Giving visibility to leadership is important. People want to see the faces and know the humans behind the titles at the top of the org chart.
But it can be even more powerful to give visibility to the people in the rest of the organization. Unwittingly, internal communications often focus on the folks at the top and don’t give much coverage to the employees who are manufacturing the products; delivering the service; making the sales; coding the platforms — not to mention all the employees in HR, accounting, marketing and more who support all those people.
Here are five ways to create more visibility for the people doing the real work of the company:
- Quote them in articles: On the intranet or in your employee publications, use regular employees as sources rather than always quoting someone from the C-suite. When you’re covering a new product or a new plant, giving examples of collaboration or innovation, illustrating how the values of the company are used at work, the rank-and-file people will have insights and comments that other employees will be interested to read.
- Shoot employee photography: I’m not talking about snapping someone’s headshot standing against a beige cubicle wall. Invest in talented photographers to shoot employees in context of their work. Then use that library of employee photography to illustrate everything from your intranet to digital signage to the annual report. If you have a number of locations and types of workplaces, try shooting at three to five places a year and building the library over time.
- Build an employee culture team: Establish a small group of mid-level employees who represent diversity across the company, and task them with being conduits for the culture. You might start with an off-site where the team can bond, and have leadership join to talk about the culture, where they company is going, what it is the company stands for. Then use this team to give culture presentations to their colleagues and to report back to leadership on employee questions and concerns, progress and set-backs. When you have a major change down the road, you’ll be glad to have this community of peer influencers already in place.
- Create a peer-to-peer recognition program: Top-down recognition is great, but it can be just as powerful to be recognized by one’s coworkers. Establish a monthly or quarterly recognition program in which employees drive the process of who amongst them gets recognized.
- Help them see the value of their roles: This is the big one — and lies at the heart of employees feeling celebrated rather than invisible. If you can draw a line, in employees’ minds, that leads directly from what they do every day to the vision and success of the company, you create a powerful shift. Help employees see how their individual roles contribute, and make sure they see leadership recognizing their contributions as well.
This article was originally published on the Tribe Inc’s blog Good Company.
Are you looking for resourceful ways to invest in your employees to keep them engaged? Discover employee engagement and culture change strategies for the modern workforce at the upcoming Internal Branding, Employee Engagement & Culture Change Strategies conference, August 8-10, Los Angeles.