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Management visibility is critical. Over and over again, communication survey results paint a vivid picture of employees that want to truly connect with their senior leaders, feel engaged in the company's strategic direction, and be respected and trusted. Hearing from the boss is proven to be an essential foundation for creating satisfaction for employees, particularly in a service organization that requires high levels of leadership and employee trust. The direct relationship between leadership visibility and employee satisfaction is why it's crucial to keep leaders front and center in the workplace. Leaders play a vital role in explaining where the organization is heading, what employees have to do to be part of its success, and sharing accomplishments and progress.
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When leaders can effectively fulfill their communication role and become a prominent figurehead in the organization, employees stay engaged, and trust builds more efficiently. Higher management visibility results are happy, focused employees who view their leader as consistent, authentic, and recognizable as somebody for them to follow.
So what defines a leader in an organization? Leaders are generally grouped into two categories, both with unique communication responsibilities. The first group is senior leaders (CEO and senior management team) whose job is to articulate where the organization is going, clarify priorities, and share milestones achieved with the rest of the organization and the general public. The second group is key leaders (VPs and directors) who need to reinforce the "big picture" with employees and branding. In this article, we discuss some ways to raise the visibility of your leader in the workplace.
Utilize existing communication channels in your organization, or start some new ones to give your leader a strong presence across the organization. Your leader's communication program should be balanced across a variety of platforms. You can do this by using current channels to share their perspective on company news and directions with employees. Try to weave your leader's natural "voice" into any communication channels they establish so that the message is more human and less corporate. Take advantage of your leader's opportunities to form a narrative or add meaning and context for key issues. Your organization can also create a brand new communication vehicle, like a webcast or a blog, to allow your leader to share their personal experiences and perspectives. This vehicle can be positioned as a way for your leader to communicate relevant facts and information about the big picture of the organization. For example, whenever your leader says something memorable or meaningful, highlight these quotes in article callouts or newsletters' sidebars.
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Town hall meetings give employees the rare opportunity to interact (live) with senior leaders in the organization. These kinds of meetings are great for building employee trust and confidence in their leaders, which is why it's essential to engineer your town halls to encourage meaningful dialogue. Begin by creating a town hall meeting agenda that gives your audience a chance to participate. Important information still needs to be disseminated, but carve out some time for group activities. When employees play a more active role in the town hall meeting, they will feel more engaged in whatever is being discussed. If your employees are global, then you should always start global and then go local. The first half of the session can be dedicated to a virtual message from a top leader to all of your locations, then move on to a "local" leader led by another leader where employees can participate and interact with leaders and each other.
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Like lunches with the boss or chats over coffee, less formal meetings are fantastic opportunities for leaders to connect with their employees and make them feel seen and heard. Typically, these meetings are not as structured, but they can still be geared towards a specific issue or topic. Senior leaders are continually traveling to different sites for meetings, so you should find opportunities for leaders to schedule employee events while they're in town. Your employees will feel valued by being included in a visit. To make the atmosphere more friendly, level the playing field, and create an around-the-campfire dynamic by setting up the room, so your leader is sitting at the same level as employees.
Even the busiest leader has the time to be present on social media. There are many ways to participate with employees on social media that require mere moments:
● Micro-blogging: Leaders all have their own opinions and thoughts. Capture what they have to say in concise, 25- to 50-word observations. You can have microblog entries beginning with "I was at a conference and learned…," or "I'm working on an exciting project…"
● Internal Social Media Platform: Spur your leader on to "tweet" on your internal communication platform (like Slack or Yammer). Putting a limit on the character count helps to focus the message. Also, conversation platforms like social media are great for employee participation, as they can like, comment, and re-post content.
● Podcasts: Whenever your leader does a TV interview or gives a speech, take the audio portion and make a podcast you can broadcast on the intranet for your employees to listen to or download to play later. One picture is worth a thousand words- rather than writing about an event your company throws or your leader is a part of, have your leader use their phone to take candid photos and post them with short captions on company communication channels.
Video is a great tool to help leaders break through the clutter and connect with their audience. Employees don't always get to see the leaders' faces in their day-to-day work, so video is an easy way for leaders to display their personality, get employees engaged in a topic, and bring a story to life. However, keep the video short (less than 60 seconds) and focused. The likelihood of a senior leader perfectly stating a message in 60 seconds or less is low, which is why your organization needs to have a good strategy for shooting and editing. Make a list of three to five specific questions for your leader to consider prior to the shoot. While filming, ask your leader to offer a short response to each question (multiple takes are okay!). Then, edit the footage into 30- to 60-second sound bites and share them as a series. When people watch videos, they want something fun, fast-paced, and engaging. For your next video, add something in that's unexpected or attention-grabbing!
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Does all of this technological know-how give you a headache? StartingPoint offers innovative software to help companies connect with their customers and clients. Starting Point is dedicated to simplicity, efficiency, and above all, a good customer experience. Work with StartingPoint today for scalable, effective customer service software.
Looking for scalable customer management platforms? Contact StartingPoint today!
