The challenge is that some employees at this level may have little connection to the company. They simply clock in and clock out, with no regard to where the business is going, what new information is worth sharing, and how they can be better at their jobs. Today employees don’t visit a break room to read the bulletin board - so there’s little opportunity to connect with them, which can result in a lowered sense of connection and loyalty. Communication teams like to refer to this as “employee engagement,” but at its core - it’s productivity and output. A disconnected employee can slow growth, damage culture, and cost you money. And if you add up all the employees in your organization, the result of under-performing employees can be catastrophic.
In Forbes, leadership consultants David Sturt and Todd Nordstrom stated, “Productivity in today’s business world means something new. It’s not focused on just zero-defect proficiency. It’s not focused on just perfectly managed minutes of the day. Productivity in today’s world must focus on adaptation, innovation and forward progress.”
Department store giant, Sears, shared that a five-point improvement in employee attitude results in a 1.3 percent increase in customer satisfaction, which then drives an 0.5 percent increase in company revenue. If restaurants and retail organizations want to increase productivity and maximize profits, they have to get to the core of how to motivate their workforce. And it all starts with your company communications.
Communication managers are often in the center of chaos. Their mission involves cross-departmental participation, and they are measured on things that extend far beyond their own unit. With this group managing both internal and external campaigns, they are keenly aware of how internal relations impacts external growth.