A brand can only be strong on the outside if it’s strong on the inside. There is no better path to that than ensuring a motivated and efficient workforce. Comms has always played an integral role in that through open and transparent employee engagement, but the importance of such efforts became magnified during the grips of COVID-19 and the work-from-home reality it brought about. And while things are reasonably back to normal now, the increased -- and, frankly, mandatory -- attention being paid
Beyond that, are other realities: PR pros are often being asked to do more with less. Their roles as brand ambassadors have never been more recognized. The camaraderie necessary for optimal teamwork is significantly challenged by remote working. And with all this, comms teams are increasingly taking on more HR-type responsibilities.
These are just some of the factors PRWeek will tackle during a virtual event that will provide a playbook for
communicators at all levels to do their part in helping ensure their teams can be equally productive and proud of the organizations they represent.
THE EMPLOYEE INFLUENCER
More than ever, it is broadly recognized that employees
hold the dual role of crucial audience and vital advocate
for their brands. Whether these key stakeholders work on
the front line, in the back office or what may now be a
permanent home office, your staffers are a key channel
to your business performance and your brand reputation.
This session will highlight how some leaders in the
industry are reinventing the employee experience and
effectively leveraging the powerful internal influencers
who shape employee engagement and retention.
MAKING THE ANNUAL PERFORMANCE REVIEW COUNT
Some very interesting findings came out of the data
collected for PRWeek’s 2022 Best Places To Work.
Perhaps the most eye-opening one was this: An area in
which there was a notable discrepancy between entities
that scored well and those who lagged a bit behind was
in the effectiveness of annual performance reviews to
truly benefit professional development. This is clearly a
crucial exercise in not only the continual improvement of
staff, but it can go a long way on the retention and even
morale front. Many of the PR pros who took the Best
Places To Work survey clearly told us they are not getting much (if anything) out of their performance reviews.
This is not acceptable. As such, we will devote this
session to discussing what both sides of the equation –
and, yes, the onus does not solely fall on management
here – should do to ensure that the annual performance
review actually impacts the most important asset any PR
agency or in-house department has - its talent.
THE CULTURE CONUNDRUM
In any discussion about the workplace, few words are
uttered more than “culture.” Few factors are understood
to be as crucial to the workplace as “culture.” Everyone
understands the key to attracting and retaining the best
talent is a strong “culture.” Equally recognized is the
albatross of having a bad “culture.”
Here’s what a lot of people don’t know: How to
actually create a great culture. Organizations that have
established great cultures, it didn’t happen by accident.
Organizations that don’t have great cultures. There is
hope. And it all comes down to specific tactics and
strategies that can be implemented to materially impact
your organization’s culture. In this session, we bring that
specificity to you and provide you the springboard to
create a culture that your organization will be proud of.
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