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Companies have changed the way they do business.

A rigid hierarchy that restricted the flow of information and negatively impacted employee communications used to be the norm. Communication between employees and their supervisors was often limited, and organizational transparency was practically nonexistent.

Have you seen the prompt on WhatsApp requesting you to accept revised Terms & Conditions yet?

Will you continue to use WhatsApp for business communication? What about your internal communications within the company?

Starting Feb 8th 2021 your WhatsApp data will be shared with Facebook.

You still have a choice to protect your business and protect your employees.

What can we do differently to do better in engaging our employees?

Many bosses believe that valuable knowledge is concentrated in a very few heads. They assume that the key to making good decisions is finding that one right person who will have the answer.

The “genius” of the organization NEVER resides completely in management!

The best ideas will often come from far-flung corners of the community.

We are likely to incur an “ignorance tax” when we fail to consult the crowd before making important decisions.

Communication professionals are faced with the daunting task of successfully aligning workforces with the strategic mission and objectives of their organization. Suffice to say while managing costs. These priorities are often competing, yet they don't have to be.

While the end of the Covid-19 may not be in sight and the full extent of its impact remains unclear, leaders must embrace this time as one that will help them be better prepared for future hardships.

Are people really your "most important asset"?

Then would it be fair to say that you should focus on the physical safety of your people first, the mental health of your people second and then worry about collateral damage and the P&L next.

If I were to head a large company, I would pay my Head of Internal Communications more than my Head of External Communications.

Why?

Because I know that if this company is really to change, and to persuade the outside world it has changed, it has to change on the inside first.

Internal Communication is here to enable change and execution of the strategy.

We all know the basic ingredients for high employee engagement:

A meaningful purpose, recognition, open communication, involvement, personal growth and some autonomy in performing our work.

But all of these don’t work if the basic ingredient is missing:

What do today’s two billion mobile workers have in common?

While the use cases may vary, the needs of the global distributed workforce remain universal. Whether in hospitality, manufacturing, retail, construction, or healthcare, to name a few, frontline workers need access to mobile communication to:

In Singapore staff attrition rates are rather high and employee engagement is rather low when compared to our neighboring countries.

According to the Ministry of Manpower attrition rates are the highest (> 40%) in sectors that are also characterized by a high share of Non-Desk Employees like F&B and Hospitality.

These Non-Desk Employees, also referred to as frontline employees, significantly impact a company's success. Especially since they are the people that interact with your customers and guests most frequently.