Friday marked the first anniversary of the publication of “Engaging for Success” by David McLeod and Nita Clarke, a report to UK Government on the importance of employee engagement in enterprise.
A lot has happened since my first 4 blog posts on this 12 months ago. But not amongst the internal communications community it would appear. At the launch of Kevin Ruck’s brilliant new book that I chaired on Thursday, only half of the 100 strong audience of internal communicators admitted to having read the report.
I’m intrigued by this and can only conclude that the report is perceived as biased towards the HR community. I’d urge those that haven’t read it to take a closer look. mcleod report
The report gives all the evidence you need for the business case for employee engagment. By identifying poor employee communications as one of the most common barriers to employee engagement, the report therefore extends the business case for employee communications. And it goes further by identifying four enablers:
Leadership, Engaging Managers, Employee Voice, Integrity
If you think this is all abour HR, think again.
Leadership – having a strategic narrative and giving employees a line of sight to a compelling vision. Life in the day of an internal communicator?
Engaging managers – “people leave their boss,not their company” How much time do we spend upskilling and supporting line managers in having conversatios with their teams?
Employee voice – Do I need to make the link between the role of IC and facilitating dialogue?
Integrity – walking the talk, or closing the gap between what organisations say and what they do and more importantly, how we say it.
You could easily change the title of the report to
“Communicating for success:
enhancing performance through employee communications”
Would more of us have read it then?