We really enjoyed CIPR Inside’s first webinar. Euan Semple (independent social media expert) and Andrew Harvey (editor), both ex-BBC, both proponents of thoughtful, quality journalism are well worth watching again. Look out for Andrew’s point about producing an internal magazine that’s irreverent and independent of management.
The replay link is: http://pracademy.adobeconnect.com/pzhc0j71mv/
One week to go till the CIPR Inside Conference – our focus –
Employee engagement in turbulent times.
One day only of intensive discussion and reflection with professional internal communications practitioners from around the country and plenty of opportunities for networking.
If you can only take one day out, make sure it’s this one. At this year’s conference you can:
• Shape the future of internal communications with our Global Futurist.
• Discuss the state of the profession with our panel of leading practitioners
• Join an interactive breakfast session to talk about social media in the enterprise.
• Review the results of the latest employee engagement research.
• Take advantage of insights from senior practitioners at Shell, Torbay District Council, The Army, O2 and the Department for Work and Pensions.
Join us
Wednesday 6th October 2011,
Optional breakfast session with the evangelists of social media from Yammer and the author of ‘From Lincoln to LinkedIn.’
At the Novotel St Pancras, London, NW1.
Reserve your place here
Nice post from Sean. Conference represents real value this year in terms of lineup and ticket price.
The CIPR Inside committee have worked exceptionally hard this week to get our conference newsletter “Turbulent Times” to press. Mark Applin has pulled the rabbit out of the hat with some great work from his team at Intermedia. James Debens done a great job as editor.
The best bit has been reading the quality of the content. It’s rewarding to provide a platform for speaker who actually have something to say about the practice of employee communications and engagement rather than the standard conference model of speakers paying for self-promotion and sponsors who push their services on an unsuspecting audience.
That model of yesterday has prevented best practice from organisations like DWP and the British Army seeing the light of day. Ironically, the same model attracts hefty conference fees for delegates and the whole thing becomes a bit elitist. Organisations with big budgets talking to each other about how to spend their big budgets.
The good news is you can still subscribe to that old model; despite times of austerity, choice hasn’t been taken away. If you’d like a high quality experience on an exceptionally low budget (£280 – £450) look no further CIPR Conference
If you have a bigger budget and need to use it up, have a look at these
£1,300 – £1,800Osney Media
£1,400 – £2,300 Melcrum
But don’t discount this
£280 – £450 CIPR Inside
You can bring another 3 people for around the same price of the other offers. Book here
If you’ve read Sean Trainor’s (chair of CIPR Inside) post Internal Comms in Wonderland, like me, you might be excited by the theme of the CIPR’s 10th annual Internal Communications Conference. If you haven’t, go and read it now – it’s good.
The line up transcends the usual approach of getting experts to preach their own gospel. Instead, it has been created by practitioners for practitioners. We’re looking at big issues, thorny problems and the very future of internal comms. It’s hand on, interactive, and a third of the price of Melcrum’s Summit.
The Hatter has pulled a very large white Rabbit from his headgear.
Delegates who enter the discount code CIPRINSIDE will receive a £50 discount on all bookings before 9am on August 23rd.
A desire to ‘increase pay and benefits’ has become the number one reason why employees want to change jobs, overtaking ‘improving job satisfaction’ in the Chartered Institute of Personnel and Development’s (CIPD) Employee Outlook survey, as the economic downturn continues to erode people’s standard of living.
The survey of 2,000 employees finds more than half of workers (54%) say their top reason for wanting to change job is to increase their salary and benefits, with improving job satisfaction cited second most commonly (42%). This is a reversal from last year when 61% cited job satisfaction and 48% said improving pay and benefits. The trends are uniform across all sectors.
Other findings that highlight increased financial pressure include: • 36% of employees report their standard of living has worsened over the previous six months, compared to 29% saying this was the case in summer 2010 • Just 7% report an improvement in living standards, a fall from 10% a year ago • Almost a fifth (18%) of employees say they run out of money at the end of the week or month either always or most of the time • One in five (18%) say keeping up with bills and financial commitments is a constant struggle, while one in 10 (8%) are falling behind with bills or credit commitments
Ben Willmott, senior public policy adviser, CIPD, said: “The survey shows the ongoing impact of the economic downturn in the workplace. Employees are feeling the squeeze as a result of pay freezes or low pay settlements that fail to keep up with inflation.
“Besides being more likely to want to leave for more pay elsewhere, workers with financial difficulties are also more likely to report being under stress at work and are typically less satisfied with their jobs. Prolonged exposure to stress is associated with absence from work, higher levels of accidents and higher incidence of mental ill health.
“It is, therefore, in employers’ interests to support employees in tough times through ensuring line managers are equipped with effective people management skills and by providing advice and support on debt management and financial planning. The Government’s Money Advice Service can provide support for employers in this respect.
“Employers should also focus on communicating the value of their total reward package to employees. For example, public sector employers should highlight the enduring advantages of remaining in the public sector, such as better pensions, greater flexible working opportunities, better occupational sick pay, and access to occupational health services.”
The survey finds that job satisfaction, which is calculated through subtracting those that are dissatisfied from those that are satisfied is broadly similar to last quarter (+35 from +34 last quarter). Job satisfaction in the public sector has fallen to +30 from +38 and in the voluntary sector to +39 from +44. There has been a slight increase in job satisfaction in the private sector to +34 from +33.
For the first time, the survey provides a new overall ‘employee engagement’ score, which is calculated by clustering a number of wider measures of engagement together (including job satisfaction, understanding of organisational purpose, willingness to go the extra mile). At +10 this more rounded score is unsurprisingly lower than that of job satisfaction and provides a good measure of individuals’ engagement with organisations currently. Against this measure, public sector workers are by far the most disengaged (-12), with voluntary sector workers by far the most engaged (+33), followed by private sector employees (+13).
Low levels of job satisfaction and engagement in the public sector are likely to be influenced by rising levels of job insecurity, with over a third of public sector employees (35%) thinking it likely they could lose their jobs compared to 30% last quarter. Voluntary sector workers are marginally more pessimistic about their job security, with 28% saying it is likely they could lose their jobs, up from 27%. In all 19% of private sector employees think it likely they could lose their jobs, unchanged from last quarter.
Ben Willmott continued: “The heightened level of uncertainty around job security in the current economic climate puts an even greater importance on the extent to which employers communicate and consult with staff. There is no such thing as over communicating and employers can help prevent rumour and anxiety by providing regular updates on business challenges or proposed changes that will impact employees. Just as importantly consultation with staff needs to be genuine which means taking account of employees’ views before and not after decisions are made.”
You can download the report here
Internal communications professional survey 2011
Three quick questions:
1. How engaging are your employee communications?
2. Would you like to benchmark against other organisations?
3. Fancy a chance of winning a bottle of bubbly?
I hope it has put you in the mood to answer a few more. If you are an in-house communications practitioner, you are invited to take part in a short, 10 question survey on the current practice of employee communications.
Your opinion and experiences will help give a unique insight into how employee communications supports an engaged workforce and will inform the Government backed Employee Engagement Task Force. Here is the link:
https://www.surveymonkey.com/s/CIPRIC
Thank you in advance, and good luck with the prize draw.
Hello to Craig Baldwin, a print and web designer adept in InDesign layout, exporting for print, web design, HTML and CSS web development, CMS management, mobile web development, video and animation.
Craig joins Dan and Pete in the studio, fresh from uni and armed with a mind boggling grasp of all things techie.
Outside of work Craig enjoys running, walking, geocaching and employs an enthusiasm for print by designing various zines, newspapers and magazines in his spare time. Dedication eh?
If you accept that truism, it’s costing the UK a fortune. In 2010 PricewaterhouseCoopers, revealed that an average of 10.4% of staff resigned from their job, costing the UK £42bn a year. A further 24% would like to leave if they could.
Fortunately, Hollywood has the answer.
In its latest blockbuster, Horrible Bosses, staff don’t leave their bosses, they kill them. Quitting is not an option, so, with the benefit of a few-too-many drinks and some dubious advice from a hustling ex-con, the three friends devise a convoluted and seemingly foolproof plan to rid themselves of their respective employers…permanently.
So partly for fun, and partly to inspire, hop on over to CIPR Inside and tell us some short stories from your experience that highlight the best and worst about UK management.
A killer punchline is not required.
It would be great to have your input into the survey, link below.
http://www.surveymonkey.com/s/ICPros2011
This short 10 question survey is being conducted by PR Academy on behalf of CIPR Inside, the Chartered Institute of Public Relations’ professional networking group for internal communicators. The results will be used to inform the Employee Engagement Task Force and the results will be shared and discussed at the annual CIPR Inside Summit on 6th October (which sounds like it is going to be great!). If you provide contact details we will send you the results direct.
We’re delighted to have passed our ISO9001 accreditation for a third year in a row. We love being creative but our business definitely benefits from the ISO rigour and process that underpin every project that we do.
Nikki’s been in the driving seat, keeping the ISO wheels turning, so it’s thanks to her that our certificate is proudly hanging in the hallway.
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