing the Opportunity in Employee Activism
  • 17. InActives, a large segment of more than one in five (22%) employees, exhibit minimal positive or negative behaviours. They are highly unengaged, with an average engagement level of just 16%, and little motivates them to do a good job — pay increases top their list but that is cited by only 43% of them. We do not recommend that employers invest in an employee activism programme for this segment. The focus for InActives should be on building engagement instead. Compared to the average employee, InActives are more likely to be over 36 years of age and are the least likely to be executive/managerial. They are also the least likely to report that their employer recently experienced a change event and to be on social media. Detractors’ engagement level seems almost beyond repair (12%).They are not candidates to be employee activists, so employers need to defuse their criticism and lessen their potential reputational harm. Compared to the average employee, Detractors skew female, older than 36 and not university-educated. They are the most likely group to have a physical/manual job, are the longest tenured and are less likely than the average employee to work at headquarters. They are also the most likely to work for an employer that has recently undergone a major change event, likely contributing to an exceptionally high lack of leadership trust. While they are just as likely as the average employee to use social media in their personal lives, they are less likely to have multiple accounts or to use social media as part of their job. “A worker who is engaged is a person who truly cares about the organisation for which he/she works, a person who does more than ‘show up’ for work, a person who gives his/her ‘all’ on the job.” — U.S. employee 08 get to know thy segments Page 17Employees Rising: Seizing the Opportunity in Employee Activism
  • 18. Page 18Employees Rising: Seizing the Opportunity in Employee Activism In addition to the diverse profiles just discussed, the segments also differ in their perceptions of the activism drivers. This requires employers to “flip different switches” on various aspects of leadership, internal communications, human resources and corporate social responsibility in order to effectively drive activism or reduce detraction. Here are four strategies for activating employees: 1. Accelerate the activism of ProActivists. Ignite the activism of PreActivists and HyperActives 2. Negate the negatives for ReActivists and Detractors 3. Communicate in ways that matter 4. Customise strategies and tactics for each segment “An engaged employee is one who is very much devoted to his work and other aspects of the company, be it events, volunteer work or promotion of certain sales.” — Singapore employee 09 the playbook for activating employees
  • 19. 09 the playbook for activating employees Every one of the top drivers of activism is rated highly by ProActivists (hence, their activism!). To sustain their ProActivist status, this segment needs continual reinforcement of what they perceive as their employers’ best traits, leading with their employer’s reputation (48%) and fair treatment of all employees regardless of race, gender, age, sexual orientation or cultural differences (48%). PreActivists need more convincing to spur their activism but fair treatment of all employees is most meaningful to them (43%). HyperActives also rate the top drivers highly but they need additional reinforcement of these perceptions so that their positive actions overcome their negative inclinations. They rate their employers most highly on keeping employees informed (45%), so internal communications is a must-have for turning their activism on. PreActivists are less social media savvy, and therefore presumably less social media confident, than ProActivists and HyperActives. More than one-third of them say they would be more inclined to use social media to share news and information about their work or employer if they were given easy-to-understand guidelines (34%), access to social media at work (32%) or the right tools (31%). Employers should take note — these provisions are fairly basic and would help turn many PreActivists into ProActivists. Accelerate the activism of ProActivists. Ignite the activism of PreActivists and HyperActives 1. 60% 50% 40% 30% 20% 10% 0% Leadership Internal communications Human Resources/ Policies Corporate social responsibility ProActivists HyperActivesPreActivists Em ployervaluesem ployeeideasandopinions Leadershipm akesitagoodplacetowork Em ployerhasaverygoodreputation Leadershipistrustworthy Leadershiplistensandrespondswelltoem ployees Em ployerdoesagoodjobofkeepingem ployeesinform ed Em ployercom m unicatesfrequentlywithem ployees Em ployeeshavem anyopportunitiestogrow andlearn Em ployerprovidestrainingandresourcesneededtodojob Em ployeesaretreatedfairlyregardlessoftheirdifferences Em ployerplaysanactiveroleinthecom m unity Em ployerworkstoprotectandim provetheenvironm ent ProActivists HyperActivesPreActivists Perceptions of top drivers of activism (% employees rated 5 on 5-point agreement scale) Page 19Employees Rising: Seizing the Opportunity in Employee Activism
  • 20. 09 the playbook for activating employees Negate the negatives for ReActivists and Detractors ReActivists are more critical than the average employee of their employers’ reputations, provision of training and resources, and climate of diversity and inclusion. These perceptions need to be improved to mobilise their activism or at least take the edge off of their negativity. Although not a driver of activism, ReActivists also rate their employer more harshly on safe working conditions than the average employee (27% vs. 34%). Perhaps employers should try competing for some of the Best Places to Work lists and improving their workplace benefits to counter their negative workplace perceptions. With more than one-quarter (27%) of ReActivists often posting something negative online about their employer, their criticisms need to be addressed. Not surprisingly, every one of the top drivers of activism is rated very poorly by Detractors. Their weakest perception is trust in leadership — only 6% of them rate leadership as trustworthy — but taken altogether, none of the drivers are perceived positively. Employers should focus first on leadership issues since leadership is the most important driver of activism to begin building trust and reputation. 2. “A professional who is dedicated, interested and always looking to give their best for the company is engaged with their employer.” — Brazilian employee Perceptions of top drivers of activism (% employees rated 5 on 5-point agreement scale) ReActivists Detractors 60% 50% 40% 30% 20% 10% 0% Leadership Internal communications Human Resources/ Policies Corporate social responsibility ReActivists Detractors Em ployervaluesem ployeeideasandopinions Leadershipm akesitagoodplacetowork Em ployerhasaverygoodreputation Leadershipistrustworthy Leadershiplistensandrespondswelltoem ployees Em ployerdoesagoodjobofkeepingem ployeesinform ed Em ployercom m unicatesfrequentlywithem ployees Em ployeeshavem anyopportunitiestogrow andlearn Em ployerprovidestrainingandresourcesneededtodojob Em ployeesaretreatedfairlyregardlessoftheirdifferences Em ployerplaysanactiveroleinthecom m unity Em ployerworkstoprotectandim provetheenvironm ent Page 20Employees Rising: Seizing the Opportunity in Employee Activism
  • 21. Communicate in ways that matter Employees, regardless of their segment, would like their employers to communicate with them more frequently through written means (73%). Work email is the driving force behind written communications (48%). It is surprising in this high-tech digital world that email is the default communications method, but perhaps employees like the control that comes with deciding when to open and respond to email, or perhaps it is what they know best and can’t imagine anything being easier or more efficient. “There’s no doubt organisations have begun to realise significant value from largely external uses of social. Yet internal applications have barely begun to tap their full potential, even though about two-thirds of social’s estimated economic value stems from improved collaboration and communication within enterprises. Although more than 80 per cent of executives say their companies deploy social technologies, few have figured out how to use them in ways that could have a large-scale, replicable, and measurable impact at an enterprise level. “ “Building the Social Enterprise,” McKinsey Quarterly, November 2013 Beyond email, segments diverge on other forms of employer communications they would like more often. Digital/Online, driven by intranets and social media, is in greater demand by the most social media savvy — ProActivists, HyperActives and ReActivists. In- person meetings are more important to ProActivists, PreActivists and Detractors than to other segments. Surprisingly, InActives are no less amenable to any form of communications than other segments. This may be a sign that there is some hope of engaging this very passive group. 3. 0 20% 40% 60% 80% 100% ProActivists PreActivists HyperActives ReActivists Detractors InActives Written Digital/Online Face-to-Face Telecommunications Page 19 Communications employees would like to receive more often 09 the playbook for activating employees Page 21Employees Rising: Seizing the Opportunity in Employee Activism
  • 22. 09 the playbook for activating employees Customise strategies and tactics for each segment Given the diverse nature of the workforce segments, it is clear that mobilising employee activists cannot be a “one- size-fits-all” approach. Based on our survey analysis, here are our recommendations, by segment, for an employer considering launching an employee activist programme to transform their organisation, accelerate change or drive performance: 4. “An engaged employee is one who is involved in his work, satisfied with what he is doing and contributes positively in the organisation.” — Indian employee The employee activism tip sheet Segment Strategy Tactics Leverage and empower their activism • Maintain their high engagement level • Continually reinforce their perceptions of top activism drivers • Provide socially sharable content that showcases the drivers they rate highest • Improve leadership drivers, especially responsiveness to employees Ignite their activism: Upgrade to ProActivists • Continually reinforce their perceptions of top activism drivers • Improve leadership drivers, especially responsiveness to employees • Provide a social activism platform: social media guidelines, training and access Handle with care: Upgrade to ProActivists • Feed their need to share with positive messages and make those messages socially sharable • Make handy and reinforce social media guidelines • Continually reinforce their perceptions of top activism drivers • Communicate with them frequently • Have senior management acknowledge their contributions Attend to internal matters • Improve perceptions of all top drivers • Do a better job disseminating information about employer values and goals • Focus internal communications messages on internal issues, such as employee training and diversity • Provide social media tools, guidelines, work access and sharable messages Brace for and defuse • Fix negative leadership trust perceptions • Implement a change management programme even if it is after the fact • Ensure social media guidelines are in place and well-understood. Even though this segment is not highly social, most have a personal social media account • Ensure online monitoring tools are in place to flag behaviour that is in violation of organisation’s social policies Focus on engagement, not activism • Implement a localised engagement programme with direct supervisors identifying InActives and enacting an engagement plan • Review Weber Shandwick UK’s Science of Ingagement study which provides guidance on building engagement ProActivists PreActivists HyperActives ReActivists Detractors InActives Page 22Employees Rising: Seizing the Opportunity in Employee Activism Page 22Employees Rising: Seizing the Opportunity in Employee Activism
  • 23. 10 IN CLOSING Weber Shandwick’s Employees Rising: Seizing the Opportunity in Employee Activism was designed to help organisations recognise and understand that employee activism is a movement coming their way. It needs to be accepted and proactively managed. Just focusing on employee ambassadors or champions is not enough anymore in an always-on and super-enabled environment. Employers will increasingly need a band of employees who can take action by spreading the right messages for them, helping them recruit the best of the best or defending their position when they are under scrutiny. Organisations need to move quickly since employees are already taking matters into their own hands and, left unattended for too long, will define their employers’ brands and reputations on their own. Social media enhances this risk, but also the opportunities. To ensure they define brand and reputation in the most authentic light and win support during the tough times as well as the easier ones, employers need to provide a culture of trust that is rooted at the leadership level. Employers need to communicate with employees in ways that are relevant to them, with messages tailored for a variety of worker  segments. Employees will continue to rise to new heights of influence. This influence needs to be tapped into so that employers can maximise the opportunity of this exciting and transformative movement. “Weber Shandwick’s new study demonstrates how organisations need to think ahead as to what is next. Our research uncovered an emerging trend of vital importance for employers looking to mobilise support as they exit difficult times and transform their organisations to be successful in a fast- approaching future.” Leslie Gaines-Ross Chief Reputation Strategist Weber Shandwick Page 23Employees Rising: Seizing the Opportunity in Employee Activism
  • 24. Jack Leslie Chairman Weber Shandwick jleslie@webershandwick.com Andy Polansky CEO Weber Shandwick apolansky@webershandwick.com Gail Heimann President and Chief Strategy Officer Weber Shandwick gheimann@webershandwick.com Cathy Calhoun Chief Client Officer Weber Shandwick ccalhoun@webershandwick.com Sara Gavin President, North America Weber Shandwick sgavin@webershandwick.com Micho Spring Chair, Global Corporate Practice Weber Shandwick mspring@webershandwick.com Paul Jensen President, North American Corporate Practice Weber Shandwick pjensen@webershandwick.com Leslie Gaines-Ross Chief Reputation Strategist Weber Shandwick lgaines-ross@webershandwick.com Renee Austin Co-Lead, Global Employee Engagement Change Management Weber Shandwick raustin@webershandwick.com Kate Bullinger Co-Lead, Global Employee Engagement Change Management Weber Shandwick kbullinger@webershandwick.com Colin Byrne Chief Executive Officer, UK Europe Weber Shandwick cbyrne@webershandwick.com Jim Donaldson Executive Vice President, Corporate Communications EMEA Weber Shandwick jdonaldson@webershandwick.com Tim Sutton Chairman, Asia Pacific Weber Shandwick tsutton@webershandwick.com Baxter Jolly Vice Chair, Asia Pacific Weber Shandwick bjolly@webershandwick.com Zé Schiavoni CEO, S2Publicom Weber Shandwick ze.schiavoni@s2publicom.com.br Bradley Honan CEO KRC Research bhonan@webershandwick.com You can also visit: www.webershandwick.com For more information about Employees Rising: Seizing the Opportunity in Employee Activism, or Weber Shandwick’s Employee Engagement Change Management services, please contact: /WeberShandwick @WeberShandwick /WeberShandwick /Company/Weber-Shandwick /WeberShandwickGlobal +WeberShandwick Employees Rising: Seizing the Opportunity in Employee Activism Page 24
  • 25. Jack Leslie Chairman Weber Shandwick jleslie@webershandwick.com Andy Polansky CEO Weber Shandwick apolansky@webershandwick.com Gail Heimann President and Chief Strategy Officer Weber Shandwick gheimann@webershandwick.com Cathy Calhoun Chief Client Officer Weber Shandwick ccalhoun@webershandwick.com Sara Gavin President, North America Weber Shandwick sgavin@webershandwick.com Micho Spring Chair, Global Corporate Practice Weber Shandwick mspring@webershandwick.com Paul Jensen President, North American Corporate Practice Weber Shandwick pjensen@webershandwick.com Leslie Gaines-Ross Chief Reputation Strategist Weber Shandwick lgaines-ross@webershandwick.com Renee Austin Co-Lead, Global Employee Engagement Change Management Weber Shandwick raustin@webershandwick.com Kate Bullinger Co-Lead, Global Employee Engagement Change Management Weber Shandwick kbullinger@webershandwick.com Colin Byrne Chief Executive Officer, UK Europe Weber Shandwick cbyrne@webershandwick.com Jim Donaldson Executive Vice President, Corporate Communications EMEA Weber Shandwick jdonaldson@webershandwick.com Tim Sutton Chairman, Asia Pacific Weber Shandwick tsutton@webershandwick.com Tyler Kim Head of Corporate Crisis, Asia Pacific Weber Shandwick tyler.kim@webershandwick.com Zé Schiavoni CEO, S2Publicom Weber Shandwick ze.schiavoni@s2publicom.com.br Bradley Honan CEO KRC Research bhonan@webershandwick.com You can also visit: www.webershandwick.asia For more information about Employees Rising: Seizing the Opportunity in Employee Activism, or Weber Shandwick’s Employee Engagement Change Management services, please contact: /WeberShandwickAPAC @engagingalways /WeberShandwick /Company/Weber-Shandwick /WeberShandwickAP +WeberShandwick Employees Rising: Seizing the Opportunity in Employee Activism Page 24