Impact of Recent Tariffs on Nearshoring to Mexico

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The recent shifts in trade policies, particularly changes to tariffs, have significantly influenced business decisions regarding nearshoring operations to Mexico. The imposition of tariffs, especially in the context of the United States-Mexico trade relations, has led companies to reassess their strategies for outsourcing and relocating manufacturing and other business functions. Tariffs And Nearshoring: Uncertainty, Strategy And A Path Forward Here, we’ll explore the impact of these tariff changes on nearshoring to Mexico.

What are Tariffs?

The tariffs being imposed by the Trump administration are just taxes on imported goods.  Governments can impose tariffs to regulate trade policies, protect domestic companies, and find a way to influence international relations. In the past, U.S.-Mexico trade has benefited from agreements like NAFTA and its successor, the USMCA. However, the recent escalations in tariff policies by the U.S. has affected many countries and created new complexities.

Right now, the U.S. has implemented tariffs of up to 25% on certain Mexican imports. They are primarily targeting automotive components, electronics, and select consumer goods. In response to the US tariffs, Mexico has enacted their own tariffs ranging from 5% to 20% on American agricultural products, metals, and various consumer items.  These tariffs, similar to tariffs enacted on other countries could disrupt the cross-border trade. We will need to stay tuned as to what the outcomes of the tariffs will be on businesses across the US. Impact of Tariffs on U.S.- Mexico Trade and Manufacturing

The Shift Toward Mexico

While tariffs with Mexico are high, they pale in comparison to those imposed on China.  This will play a significant role in driving US businesses to reevaluate their dependence on China manufacturing and, perhaps, re-consider other countries as possible alternatives.  Mexico has emerged as an attractive alternative for the following reasons:

  • Proximity to the U.S.: Mexico’s proximity to the U.S. means that manufactured goods can be shipped at lower transportation costs and more quickly when compared to products shipped from China. The ability to shorten deliveries and reduce shipping times and costs provides a competitive advantage, particularly in industries where speed-to-market is critical.
  • Cost Competitiveness: While Mexico’s labor costs are generally higher than in China, they remain lower than in the U.S., making Mexico an attractive option for companies looking to reduce costs while avoiding the tariffs on Chinese imports.

Challenges Due to Tariffs, even for Nearshoring

While certain trade agreements like NAFTA and USMCA have generally made Mexico more attractive, there are some challenges:

  • Uncertainty around Tariff Policies: Despite the stable tariff framework of the past, in our current economic environment, the tariffs can change almost hourly.  These fluctuations can create a huge amount of uncertainty for businesses considering nearshoring options in the future.
  • Tariffs on Services: While tariffs have currently been enacted only on goods at this point , it is possible that in the future tariffs could be enacted on services as well.  Companies must consider whether it makes financial sense to consider Mexico as a country to provide, for example, AR and AP services and whether those could be likely to have tariffs imposed as well.

Short-Term vs. Long-Term Considerations

The higher tariffs imposed on some countries in Asia far exceed those imposed on Mexico.  This has encouraged many companies to look at the short-term solution of relocating their offshoring manufacturing to a near shore location. Navigating 2025: Trends And Risks Impacting Nearshoring In Mexico In the long term, however, the impact of these tariffs could be less than expected as companies find ways to mitigate costs through technology improvements, automation and AI. 

In Conclusion

While tariffs are shaping nearshoring decisions, they should be only one part of a larger and more strategic decision that includes factors like long term labor costs, skill availability, and infrastructure investment.

 

How to Express Genuine Care

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We have all heard of organizations, but hopefully, not experienced them firsthand, that have beautiful and eloquent words written on a wall about fostering an environment of care and compassion.  Too often, however, the truth is hiding behind the wall, hoping not to be exposed.  If you really want to live those words, showing genuine care for your employees goes beyond mere benefits and salary. It’s about fostering a positive work environment where employees feel valued, supported, and inspired. Here are some effective ways to demonstrate that you genuinely care about your team members:

  1. Open and Transparent Communication

Communication forms the backbone of any healthy work relationship. Ensure that communication channels are open, transparent, and accessible to all employees. Encourage feedback and actively listen to their concerns and ideas. This not only shows that their opinions matter but also builds trust and a sense of belonging. Be willing to collect this feedback anonymously Home | Great Place To Work® until you have built a culture of trust.

  1. Recognize and Reward Achievements

Acknowledging the hard work and achievements of your employees is crucial. Recognition (thrivesparrow.com)Publicly recognize their efforts through praise in team meetings, internal newsletters, or company-wide announcements. Personalized notes or thank-you emails can also go a long way in showing appreciation for their contributions. Recognize that different types of employees appreciate being recognized in different ways.

  1. Provide Growth Opportunities

Invest in your employees’ professional and career development by offering training, workshops, and opportunities for career advancement. When employees see that you are committed to their growth and success, they feel valued and are more likely to stay engaged.

  1. Flexibility and Work-Life Balance

Supporting work-life balance shows employees that you understand their personal needs and well-being. Offer flexible work hours, remote work options when feasible, and encourage them to take breaks and vacations. Respect their time outside of work, and they will appreciate the trust and support. We live in a 24/7 connected world and your employees need you to model the fortitude to disconnect. 4 simple ways to disconnect from digital world (overhere.eu)

  1. Create a Positive Work Environment

A positive workplace culture can significantly impact employee morale and satisfaction. Organize team-building activities, celebrate milestones together, and promote a healthy work-life balance.

  1. Provide Competitive Benefits

While benefits are not the only factor, they do demonstrate your commitment to your employees’ welfare. Offer competitive health benefits, retirement plans, and perks that align with their needs and expectations. Workplace Benefit Trends By Generation In 2024 – Forbes Advisor

  1. Empathize and Support During Difficult Times

Life challenges can affect employees’ performance and well-being. Show empathy and provide support during difficult times such as illness, family emergencies, or personal crises. Flexible leave policies and compassionate support can make a significant difference in how employees perceive their value within the organization. No one who is struggling in the five areas of wellness: social, emotional, physical, financial or career well-being, can bring their best selves to work.

  1. Encourage Work-Life Integration

Help employees integrate their personal passions and interests with their work whenever possible. Work-Life Integration: What It Is And 5 Ways to Develop It (betterup.com)This can be through volunteer opportunities, supporting causes they care about, or allowing them to pursue projects aligned with their personal values within the company.

Conclusion

Showing employees that you genuinely care about them involves more than just words—it requires consistent actions that prioritize their well-being, growth, and happiness. By fostering a supportive and inclusive work environment, recognizing their contributions, and investing in their development, you can cultivate an inspired and loyal team that contributes to the overall success of your organization. Remember, when employees feel valued, respected, and cared for, they are more likely to be engaged, productive, and committed to their roles for the long term!

Generative AI in Recruitment

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Generative AI can be a game-changer in recruitment, The big ways AI is changing hiring (bbc.com)offering innovative ways to streamline processes and enhance candidate experiences. Here are some top ways to leverage generative AI in recruitment:

  1. Automated Resume Screening: Use generative AI to analyze resumes and match them with job descriptions, which can also be created using AI. This can save recruiters time and ensure a more comprehensive review of applicants with less bias. Optimizing Resume Screening: Leveraging Power Automate and Generative AI for Enhanced Productivity — Innowhyte
  2. Personalized Candidate Outreach: Generate personalized messages to candidates based on their profiles and job preferences. This can help in building rapport and engagement with potential candidates, many of whom are receiving a significant amount of outreach.
  3. Interview Preparation: Develop AI-generated behaviorally based interview questions tailored to specific roles or skill sets. This ensures consistency and relevance across interviews, helping to assess candidates more effectively.
  4. Candidate Assessment: Utilize generative AI to create simulations or scenarios for candidate assessment. This can provide insights into candidates’ problem-solving abilities, creativity, and decision-making skills. This will also ensure that the candidate is not getting asked the same question multiple times. AI-Enabled Candidate Assessment: Enhancing Hiring Accuracy and Objectivity | Talentera
  5. Chatbots for Candidate Interaction: Implement AI-powered chatbots to handle initial candidate inquiries, schedule interviews, and provide information about the recruitment process. This improves responsiveness and efficiency in candidate communication.
  6. Skill Development and Training: Develop AI-generated training materials or simulations to help candidates improve their skills or prepare for specific roles. This can be particularly useful for technical or specialized positions.
  7. Predictive Analytics for Talent Pipelining: Employ AI algorithms to analyze past hiring data and predict future talent needs. This enables proactive talent pipelining and reduces time-to-hire for critical positions.
  8. Candidate Experience Enhancement: Leverage generative AI to create engaging content for candidates, such as interactive job previews, virtual office tours, or gamified assessments. This enhances the overall candidate experience and strengthens employer branding.
  9. Continuous Learning and Feedback: Implement AI-driven systems for continuous feedback collection and analysis throughout the recruitment process. This helps in identifying areas for improvement and optimizing recruitment strategies over time.

By integrating generative AI into various aspects of the recruitment process, organizations can improve efficiency, effectiveness, and candidate satisfaction while staying ahead in the competitive talent market.

 

Navigating Motivational Anxiety: A Guide to Overcoming Challenges

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Motivation is a powerful force that drives individuals to achieve their goals and aspirations. However, the journey towards success is often accompanied by a lesser-known companion – motivational anxiety. This unique form of anxiety can manifest when individuals feel overwhelmed or uncertain about their ability to meet their own expectations. In this article, we will explore the concept of motivational anxiety, its causes, and practical strategies to overcome its challenges.

Understanding Motivational Anxiety:

Motivational anxiety is a psychological state characterized by the fear or apprehension associated with pursuing one’s goals. Unlike general anxiety, which may stem from external stressors, motivational anxiety is often internal, arising from the pressure individuals place on themselves to succeed. This internal pressure can lead to a range of emotions, including self-doubt, fear of failure, and a sense of inadequacy.

Causes of Motivational Anxiety:

High Expectations: Setting excessively high expectations for oneself can create immense pressure and trigger motivational anxiety. The fear of not living up to these expectations can be paralyzing.

Comparisons to Others: Constantly comparing one’s progress to that of others can contribute to motivational anxiety. It is essential to recognize that everyone’s journey is unique, and comparisons may not accurately reflect personal growth.

Fear of Failure: The fear of failure is a common driver of motivational anxiety. Individuals may become so focused on avoiding failure that they struggle to take necessary risks and steps towards their goals.

Perfectionism: Striving for perfection in every aspect of life can lead to anxiety. Accepting that imperfections are a natural part of the learning process is crucial for overcoming motivational anxiety.

Strategies to Overcome Motivational Anxiety:

Set Realistic Goals: Break down larger goals into smaller, achievable tasks. Setting realistic goals helps manage expectations and reduces the likelihood of feeling overwhelmed.

Focus on the Process: Instead of fixating on the end result, shift your focus to the process of growth and learning. Embrace the journey, recognizing that challenges contribute to personal development.

Practice Self-Compassion: Treat yourself with kindness and understanding. Acknowledge that setbacks and mistakes are part of the learning process and an opportunity for growth.

Develop a Growth Mindset: Cultivate a growth mindset by viewing challenges as opportunities to learn and improve. Embrace the idea that abilities can be developed through dedication and hard work.

Limit Social Comparisons: Minimize comparisons to others and focus on your individual progress. Celebrate your achievements, no matter how small, and appreciate the unique path you are on.

Seek Support: Share your goals and challenges with supportive friends, family, or mentors. Having a strong support system can provide encouragement and perspective during difficult times.

Motivational anxiety is a natural part of the journey toward success, but it doesn’t have to be a roadblock. By understanding its causes and implementing practical strategies, individuals can navigate motivational anxiety and continue progressing toward their goals. Remember, success is a process, and every step forward is a triumph in itself.

Generative AI in Human Resources

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As we open the door on 2024, many of my colleagues and I will be focusing on how to best utilize the newer generative AI capabilities in our Human Resources functions. Generative artificial intelligence (AI)—data-trained technology that uses prompts to create content—has seen a massive uptick in adoption over the past year. The technology has advanced significantly within a short timeframe and, relatively speaking, it’s just getting started.

OpenAI’s research estimates that 80 percent of today’s workers could see their jobs impacted by generative AI. The natural concern, from the workforce is that impacted will mean, taken over by, but, in most cases, that is far from the truth. Companies should determine how to use generative AI with intention, in a productive, safe, and human-first way. Some of the most compelling ideas are below:

  1. Resume Screening and Candidate Matching:
    • Use generative AI to analyze resumes and match candidates to job descriptions based on skills, experience, and keywords.
    • Improve the efficiency of the initial screening process by automating the identification of suitable candidates.
  2. Automated Interview Scheduling:
    • Implement chatbots powered by generative AI to facilitate interview scheduling.
    • Allow candidates to interact with chatbots to find suitable interview slots, answer frequently asked questions, and receive information about the recruitment process.
  3. Employee Onboarding and Training:
    • Develop AI-driven chatbots or virtual assistants to guide new employees through the onboarding process.
    • Provide automated training modules and resources tailored to individual employee needs.
  4. Employee Assistance and Support:
    • Use AI-powered chatbots to answer employee queries regarding HR policies, benefits, and general information.
    • Enhance employee experience by providing quick and accurate responses to common HR-related inquiries.
  5. Performance Management and Feedback:
    • Implement AI tools to assist in performance evaluations by analyzing employee performance data.
    • Provide real-time feedback suggestions for managers based on language models, helping to improve the quality and consistency of feedback.
  6. Employee Engagement Surveys and Sentiment Analysis:
    • Leverage AI to analyze employee feedback from surveys and other sources.
    • Identify trends, sentiments, and areas of concern to proactively address employee engagement and satisfaction issues.
  7. Skills Assessment and Development:
    • Use generative AI to assess employee skills and identify areas for development.
    • Provide personalized learning recommendations and training programs based on individual employee strengths and weaknesses.
  8. Policy Compliance and Legal Support:
    • Implement AI tools to ensure HR policies and procedures align with legal requirements.
    • Provide legal support by analyzing contracts, identifying potential risks, and offering suggestions for compliance.
  9. Predictive Analytics for Employee Retention:
    • Utilize generative AI to analyze historical data and predict employee turnover.
    • Identify factors contributing to attrition and develop strategies for employee retention.
  10. Internal Communication Enhancement:
    • Develop AI-driven tools to enhance internal communication within the organization.
    • Generate automated newsletters, announcements, or other communication materials to keep employees informed and engaged.

 

Generational Perspectives on Employment: A Contrast between Baby Boomers and Millennials

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The world of employment has evolved significantly over the years, with different generations experiencing and interpreting work in distinct ways. Baby boomers and millennials, What Generation Am I? A Guide to Generations by Year (parents.com)separated by several decades, have grown up in contrasting socio-economic, technological, and cultural landscapes. These factors have played a role in shaping their perspectives on employment. In this article, we will delve into the divergent viewpoints of baby boomers and millennials regarding work, examining their values, priorities, and approaches to careers.

Work-Life Balance

Baby Boomers:

For many baby boomers, work was often seen as a means to provide for their families and secure a stable future. Many were part of the traditional 9-to-5 work culture, where long hours at the office were considered necessary for career advancement. The concept of “putting in the time” was deeply ingrained, often at the expense of personal and family life.

Millennials:

Millennials, on the other hand, tend to prioritize work-life balance. Work Life Balance | Mental Health America (mhanational.org)They witnessed their parents’ dedication to their jobs and the toll it took on family life. As a result, millennials often seek flexible work arrangements that allow them to balance their careers with personal interests and family time. Remote work and freelance opportunities are particularly attractive to this generation, enabling them to integrate work into their lives, rather than the other way around.

Career Loyalty

Baby Boomers:

Loyalty to one’s employer was a hallmark of the baby boomer generation. Many individuals spent the majority of their careers at a single company, viewing job stability and benefits as vital components of their employment. Climbing the corporate ladder and staying with the same company until retirement were common aspirations.

Millennials:

Millennials tend to value personal growth and skill development over long-term loyalty to a single employer. They are more willing to change jobs and even switch careers in pursuit of new challenges and opportunities. This fluid approach to employment can be attributed, in part, to the economic instability witnessed during their formative years and the rise of the gig economy, What is the gig economy and what’s the deal for gig workers? | World Economic Forum (weforum.org) which has normalized job hopping and freelancing.

Purpose and Fulfillment

Baby Boomers:

While many baby boomers found purpose and fulfillment in their work, these aspects were often secondary to the financial stability that employment provided. Career choices were frequently influenced by practical considerations rather than a quest for personal passion.

 

Millennials:

Millennials seek meaning and purpose in their careers. They are more likely to prioritize jobs that align with their values, allowing them to make a positive impact on society and the environment. This generation places a premium on job satisfaction and is willing to make career decisions that reflect their personal beliefs and goals, even if it means sacrificing higher-paying opportunities.

Technology and Adaptability

Baby Boomers:

Baby boomers adapted to technology as it emerged, but their careers were not as intertwined with digital tools and platforms as those of millennials. They often had to learn new technologies later in their careers, and some may have viewed technology as a disruptor rather than an enabler.

Millennials:

Having grown up in the digital age, The Digital Age: The Era We All Are Living In – DZone millennials are comfortable with technology and its rapid evolution. They readily embrace new tools and platforms, which has contributed to the rise of remote work, digital nomadism, and the gig economy. This adaptability allows them to navigate an ever-changing job market with relative ease.

In conclusion, the differing perspectives of baby boomers and millennials on employment reflect the evolving nature of work and societal values. While baby boomers often prioritized stability and financial security, millennials place greater emphasis on work-life balance, purpose-driven careers, and adaptability. Understanding these generational differences Generational Differences in the Workplace
 [Infographic] (purdueglobal.edu) is crucial for employers, policymakers, and individuals seeking to thrive in the modern world of work, fostering collaboration and harnessing the strengths of each generation.

The Pervasive Influence of Proxy Advisory Firms on Public Company Shareholders

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Proxy advisory firms, once relatively obscure entities, have risen to prominence in recent years as influential players in the corporate governance landscape. These firms provide crucial recommendations and analysis on various matters put forth during shareholder meetings, profoundly impacting the decision-making processes of public company shareholders. This article explores the pervasive influence wielded by proxy advisory firms and the implications of their recommendations on corporate governance and shareholder engagement.

Understanding Proxy Advisory Firms:

Proxy advisory firms, such as Institutional Shareholder Services (ISS) Governance Advisory Services | ISS (issgovernance.com)and Glass, Lewis & Co., Glass Lewis – Proxy Voting have emerged as critical intermediaries between companies and their shareholders. Their primary responsibility lies in providing unbiased research, analysis, and recommendations on matters put to vote during annual meetings, Annual General Meeting (AGM) – Overview, Public Companies (corporatefinanceinstitute.com) including executive compensation, board elections, mergers and acquisitions, environmental and social proposals, and other critical governance issues.

Influence on Shareholder Voting:

Shareholders of public companies, particularly institutional investors, often rely on the research and guidance provided by proxy advisory firms to make informed voting decisions. The firms’ recommendations carry significant weight, as they possess a reputation for thorough analysis and objectivity. As a result, their guidance can shape the outcomes of shareholder votes, leading to substantial impacts on the companies in question.

Effect on Corporate Governance:

The recommendations of proxy advisory firms can influence corporate governance practices within public companies. Faced with the prospect of unfavorable voting outcomes, companies may be compelled to address governance deficiencies, enhance transparency, and align executive compensation with performance metrics. This external pressure to conform to best practices can foster more accountable and responsible corporate leadership.

Controversies and Criticisms:

Despite their widespread influence, proxy advisory firms have faced criticisms on various fronts. Concerns have been raised about potential conflicts of interest, as these firms may provide both proxy advisory services and consulting Home – ISS Corporate Solutions to companies seeking to improve their governance practices. Critics argue that this duality could compromise the firms’ objectivity and independence.

Moreover, some argue that proxy advisory firms’ methodologies may not always be entirely transparent or reflective of the unique contexts of each company, leading to recommendations that do not consider specific nuances of the business. This raises questions about whether the firms’ recommendations always serve the best interests of shareholders in every case.

 

The Balancing Act:

The influence of proxy advisory firms is a delicate balance between providing valuable guidance to shareholders and the potential risks associated with undue concentration of power in their hands. Regulators and market participants have recognized the significance of proxy advisory firms and have taken steps to promote greater transparency, accountability, and oversight in their operations.

Engaging with Proxy Advisory Firms:

Public companies are increasingly engaging with proxy advisory firms to ensure that the firms’ assessments consider a comprehensive view of the company’s governance practices and long-term strategic vision. Constructive dialogues between companies and proxy advisors can lead to more accurate assessments and a deeper understanding of the company’s unique circumstances.

In conclusion, proxy advisory firms play an undeniably influential role in shaping the corporate governance landscape by providing vital recommendations to shareholders. While their impact has led to positive changes in corporate practices, concerns regarding their objectivity and methodologies persist. Engaging in constructive dialogue with these firms and promoting greater transparency in their operations may lead to more balanced and informed decision-making, ultimately benefiting both public companies and their shareholders. As these firms continue to evolve, it is essential to strike a harmonious balance that upholds their value while mitigating potential risks to corporate governance and shareholder interests.

Coach versus Mentor

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A coach and a mentor are both valuable resources for personal and professional development, but they serve different roles and have distinct characteristics. Here are the main differences between a coach and a mentor:

Purpose and Focus:

Coaching: Coaching The Role of a Coach in The Workplace | EZRA (helloezra.com) primarily focuses on performance improvement and goal achievement. A coach helps individuals identify their goals, develop action plans, and provides support, guidance, and feedback to enhance their skills and reach their desired outcomes. The emphasis is on short-term objectives and specific areas of development.

Mentoring: Mentoring 10 Reasons Why You Need a Mentor | Indeed.com is more about long-term personal and professional growth. A mentor is someone with extensive experience and knowledge in a particular field who offers guidance, advice, and wisdom to a less-experienced individual. The focus is on sharing insights, imparting wisdom, and nurturing the mentee’s overall development.

Relationship:

Coaching: The coach-client relationship is typically formal and structured. Coaches establish a professional relationship based on trust, confidentiality, and clear boundaries. They work collaboratively with clients to explore their goals, challenges, and strategies for improvement.

Mentoring: The mentor-mentee relationship is often informal and built on a foundation of mutual respect and trust. Mentors usually have a personal connection or shared interest with the mentee. The relationship tends to be more flexible and can involve discussions about various aspects of life and career.

Expertise and Experience:

Coaching: Coaches may or may not have specific expertise in the client’s field. They focus more on coaching skills, such as active listening, questioning, and providing support. Coaches help individuals develop their own solutions and perspectives by drawing out their strengths and potential.

Mentoring: Mentors possess extensive experience, knowledge, and expertise in the mentee’s field or area of interest. They share their wisdom, offer advice, and provide insights based on their own professional journey. Mentors may also provide introductions to their network or offer career guidance specific to the industry.

Duration and Intensity:

Coaching: Coaching engagements are typically time-bound and have a specific duration. The Four Stages of a Coaching Assignment (coaching-focus.com)Coaches work with clients for a defined period to achieve their goals or address specific challenges. The frequency of coaching sessions can vary depending on the individual’s needs and availability.

Mentoring: Mentoring relationships tend to be more open-ended and can last for an extended period, sometimes even spanning years. How Long Should Mentorship last? (mentorloop.com)Mentors offer ongoing support and guidance as the mentee progresses in their personal and professional journey.

Approach:

Coaching: Coaches use a structured and goal-oriented approach, employing various techniques and methodologies to help clients gain clarity, set objectives, and take action. The Best Ways for Coaching an Employee in the Workplace | Indeed.comThey facilitate self-discovery, encourage self-reflection, and help clients overcome obstacles.

Mentoring: Mentors take a more informal and nurturing approach. They provide guidance, share experiences, and offer advice based on their own successes and failures. Mentors often provide a sounding board for ideas, offer perspective, and encourage the mentee’s growth.

It’s important to note that these distinctions are not always absolute, and there can be overlap between coaching and mentoring depending on the specific context and the individuals involved. The terms “coach” and “mentor” are sometimes used interchangeably, and individuals may fulfill both roles to varying degrees.

Maybe the Greeks Had it Right

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sherrie suski pandora's boxIn the Greek myth of Pandora’s box, Pandora was given a box by the gods. The gods told her that the box contained special gifts from them but she was not allowed to open the box ever. Pandora was trying to tame her curiosity, but at the end she could not hold herself anymore; she opened the box and all the illnesses and hardships that gods had hidden in the box started coming out. Pandora was scared, because she saw all the evil spirits coming out and tried to close the box as fast as possible, closing Hope inside.  As she slowly re-opened the box, there was Hope, in the corner and it needed to be coaxed to enter the world and show all humankind that it existed.

Humans need Hope and as leaders, we manage humans.  It is up to us to set the stage for a hopeful environment, one in which when the going gets tough, we remind people it is temporary and that we will get through it together.  Some of the ways we can create a culture that is built on Hope as the foundation are to:

Get to personally know your team

It is hard for you to offer Hope in a way others can receive it if you don’t truly understand the people who work for you.  Spend time getting to know who they are outside of work, what hobbies they have, how old their children are. 

Allow you leaders to lead

Ensure that you hire the right people and then provide them with both challenges and choices on how they meet that challenge.  You get to define the what, but let your leaders define the how. 

Recruit help

Every organization has both formal and informal leaders.  Find those informal leaders. and enlist them to help you instill Hope throughout the organization.  When communication takes both a formal and an informal path, it is much more impactful and spreads much more quickly than depending on formal communication channels alone

Offer the right information at the right time

While honesty and transparency are admirable traits, when you are trying to create an environment of Hope, it makes sense to shield your team from some of the inconsequential negative information.  I am not suggesting that you withhold critical, negative information, only that you smooth the ups and downs and focus on the larger upward trend

Paint a picture of a hopeful future

Continually help your team to see how bright the future could be.  Choose to focus on the positive and show them the path to get there.  Share with them all the things that are going well and how you will help them to overcome what is not.  Happiness is a choice.  Choose wisely.

Internal Employee Communications

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sherrie-suski-officeDeveloping a comprehensive and intentional internal employee communications strategy and a plan to execute on that strategy is critical to the success of your business, no matter the size. The best internal communication strategies do more than simply manage and distribute information. They can foster an engaging environment and cultivate relationships that are built on trust. That trust, in turn, creates a strong company culture whereby your employees know you trust them to deliver and they trust you to have their best interest at heart.

An internal communications plan is a clear guide for consistently communicating with employees, so they feel informed about goals for your organization or a specific initiative. This ensures they take action and do their part in achieving those goals. It should clearly and specifically define what internal communications strategies are important to focus on, how, when, who’s implementing them, and how you’ll measure them to demonstrate value and impact.

An internal communications plan should facilitate important conversations and engagement with key leaders and partners about internal communication strategies that can best deliver on key business needs and opportunities throughout the company.  It should also focus keenly on behavioral change that you expect will result as an outcome of this communication.  Communication just for the sake of communication is nothing but noise in an already noisy world.  You must understand and help your audience to understand what the call to action is and be prepared to measure whether or not you have achieved your goals.

If you are not yet fully convinced that you need an internal employee communication plan, read on!

Your employees are your most dedicated brand advocates.

According to Gallup, less than 30% of employees believe in the brand they work for!

This is very concerning, considering employees are the ones charged with delivering on the promises a brand makes to its customers. So start to think of internal communications as a marketing/branding exercise.

And Forbes agrees, you need to approach your internal marketing the same way you would external marketing efforts—by knowing your audience, your goals, tailoring the message, and providing an exceptional experience. This will require involvement from a cross-functional team.

Internal communication builds employee engagement, culture, and trust.

Internal communication is a key driver for employee engagement. The vehicle for all employee engagement initiatives is communication, core values, and a commonly held purpose statement or why. When employees feel like they are communicated with, engagement and trust will flow, resulting in a strong corporate culture.

If you fail to plan, then you plan to fail

If your ideas for internal communication revolve around upcoming events and random requests, then you don’t have a strategy. You likely are reinventing the wheel each time and are confusing your internal customers. Internal communications need to be woven into the larger company strategy, with a funded and well understood plan for execution.