Artificial intelligence (AI) is hyped to become a transformative force across all industries. According to Next Move Strategy Consulting, the global AI market was valued at $95.6 billion in 2021 and is predicted to grow with a 32.9% compound annual growth rate to reach $1.85 trillion by 2030.

As the use of AI expands, it has the potential to revolutionize HR and corporate communications by linking data with content, but we must use it responsibly. According to Top Trends in Privacy Driving Your Business Through 2024, a report by Gartner®, “By 2025, regulations will necessitate focus on AI ethics, transparency and privacy, which will stimulate — instead of stifling — trust, growth and better functioning of AI around the world.” Let’s explore what this might look like.

First, recognize AI for what it is: Artificial

While AI output is fascinating at this stage, remember that it’s only as good as its inputs. AI rehashes and rewrites existing content, just a bit more cleverly than traditional plagiarism. While people currently use AI to write news stories, concerns about job displacement are not unfounded. However, it’s essential to recognize that AI’s contribution to corporate communications is much more nuanced than merely replacing human writers. Yes, AI can quickly generate text, yet the output is limited to the quality and integrity of the sources it has processed. Rather than replacing human writers, AI is more likely to become a time-saving assistant, allowing communicators to gain insights from data and focus more on strategy and creativity.

How will AI assist employee communications?

1. Use communications analytics data to inform content strategy. One of the significant challenges in corporate communications is understanding message uptake. Communications analytics data like PoliteMail’s Benchmark Report reveals that employees are willing to spend about a minute with an average email, with the highest engagement observed in messages of just thirty seconds or less to read. It won’t be long before AI makes this type of data analysis available as real-time recommendations, with variable tuning based on the message content and intended audience. Internal comms and HR teams may leverage AI tools as an editor to quickly condense lengthy content into more concise, reader-friendly message summaries. For example, internal comms could ask an AI tool to take a Teams meeting transcript and produce a bullet list summary for broadcast distribution.

2. Optimize communications for higher engagement. AI excels at pattern matching and machine learning. So, when teams apply these tools to content analysis and communications metrics, they can enhance both assets’ value. Effective communicators possess strong intuition and language skills, and adding data-driven insights to evaluate the impact of their work will expand their reach and improve desired outcomes. For example, PoliteMail provides an AI-driven subject line suggester trained on attention rate data. Based on past performance, the tool suggests subjects likely to garner more attention. The communicator provides the content and ideas — what are we communicating and why — and AI helps optimize the how and the word choice.

3. Maintain a consistent brand voice. Beyond visual brand guidelines that define a company’s logo, font, and colors, corporate communications teams seek to maintain a consistent brand voice (the company’s style, attitude and tone). With its ability to learn patterns, AI can help a diverse team of writers execute a more consistent brand voice by mimicking a specific fashion, point of view and character. By training AI to edit content to align with an organization’s defined brand voice, communicators can ensure a cohesive identity. An organization could train an AI on its brand voice by inputting its current collateral library that fits the brand voice. Some have seen tools like ChatGPT accomplish this when prompted to rewrite a speech in the style of Teddy Roosevelt or write a story in the style of Mark Twain.

Say Hi to AI

While AI is a powerful up-and-coming tool, companies should view it as a collaborative partner rather than a replacement for human intelligence. Leveraged responsibly, AI can help streamline content production and provide valuable data-driven insights that help comms teams produce more engaging content. Used strategically, AI can elevate corporate comms by strengthening content strategy, optimizing communications for reach, readership and engagement, and defining and maintaining a robust and consistent brand voice.

The post 3 ways AI assists internal communications appeared first on PR Daily.

When it comes to understanding employee engagement and satisfaction, Voice of Employee (VoE) data takes center stage. Capturing the thoughts, emotions and experiences of your workforce can uncover insights that shed light on factors that influence their commitment to productivity. The truth lies in the alignment between company culture and employee expectations. Workloads, retention rates, productivity, innovation and HR efficiency are all crucial elements of a healthy company culture.

According to recent findings by Gartner®, “Interest in expanding data sources to measure and understand worker activities and sentiment has grown significantly since the beginning of the COVID-19 pandemic.” We believe primarily due to the adoption of working from home, companies needed ways to keep tabs on the work, without being able to see them in the office.

“The overall cost and risk of collecting and processing more data on employee activity and sentiment can outweigh the benefits from the generated insights,” warns Gartner. Instead, the research explores human-centric approaches to measurement, with the intent to continuously improve the structures, policies, interventions and support mechanisms put in place to positively impact employee productivity, experience and wellbeing.

Active listening is a human-centered approach to gathering data, a central tenet of emotional intelligence, and helps build trust and rapport while avoiding employee backlash to monitoring. Often, active listening can be performed by managers or using specialized focus groups. Such information will then supplement and provide better context to the computer-generated employee activity and sentiment data.

At PoliteMail, some of our favorite non-intrusive metrics to measure employee email behavior include:

• Reach: the number and percentage of your employee audience paying attention to your communications.
• Readership: the number of employees actively reading and investing time into those messages.
• Engagement: a combination of email readership levels and click behavior over time.

Measuring employee activity over time helps establish baselines and trends.

What is active listening?

Active listening is essentially giving your full attention to someone when they speak and seeking to understand their perspective without judgment or interruption. The aim is to understand the essential meaning behind what someone is saying, not simply their literal words. The intentional practice of active listening involves good eye contact, non-verbal cues, asking open-ended questions, paraphrasing back to them and listening to comprehend rather than respond.

Such listening may sound intuitive, but in practice, it’s challenging to perform and difficult to master.

What does active listening involve?

One approach under the umbrella of ‘active listening’ is for managers to practice reflective listening, where one seeks to understand an individual’s ideas and emotions and reflect those thoughts back to them. Reflective listening may look like this: “It sounds like you’re overwhelmed by this project and the upcoming deadlines. Tell me more about [X].” Or “It seems like you’re disappointed about [Y]. Why is that?” These statements acknowledge the employee’s emotions, and the open-ended question prompts them to share more. By paraphrasing back to the speaker what you heard, the listener communicates they are genuinely interested in understanding what was shared instead of simply reacting to it. Follow-up questions can then help the speaker clarify their message to ensure it is understood and interpreted correctly.

Using active listening to inform employee data collection

The monitoring of who is doing what, measuring what is getting done, and monitoring the quality of the work is a critical part of organizational management, and it should be utilized and presented in a way that improves employee experience without feeling intrusive or oppressive. In addition to production, leadership must understand what employees say and, more importantly, what they feel.

An active listening strategy can work both ways to enable discussions of how and why your organization collects and uses data. Conversations between leadership, internal comms and employees will inform the application of this strategy moving forward and seek to answer questions like the following:

• What data do we want to collect? And why? What will we do with the data?
• How and when can we anonymize employee data and still be useful?
• Will we allow employees to opt into (or out of) certain data collection?
• How will we share data with employees?
• How will we use employee feedback to make changes?

According to Gartner, “Employee digital footprints generate a lot of data from which you can infer employees’ productivity, satisfaction with their experience and well-being. But you will only ever see a part of the picture.” To understand the employee experience more fully, it’s essential to pair human-centered data collection methods with personal active listening, where you’ll learn not only what employees say but how they feel.

The post How internal communications teams actively listen to employees appeared first on PR Daily.

The Top Women in Communications Awards highlights a tremendous group of communications leaders who consistently influence and inspire everyone around them. Honorees include community givers, crisis navigators, DE&I champions, mentors, trailblazers, visionaries, rising stars and many more.

And not to be left out, we’re welcoming a new class of Hall of Fame inductees. This year includes Susan Donlan, chief communications officer at KeyCorp, Kathy Krenger, chief communications officer at Kraft Heinz, and Marian Salzman, senior vice president of global communications at Philip Morris International.

Donlan shared what she wishes she’d known earlier in her career: “You know, at the beginning of my career, I was always in a big hurry. Always looking at what came next. And now I really try to slow down and enjoy just being in the moment and taking my time.”

In anticipation of this year’s celebration, happening Feb. 29 in New York City, we offered honorees a chance to share either their best piece of advice for rising comms professionals or something they wished they’d known earlier in their career. Below are just a handful of what this year’s class had to say.

Jennifer Hines, chief communications officer at Tyler Independent School District, is an award-winning news anchor with 20 years of media experience across Texas. She joined the academic communications industry in 2019, right before schools across the country were plunged into uncertainty from the COVID-19 pandemic. Hines oversaw the district’s two flagship high schools changing their names; crafting Return to Learn guidelines during the pandemic with messaging for parents, staff, the community and media; boosting recruitment efforts as the country grappled with teacher shortages; and launching a bus driver hiring campaign that received national and local coverage.

Yolanda Schufford, chief communications & public affairs officer at Beyond Finance, protects consumers by educating the public and influencing policymakers about debt issues. She was instrumental in helping stave off potentially restrictive legislation for North Carolina consumers in debt resolution programs and helped transform potentially harmful policies in California. In New York and New Jersey, Schufford was part of a team that introduced a model bill designed to initiate positive industry legislation.

Jill Zuckman, one of five partners at SKDK, has found herself in pivotal moments that have made global news. One of Zuckman’s standout achievements is her leadership in the media campaign to free Alan Gross, an American unjustly imprisoned in Cuba for over five years. Her efforts kept the media engaged, building public pressure that led to a historic announcement by President Obama, thawing relations between the U.S. and Cuba, which resulted in Gross’ freedom.

Dawn Buzynski, assistant vice president of communications at Hy-Vee, Inc., handles traditional communication duties, including overseeing Hy-Vee’s PR team, serving as its spokesperson, burnishing the company’s brand image, and devising its corporate messaging, but she also oversees the chain’s considerable CSR activities. Buzynski spearheaded Hy-Vee’s Homefront effort, which supports military members and their families and raised more than $475,000 to support veterans in 2022.

Rhiannon D’Angelo-Parsons, director of external communications & media engagement at Reynolds American Inc., is experienced as a media spokesperson and brand champion, directing marketing efforts and leading crisis communications and social media efforts. In her three years at Reynolds, D’Angelo-Parsons has demonstrated her original thinking and strategic prowess in navigating the complexities of the regulated and negatively perceived industry. Notably, she has communicated the company’s diversity and inclusion ambitions, achieving recognition for workplace inclusion while highlighting achievements across various platforms.

Nina Devlin, senior vice president and chief communications officer at Vertex Pharmaceuticals, guides medicines through development, trials and approvals in multiple global markets. Her mantra, “always stay hands-on,” means she’s intimately involved in building relationships with healthcare media and regulators. As a leader in a global company, she must maintain a vast network and knowledge base but also think strategically while operating in international markets.

Also, don’t forget to check out the profiles of all the Top Women in Communications, available after the event.

Do you know someone who should be honored as a Top Women in Communications? The call for entries for the 2025 class of Top Women in Communications Awards will be open soon. The deadline to enter is October 18, 2024.

The post Career advice gems from the Top Women in Communications appeared first on PR Daily.

Ragan is pleased to announce the 2024 Top Places to Work in Communications. This year’s class of inductees put employees first by ensuring their staff’s active involvement and motivation, advocating for increased diversity and equity in the workplace, presenting impactful narratives and creating a positive and supportive work environment.

Here’s a glimpse of what this year’s group has done to rise to the top:

• Marathon Strategies set out to find out what a great workplace meant to employees at this small PR firm. Partnering with a consultancy, the company implemented key tactical initiatives: reinvestment in employee career development and skill training, embracing employee flexibility and time off, and providing financial and mental health resources.
• The Kroger Co.’s Corporate Affairs team activated the organization’s Zero Hunger | Zero Waste (ZHZW) impact plan to create communities free of hunger and waste by expanding its seamless ecosystem, optimizing store-level execution of ZHZW programs, enabling technology to recover and redistribute more surplus food, and aligning charitable giving to feed more people.
• In 2023, Cincinnati Children’s was named the No.1 pediatric health system. It believes in an integrated approach to its work, removing words like “internal” and “external” from the vernacular. Instead, the organization focuses on “Culture Communications,” reinforcing its effort to use proactive, intentional messages and images to educate, inspire and unite the organization, while its Culture Committee regularly plans social, educational and service activities and produces a regular e-newsletter.

Congratulations to this year’s full class of honorees:

• 5WPR
• Aadi Bioscience
• Aspectus Group
• Bell
• Boden PR
• Cincinnati Children’s
• Corporate Ink
• Coyne PR
• Hager Sharp
• Henry Schein, Inc.
• Horizon Therapeutics
• Hotwire
• HUNTER
• Identity
• iQ 360 Inc.
• Kaplow Communications
• KCSA Strategic Communication
• Marathon Strategies
• McCownGordon Construction
• Merz Aesthetics
• Meteorite
• Mower
• Next PR
• Pace Public Relations
• Peppercomm, a Ruder Finn company
• PwC
• Red Hat
• Sachs Media
• Sage Communications
• Schmidt Public Affairs LLC
• Seattle Children’s Hospital
• Sharp Think
• SourceCode Communications
• The Kroger Co.
• The Levinson Group
• Vault Communications
• Vested
• Zeta Global

All honorees will be recognized during a special luncheon at Chicago’s Fairmont Hotel on April 18, immediately following the conclusion of Ragan’s Employee Communications & Culture Conference.

During this event, we’ll also celebrate this year’s Ragan’s Employee Communications Awards finalists — and announce category winners. These awards shine a spotlight on the organizations, communicators, teams, tools and campaigns that unified, engaged and inspired employees during a time of uncertainty. Employee Communications Awards finalists will be announced soon, and profiles for all honorees and winners for both programs will be available online after the event.

The post Ragan’s Top Places to Work in Communications winners announced: See the list appeared first on PR Daily.

Last year, Ragan and PR Daily launched the Top Women in Marketing Awards to honor and acknowledge the many accomplishments of trailblazing women marketers who continue to elevate the industry with their many successes. The support and encouragement in the room last October, as we celebrated these women, proved just why events like this are so powerful.

Sue Dietrich, marketing director at Stanley Brand and one of the marketing honorees, gave some advice to her younger self during the event:

“Say yes to opportunities that come to you. Say yes to life. Say yes to people, invite them into your world. And at the same time, don’t burn bridges. You never know, in this industry in particular, when those people are going to come back around.”

[RELATED: Do you know a Top Woman in Marketing? Are you one yourself? Nominate by March 15]

To continue honoring these accomplished women, we’ve rounded up a group of the most inspiring acceptance speeches from the awards. As honorees accepted their awards, they answered one of these questions:

• What is the title of your autobiography?
• What is the happiest moment in your life?
• What is one thing you wish you could tell your younger self?

Take a look at these uplifting moments from the inaugural class of Top Women in Marketing and don’t forget to check out the profiles of all the Top Women honorees.

Do you know someone who should be honored as a Top Women in Marketing? The call for entries for the 2024 Top Women in Marketing Awards is open now. Deadline is March 15, 2024 to entry.

Vanessa Mbonu, vice president of Digital Marketing and Communications for the NAACP, is thankful for all the countless opportunities to succeed, fail and learn.

Beril Gutierrez, director of Social Media & Content at Discover The Palm Beaches, discusses the obstacles she has gotten through and what advice she’d give her younger self.

April Augustine, director of Marketing at “Gaming Laboratories International, reminds her younger self that she deserves to be in every room she’s invited to.

Aliah Davis-McHenry, executive Director of Global Corporate Marketing and Creative at Bristol Myers Squibb, explains the personal meaning behind her awards dress and why it propels her forward as a marketer.

Sue Dietrich, marketing director at Stanley Brand, tells her younger self to say “Yes.” (And no, she can’t get you that sold-out Stanley Cup.)

Sharifah Niles-Lane, SVP and head of Enterprise Social Media and Content Strategy at Citizens, titles her autobiography and shares its connection to her family.

Are you a communications or HR professional? You may also want to check out Ragan’s Top Women in Communications Awards and Top Women in HR Awards.

The post Empowering wisdom: Highlights from inaugural Top Women in Marketing Awards appeared first on PR Daily.

Employers understand that employee engagement does not mean employee happiness, so in 2024 they are all about perfecting the employee experience to retain talent and strengthen teams.

Enhancing engagement with innovative tools and integrations 

With the ongoing popularity of remote and hybrid work, traditional methods of internal communication are being challenged (and before you ask — yes, email is still alive and kicking). In response, organizations are harnessing the power of innovative tools and integrations to foster increased engagement. These tools incentivize employees to participate in activities that produce valuable data to track engagement. Through gamification and interactive features, employees are more likely to participate and feel a sense of belonging within the organization.

Automation has become a pivotal force, transforming various aspects of business across industries. For internal communications, automation presents an array of opportunities to streamline processes, enhance efficiency and deliver more personalized communication experiences. Management plays a crucial role in promoting the initiative of leveraging automation in internal communications by providing resources, setting clear goals and encouraging a cross-functional and collaborative work culture. By using automation, companies can revolutionize how they engage and connect with their employees via the following methods:

Multi-channel distribution: Automation enables internal communicators to effortlessly distribute messages across multiple channels, including email, messaging apps, intranets and social media. By automating the distribution process, companies ensure consistent and timely delivery of information to employees, regardless of their preferred communication channels.

Content delivery: By utilizing scheduling and workflow automation tools, organizations can plan and deploy communications in advance, improving content consistency and increasing employee engagement.

Measuring analytics: Automation allows for streamlined measurement and analysis of internal communication efforts. By automating data collection, organizations can gain valuable insights into employee engagement, content performance and message effectiveness. These analytics facilitate data-driven decision-making, allowing communication teams to refine strategies and improve future campaigns.

Personalized communication: By integrating automation tools with employee data, such as job roles, locations and interests, companies can deliver tailored messages that resonate with specific audiences within their workforce. Personalized communication enhances engagement and fosters a sense of belonging among employees.

Farewell annual surveys: The power of frequent surveys and polls 

Annual surveys have long been a staple in gauging employee satisfaction and engagement. However, organizations are realizing that employees perceive annual surveys as lengthy, time-consuming and irrelevant to their current needs. To improve outcomes, many companies are opting for smaller, more frequent surveys that allow for a variety of question types and customization options, letting teams gather honest feedback. Frequent surveys enable organizations to act quickly on the insights obtained. Instead of waiting for an annual survey cycle, organizations can implement changes, address concerns and make improvements in a timely manner. This agility in response contributes to a more dynamic and responsive approach. It ensures that the internal communications team can make more informed decisions based on the most up-to-date data that reflects the employee voice.

Frequent surveys allow hard-to-reach employees, who might be missed in annual surveys, to have a voice in the feedback process. By having access to more regular feedback, organizations can measure the effectiveness of their internal communication efforts and make adjustments to improve engagement and satisfaction.

Asynchronous video conferencing and AI: Transforming the employee experience 

To further enhance the employee experience, internal communications teams are incorporating AI tools and asynchronous video conferencing technologies to give employees back some of their most valuable resource: time.

Asynchronous video conferencing for flexibility: Internal communications teams can leverage asynchronous video conferencing tools to host virtual town halls, training sessions or informative updates that employees can access and engage with at any time, enabling them to participate and provide feedback on their own schedules.

AI-powered tools and content for engagement: Tools like AI-powered chatbots and natural language processing assist companies in automating routine tasks and facilitating self-help for employees. Chatbots that can answer common employee questions or provide guidance on items such as company policies and procedures not only provide employees with quick access to information they need but also save time for the internal communications team. Intelligent knowledge management systems are being used to enhance and customize training programs by leveraging virtual and augmented reality, making learning more interactive and engaging. AI algorithms can analyze employees’ learning styles, strengths and weaknesses to create more customized training programs that help employees learn faster and retain information better.

By incorporating AI tools and asynchronous video conferencing into the mix, internal communications teams can create a more personalized and flexible employee experience. This approach acknowledges employees’ wellbeing while providing efficient communication channels and support mechanisms that cater to their unique needs, improving their sense of belonging.

Prioritizing the employee experience: The “Working Well” approach 

Many organizations have pushed “Happy at Work” campaigns to engage employees. Happiness is a difficult metric to capture. The True North metric should be employees working well while being well.

The physical, mental and emotional health of employees directly impacts their productivity and overall satisfaction with their work. Active listening, often dismissed as a mere buzzword, is now considered a valuable skill that internal communications teams should embrace. By actively listening to employees’ concerns, needs and suggestions, organizations can create a culture that fosters a positive employee experience.

Incorporating access to mental health apps, virtual wellness programs and Employee Assistance Programs into benefit packages can also help employees with stress management and mental dexterity. It is important that employees understand they have access to these resources to assist with their wellbeing.

Conclusion

The culture and productivity of an organization are shaped by employee experiences that begin with effective communication. In 2024, prioritizing the employee experience requires implementing communication strategies that streamline routes while collecting engagement data.

Leveraging AI-enhanced tools such as employee surveys, intranet analytics, social media listening tools and wellness and productivity apps can effectively measure and improve employee engagement, ultimately creating a work environment that fosters satisfaction, productivity and success.

By focusing on communication and providing support, organizations can create a positive employee experience that aligns with the ever-evolving work landscape.

The post Top trends in employee engagement for internal communications appeared first on PR Daily.

“No one wants to work nowadays” is a myth. Data shows that there’s much more to the story.

When it comes to understanding employee engagement and satisfaction, Voice of Employee (VoE) data takes center stage. Capturing the thoughts, emotions and experiences of your workforce can uncover insights that shed light on factors that influence their commitment to productivity.

The truth lies in the alignment between company culture and employee expectations. Workloads, retention rates, productivity, innovation and HR efficiency are all crucial elements of a healthy company culture.

When these factors are carefully nurtured, employees are more likely to feel valued, motivated and engaged. Tracking your employee data can help back this up.

Data.

It’s the fuel driving modern organizations. Without data, decisions falter, strategies crumble and, worst of all, growth stalls.

Now, with the increasing trend of remote work, the data landscape has expanded to include the digital footprints of remote employees. These digital traces, spread across various online tools and platforms, offer an additional layer of insights, capturing the nuances of a decentralized workforce in real-time.

Yet, in this rush for numbers and analytics, many organizations miss a vital piece: the valuable insights and feedback from the organization’s very backbone — its employees.

This isn’t just about adding another column to your spreadsheet. It’s about harnessing genuine insights that can shape a company’s future. Enter the VoE.

Why VoE matters

VoE isn’t just another feedback tool; it’s a direct line to the core of your organization. Employees, being on the front lines, interact with products, customers and internal processes daily. Their insights offer more than data; they provide a deeper understanding of the organizational climate.

In this article, we’ll explore various data collection approaches that focus on VoE.

Surveys

Let’s talk about the most common form of data collection: surveys.

They’ve stood the test of time, and there’s a good reason for that. Surveys bring clarity. They transform the myriad of voices in an organization into clear, actionable data.

Think of it as a bridge. On one side, you have the intricate, sometimes chaotic realm of individual experiences, thoughts and feelings. On the other, you have a structured world of numbers, charts and reports.

Surveys span this gap, providing a pathway for the raw essence of the employee experience to be translated into tangible insights. While surveys effectively communicate organizational values and gather feedback, they come with their set of challenges.

Gartner highlights the same by saying, “Organizations are limited to questions that can be asked in the time that employees will spend responding to the survey, and survey fatigue can cause low response rates.” ⁽¹⁾

To combat this fatigue, it’s pivotal that respondents feel their voices are not just collected, but truly heard. Gartner suggests that one of the best ways to address this fatigue is by “Making sure that respondents know they have been heard, and that they have visibility into the specific actions being put in place.”⁽¹⁾

Additionally, spacing out surveys and allowing adequate time to act on the feedback before the next survey is essential.

Feedback platforms

Platforms like ‘TINYpulse‘ or ‘Officevibe’ allow employees to provide real-time comments, concerns or suggestions. These platforms can be anonymous, which encourages honesty and openness.

Features like gamification, peer recognition and trending feedback topics make these platforms engaging and user-friendly. They can be especially useful for larger organizations where one-on-one meetings are challenging.

Digital listening tools

Digital listening tools are one of the forefront technologies in gauging workplace sentiment, incorporating AI and machine learning to analyze communications and detect potential issues.

This method of data collection offers organizations a real-time window into the thoughts and feelings of their employees, ensuring immediate responsiveness to any arising concerns and fostering a proactive approach to workplace well-being.

Collaboration tool data

With the surge of remote work and distributed teams, collaboration tools like Slack, Microsoft Teams and Zoom have become pivotal in day-to-day operations. While they primarily serve communication purposes, there’s an underlying wealth of VoE data waiting to be tapped into.

Through these platforms, companies not only see the frequency and patterns of communication but can also infer team dynamics, project progress and potential bottlenecks. When paired with sentiment analysis, the content of messages can offer insights into employee morale, satisfaction and potential areas of conflict or concern.

For instance, a spike in late-night messages might indicate looming deadlines or potential project mismanagement.

Application, productivity monitoring and digital EX data

The digital landscape today offers a multifaceted view of an employee’s workday. Beyond traditional productivity metrics, digital EX (Employee Experience) data provides insights into how employees engage with their digital work environment.

In fact, Gartner notes “Employee digital footprints generate a lot of data from which you can infer employees’ productivity, satisfaction with their experience, and wellbeing. But you will only ever see a part of the picture.” ⁽¹⁾

While these digital footprints can paint a vivid picture of an employee’s workflow and provide invaluable insights, it’s essential to approach this data with a holistic lens, understanding that it represents just one facet of the larger picture.

From the applications they access most frequently to the time spent on different tasks, organizations can see which applications boost productivity and which might be causing distractions or inefficiencies using tools like Microsoft’s Workplace Analytics.

Yet, with this wealth of data comes responsibility.

Monitoring should always prioritize employee privacy and should be communicated transparently, ensuring that it’s used to enhance the employee experience rather than micromanage.

After all, the primary goal is to identify areas of improvement, streamline operations and ensure that employees have the best tools at their disposal to perform effectively and efficiently.

Key “Moments That Matter” surveys

In the journey of an employee’s life cycle, certain moments hold more weight than others. These are often referred to as the “Moments That Matter.”

From onboarding to role transition, and even exit interviews, these key instances can provide a goldmine of information on the employee experience.

Surveys focused on these moments give employees the platform to share their feelings and insights about crucial transitions or milestones in their professional journey.

When an employee receives a promotion or undergoes role transition, how did they feel?

Were they equipped with the right tools and training?

Such feedback can be invaluable in refining processes and ensuring smooth transitions for future employees.

Workforce nudgetech data

Nudgetech, or nudging technology, revolves around the concept of nudging individuals towards desirable actions using psychological insights.

In the context of a workplace, this data can reveal how small changes in processes or environments can influence employee behavior.

For example, using software that prompts employees to take short breaks after intensive work periods can aid in reducing burnout. Another application could be nudging managers to acknowledge team members’ accomplishments, fostering a positive work environment.

By collecting and analyzing this data, companies can better understand which nudges are most effective and tailor their strategies accordingly to promote productivity, wellbeing and overall job satisfaction.

In conclusion

Listening to the VoE is more than just collecting feedback; it’s about understanding and acting on it. By combining both new and traditional methods, businesses can get a clearer picture of what their team needs.

But just collecting this feedback isn’t enough. Here’s what businesses should consider doing next:

• Act on Feedback: After gathering insights, make necessary changes. This shows employees that their opinions matter.
• Use the Right Tools: Tools that analyze digital interactions can give insights, especially from remote employees.
• Update Methods: As the company and workforce change, so should the tools and methods used to gather feedback.
• Encourage Sharing: Create a work environment where employees feel comfortable giving feedback at any time.
• Protect Employee Data: When collecting digital data, make sure it’s done in a way that respects privacy.

Taking these steps can help companies improve, grow, and create a better work environment for everyone.

The post Comprehensive approaches to data collection and employee feedback appeared first on PR Daily.

You don’t have to look far to recognize the cultural impact and change women are leading in 2023. Women supporting women-led artists like Taylor Swift and Beyoncé are uplifting entire cities’ economies. The “Barbie” movie has become the highest-grossing film of 2023, as well as the highest-grossing film by a female director of all time, in part fueled by the vast, powerful and relatable marketing campaign that accompanied it.

Women have also faced numerous challenges in the marketing industry this year, especially when striving to rise to the top. Global data provided by LinkedIn shows women account for nearly 42% of the workforce in 2023, yet the share of women in senior leadership positions is at just over 32%, and only 25% in the C-suite. In Ragan’s most recent Salary and Workplace Culture Survey, the average base salary of women is $109,148, which is $9,136 less than their male counterparts. While this is progress over the past, it’s clear that there is still much work to be done to break through barriers and biases that women often encounter.

To support the women who are shattering glass ceilings, leveling playing fields and creating opportunities for those following in their footsteps Ragan has launched the PR Daily Top Women in Marketing Awards. These honorees have impacted the performance, reach and awareness of their organizations and inspired those in their professional circles. They work tirelessly to advance the profession while empowering their teams to do their best work and accelerating growth for their organizations.

Judges selected nearly 100 women in nine categories including Agency Leaders, Social Media Marketers and Data/Analytics Leaders to develop a premier list of women leaders who were honored at an in-person event at New York City’s City Winery on Oct. 26.

Congratulations to all of the honorees of our inaugural Top Women in Marketing awards. Let us all continue to support their great efforts in being leaders and their great efforts in moving the industry forward.

Read about just a few of the impressive professionals who made this year’s list:

Alana Visconti

Marking and Communications Director, Publishing and Distribution Strategy, Nasdaq

Alana Visconti embraces change and fuels innovation in marketing. Although she was recently promoted to her marketing and communications role, Visconti spent two years leading Nasdaq’s social media strategy. In just her first year, she expanded content production by 64%, creating more than 4,300 posts that reached 2 billion users. She positioned Nasdaq as a Web3 trailblazer by holding Nasdaq’s historic bell ceremony in the Metaverse, and by leading the launch of an NFT collection, aligned with the tech conference Silicon Slopes 2022. Today she continues to focus on advancing Nasdaq’s partnerships, strategically exploring emerging trends like AI and leading social content with a purpose, all while seeking opportunities to advance ESG initiatives.

Leadership Advice from Visconti: “Dream big! Seek opportunities that are aligned with you and help to support your dreams. Commit to never stop learning and evolving. Always look for ways to take projects, work streams, or roles to a new level.”

Alejandra Caceres

Director of Social Media, Crumbl Cookies

Under Alejandra Caceres’ leadership, Crumbl Cookies’ social media presence has flourished, boosting brand perception, awareness, partnership excitement and, of course, cookie sales. In just six months, her work led to the brand amassing 3.2 million new followers across 14 social media accounts on nine platforms. Also in that time, she spearheaded more than 15 successful social media campaigns, focusing on alignment with target demographics and team collaboration. Caceras’ approach focuses on tailoring content to specific platforms, ensuring that the brand’s content meets consumers where they are, speaks their language and reflects their preferences for engaging with brand accounts.

Lindsay Morgan

Chief Marketing Officer, Pizza Hut U.S.

In a bid to revitalize Pizza Hut’s image and brand in the U.S., 15-year marketing veteran Lindsay Morgan launched a 360-degree marketing campaign that included messaging aimed at younger audiences, contemporary packaging, new food photography and a push into a new category with the introduction of “Melts,” a folded pizza product intended for a single customer. The new product was accompanied by advertising and social media content focused on empowering the individual: Customers were invited to “go solo” and embrace the “World of Me.” The campaign generated more than two billion media impressions across publications, including the websites for Business Insider, CNN, the New York Post and more, and it helped drive a 5% systemwide sales increase for Q4 of 2022.

Maya Wasserman

Head of Marketing and Director of Marketing Communication, Home Entertainment and Sound, Sony Electronics

With more than 12 years at Sony Electronics, Maya Wasserman is no stranger to launching new products, creative storytelling and digital marketing, but her recent work on the launch of LinkBuds headphones and gaming gear brand INZONE shines for its forward-thinking approach and exploration of new channels. For LinkBuds in particular, she developed a mobile-first campaign that spanned social media and the metaverse and incorporated an augmented reality unboxing experience, as well as partnerships with more than 100 influencers, and rising artist Lucky Daye, who worked with the brand to develop an NFT unlocking prizes and real-life experiences. As a result of her work Sony TIME Magazine’s Best Invention of the Year for LinkBuds and a Washington Post Feature surrounding INZONE.

Leadership Advice from Wasserman: “Lead with authenticity and lean into your strengths. Find your own leadership style that works. Also, allow your team to fail and foster an environment of curiosity. Build a culture of ‘test and try’ and let them know it is okay to take calculated risks, and fail, as long as there are learnings from your failures.”

Vanessa Mbonu

Vice President of Digital Marketing and Communications, NAACP

At just 28 years old, Vanessa Mbonu has emerged as a leader at the NAACP and a model for other women in marketing. Born in Lagos, Nigeria, before emigrating to Maryland, Mbonu is an advocate for equity and seeks to uplift women’s voices in her impactful work. She co-produced “UNPCKD,” a virtual event series created in partnership with The Webby Awards that addresses critical issues facing communities of color in online spaces and aims to create a more inclusive internet. Her team’s digital marketing strategy expanded viewership of the NAACP annual Image Awards by more than 70% year over year and increased individual donor contributions. Her work has also resulted in an increase in email list subscribers of more than 30%.

Leadership advice from Vanessa: “Nobody knows exactly how to win 100% of the time. But the few people who have mastered the art of failing fast and pivoting graciously typically end up being the most successful.”

Abby Nelson

Senior Marketing and Communications Specialist, Ascension

Ascension, a prominent non-profit and Catholic health system operating across 19 states with 2,600 care sites, is fortunate to have Abby Nelson on its team. Since her arrival in 2019, Nelson swiftly ascended to a role of immense responsibility as senior marketing and communications specialist. She masterminds marketing strategies for crucial lines of business, such as heart and vascular, brain and spine, orthopedics, sports medicine, and oncology. Nelson’s contributions include the creation of Ascension’s first-ever integrated oncology campaign. Titled “With a plan, comes hope,” this campaign personalized the cancer care journey and highlighted Ascension’s patient-centered approach. It not only aligned with recovery metrics but by December 2022, the campaign garnered 145 million impressions, resulting in more than 8,000 patient engagements. Furthermore, Nelson’s expertise extends to cardiovascular care, where she’s spearheaded a comprehensive campaign spanning TV, online video, and paid search. Her campaigns consistently target high-risk patients and contribute significantly to Ascension’s $28 billion healthcare brand. Her skillful execution, innovative strategies, and patient-centric focus make Nelson a standout figure in the world of healthcare marketing.

Adrienne Cadena

CEO, Havas Street

Adrienne Cadena’s two-decade tenure has driven Havas Street’s growth and reputation. Appointed CEO in 2023, she leads diverse capabilities from large-scale events to sampling campaigns. In 2022, as president, Cadena excelled in creative development and led activations for brands such as Nike, PepsiCo, JPMorgan Chase and LEGO. Notable projects include Merrell’s “More Less” wellness pop-up and a multi-sensory lounge for Norwegian Cruise Line, reaching 18,000 attendees and generating 25,000 social media impressions. The “Welcoming Spirit” campaign for Jim Beam welcomed 70,000 guests at 51 events. Beyond campaigns, Cadena champions diversity and inclusion and has innovative projects in the pipeline. She’s a force outside the office, launching “Run the World Athletics” to empower girls and contributes to The Center for PR. With her strategic leadership and passion, Cadena continues to shape Havas Street’s success in creating meaningful brand experiences.

Kelly Higgins

CMO, Doremus+Co

Under Kelly Higgins’ leadership, Doremus+Co thrives, successfully attracting companies facing transformative change, gaining 10 new clients in the last year, including Meta, AMD and J&J. She spearheaded a successful agency rebrand with a playful visual identity, a new website, and the tagline “Good Company for Complex Brands” while her strategic ads during Advertising Week in Manhattan reinforced Doremus+Co as “Your B2B BFF.” She values empathy in business and focuses on the right opportunities, reducing team stress by focusing on the best prospects best for the company. Higgins ensured Doremus+Co’s presence in a vital Interbrand partnership, contributing to a sector report highlighting B2B brand growth. She was also instrumental in getting Doremus+Co President and Chief Creative Officer Paul Hirsch picked for the prestigious role of Jury President for the first-ever B2B Creative Lions award category at the Cannes Lions International Festival of Creativity in 2022. She then made sure he was quoted widely on the creativity and momentum B2B brands are showing around the world. With her B2C approach, Doremus+Co has earned industry accolades, cementing Higgins as a top woman in marketing.

Leadership Advice from Higgins: “It’s a real honor to be recognized as a Top Woman in Marketing. This is a tough industry, often made tougher as a woman. But with the right mix of grit, ingenuity and self-confidence, you’d be amazed at what you can accomplish. It’s been a privilege to build my career working with incredibly talented people to help solve big client challenges. And with all the changes on the horizon — in culture, in tech, in my life — I’m excited to continue this journey.”

Rachel Barek

CEO and co-founder, Said Differently

Rachel Barek of Said Differently has taken an innovative approach to her agency model. After departing from a major marketing firm, Barek expanded Said Differently’s freelance network to 3,000 professionals within a year. She introduced a dynamic approach, focusing on shorter, better-matched talent placements, enhancing client satisfaction. Said Differently’s collaboration with Neiman Marcus led to a remarkable mobile app transformation, improving its rating from 2.5 to 4.5 stars in six months. Due to its success, Falfurrias Capital Partners made a significant investment in Said Differently in September 2022, underscoring the agency’s groundbreaking model. As an openly LGBTQ+ CEO, Barek actively mentors emerging leaders and advocates for reshaping the agency landscape to serve talent better and yield superior results. Her trailblazing spirit and industry impact make her a standout figure in marketing.

Leadership Advice from Barek: “For way too long, agency-side talent has been working within a model that was designed by boomer men. This antiquated design dictated their options for work-life balance. Said Differently’s distributed model is all about trusting and empowering our talent to choose their relationship to work. That means working when they want, the way they want, where they want and on the types of projects that give them the greatest professional satisfaction. Our flexible model is great for women, who over-index as working parents and caregivers. It turns out that when you empower talent to be their best, it’s a win-win for both the talent and the client 100% of the time.”

Sue Burkett

Strategic Marketing Leader, Owens Corning

With more than 40 years of experience in the building materials industry, Sue Burkett’s remarkable achievements go beyond qualifications. She’s championed female consumers’ voices in roofing choices, recognizing their unique preferences. Burkett reshaped the roofing industry by introducing vibrant shingle formulations like Merlot and Aged Copper, appealing to women’s design sensibilities. She created the Shingle Color of the Year, with 2023’s Midnight Plum as the market’s sole purple shingle, lauded by homeowners and contractors alike. Under her leadership, Owens Corning Roofing has earned the Women’s Choice Award for six consecutive years, signifying it as America’s Most Recommended roofing products. Burkett’s strategies in a male-dominated industry have revolutionized the roofing conversation, bridging the gap between roofing and design for women. Her dedication and transformative marketing strategies make her a standout in the field.

Check out all the Top Women in Marketing Profiles.

The post Celebrating the women who are revolutionizing marketing today appeared first on PR Daily.

“AI won’t replace humans — but humans with AI will replace humans without AI.”

-Karim Lakhani, Harvard Business School professor specializing in workplace technology and AI for the Harvard Business Review.

As PR professionals, we find ourselves at a unique juncture: Artificial Intelligence offers the opportunity to significantly enhance our abilities when it comes to media relations (the bread and butter of our profession) — but using AI is not without risk.

Before diving into this new technology, here are a few things communicators should consider:

Your creative lifeline: How AI rescues writers from stagnation

For those of us who identify as external processors — individuals who thrive by thinking out loud — AI can be a game-changer. In the fast-paced world of PR, we often find ourselves grappling with time constraints that prevent us from engaging in lengthy brainstorming sessions. When used properly, AI can take on the role of collaborator, seamlessly transforming our scattered ideas and outlines into cohesive and compelling narratives, press releases, or pitches.

In addition, writers who have worked on the same brand for an extended period, sometimes spanning months or even years, may find themselves inadvertently confined by the established brand guidelines. These guidelines can become deeply ingrained in our minds, inhibiting the exploration of new and creative writing approaches. Generative AI can be an invaluable resource in such situations, offering a fresh perspective and encouraging experimentation, helping writers break free from the constraints of familiarity and inject new life into their content.

Indeed, while AI can be an invaluable tool in the creative process, it is essential to emphasize that the role of the PR person remains paramount. AI can assist, streamline, and offer suggestions, but the human element of intuition, creativity, fact-checking, and brand understanding that PR experts bring to the table cannot be replaced.

Keep it secure: Safeguarding sensitive information

Just as companies created social media policies in the early days of Facebook and Twitter, they must now collaborate with their general counsel or chief information security officer to develop comprehensive AI policies. Communicating confidential or sensitive information is one of a PR person’s most significant responsibilities. Announcing a life-changing medical breakthrough, introducing a new executive, unveiling an industry-changing product, or revealing daring new creative — you absolutely don’t want these sorts of announcements to leak before the embargo breaks. Yet many companies have found themselves in hot water by improperly using public AI.

A solid understanding of AI, coupled with a well-thought-out AI policy, can help establish important guardrails to prevent confidential information from finding its way into open-use AI tools where users have little control over their data.

Ai’s impact on newsrooms and PR: Challenges and opportunities

Much like PR agencies and in-house communications teams, newsrooms are also grappling with the implications of generative AI. Are they allowed to use it? Should we disclose if AI has helped in the writing of an article? Some of these questions are still to be answered. The Associated Press has put out its own guidelines, and as a leader in the industry, it’s expected many publications will follow suit.

As far as their interactions with PR people, New Yorker writer John Seabrook shared, “My fear as a consumer of public relations is, I’m getting 200 PR pitches a day and with AI that I’ll get 2,000 pitches a day. That’s a nightmare scenario that I want to avoid.”

Additionally, journalists have reported that they’ve received pitches containing praise for books they didn’t author or articles they didn’t write — all AI hallucinations.

While AI promises to enhance efficiency, caution is necessary for PR professionals, particularly in their engagements with journalists. The key lies in continuing to thoughtfully vet media lists and personalize pitches — much like we did in the good old days before AI. Information generated by AI should always undergo rigorous verification, ensuring the preservation of trust and authenticity in the rapidly evolving world of media and communications.

***

So, as we confront the challenges and opportunities AI presents, what is there to do next? PR professionals navigating the uncharted waters of generative AI in their media relations strategies should turn to three key principles to guide their approach: curiosity, protection and precision.

• Be Curious: New AI tools specifically created for PR professionals are popping up every day. Now is the time to embrace the potential of AI to revitalize content and enhance creativity.
• Be Protective: Establish an AI policy that allows experimentation without jeopardizing proprietary data or information.
• Be Precise: Don’t get carried away with the efficiencies AI affords. PR people must hold tight to their standards to maintain their relationships with the media and remain effective communicators.

Hannah Freedman is director of media and communications at Notified. 

The post The future of media relations: Navigating AI’s impact on PR appeared first on PR Daily.

There are many accomplished women in the field of marketing. They demonstrate strong leadership skills and innovation, playing key roles in shaping marketing strategies and campaigns that achieved significant success. As more women shatter glass ceilings to reach executive positions, their careers have inspired others to follow in their footsteps. For all of their accomplishments and contributions, they should be celebrated.

Join PR Daily and your peers on Thursday, Oct. 26 as the red carpet is rolled out for the Top Women in Marketing Awards luncheon at the City Winery in New York City to celebrate the inaugural class of female marketing leaders.

“This event recognizes all of the hard work that marketers are doing for their organizations and clients to get their message and brand out there,” said Brendan Gannon, senior marketing manager of Ragan and PR Daily’s awards programs. “These awards are a well-deserved opportunity to network, learn and celebrate the great work of these honorees.”

Some of the notable individuals recognized this year include:

Abbie Griffith, U.S. head of operations, health at Edelman — Griffith’s tenure at Edelman started in 2005, when she moved to New York City with two suitcases and big dreams. Today Griffith is managing director and the head of U.S. operations for Edelman’s Health, pioneering Black female leadership for the sector and helping people across the agency fulfill their own dreams.

Angelina Franco, director of brand communications U.S. and global moments at Mars Wrigley — Franco’s strategic prowess and adept navigation of the evolving communications landscape have firmly established Mars Wrigley’s brands as culturally significant and socially impactful. One of Angelina’s notable achievements was her role in transforming Skittles’ Pride campaign. Skittles, known for its commitment to the LGBTQIA+ community, turned its packs grayscale as a symbol of solidarity with the community’s rainbow emblem.

Stefanie Zambelli, director of marketing at Applebee’s Grill + Bar — Zambelli wears many hats. Her day-to-day work includes leading marketing efforts for brand campaigns, defining strategy for the brand marketing calendar, working across Applebee’s cross-functional teams, partnering with field marketing teams and more. Zambelli’s notable campaigns in 2022 included the “Top Gun: Maverick” program, in partnership with Paramount Studios and Fandango, that allowed guests to redeem free movie tickets when dining at Applebee’s.

Sharifah Niles-Lane, SVP, head of enterprise social media and content strategy at Citizens — A trailblazer, Niles-Lane foresight has been instrumental in shaping Citizens’ digital strategies. Her advocacy of emerging channels like TikTok, her orchestration of social media activations for immersive experiences, and her leadership in venturing into the metaverse have propelled Citizens into uncharted territories, demonstrating her capacity to anticipate and capitalize on trends.

Come celebrate these women and more. Register now!

We hope to see you there. And make sure to check out our other award programs regularly and bookmark PRDaily.com/awards.

The post Celebrate ladies who redefine success at the Top Women in Marketing awards event appeared first on PR Daily.

In the ever-evolving world of communications, individuals who adapt and push boundaries are uniquely positioned to cut through the noise and make a difference. Deborah Hyman, senior vice president, head of employee communications and employer brand at Wells Fargo, is a seasoned communications professional passionate about simplifying complex topics — and one such trailblazer. With a background that spans reporting, public relations and internal communications, Hyman has embarked on a journey marked by innovation, advocacy and a relentless commitment to diversifying and advancing the field of communications.

Deborah’s career began in journalism, where she honed her love for writing and making complex subjects accessible. During her tenure at a nuclear physics research laboratory, she transitioned into internal communications, pioneering a newsletter to bridge gaps in communication. This early venture laid the foundation for her future in employee experience.

“They needed a newsletter way back then before employee comms was a thing,” Hyman said. “It all started there. I just love influencing the masses. Such a positive thing. Something that makes their lives better and their work experience better. That’s been the journey.”

One of her achievements at this organization was bringing innovative communication techniques to her workplace, including new tools, software and technology. She soon developed a knack for improving existing systems and thinking outside the corporate box, an attribute that continues to define her career.

“I was bringing in new innovations to the lab when it came to communications very early on, and that’s been really the track for my career,” added Hyman. “How do you come in and make things better? How do you work outside of the box that you get put into in corporate America and kind of do things in a fun and interesting way?”

At this year’s Ragan’s CSR & Diversity awards in September, Hyman was the recipient of the 2023 Ragan’s Outstanding Service to the Industry (OSI) Award. Her focus is not just on what she does but on how she supports, uplifts and advances the industry and its professionals. Her involvement in organizations such as Chief, Page Up, Diversity Action Alliance and the National Black Public Relations Society (NBPRS) exemplifies her commitment to this cause.

Shelley Spector, founder and director of the Museum of Public Relations, founder and president of Spector & Associates and last year’s OSI recipient, presented the award this year.

“This is an award for those individuals who go above and beyond their official work duties to achieve more equity and fairness in our industry,” said Spector while presenting the award. “Who take it upon themselves to make change happen, to do it on their own time, maybe even, on their own dime. They break molds, go against the rules, find new ways of achieving that which must be achieved. One such person is Deborah Hyman, the quintessential builder of communities inside and outside the workplace — communities that help individuals grow and flourish, whatever stage of their career in which they happen to be.”

Service to the industry and beyond

One organization Hyman has committed her time to is Chief, which is dedicated to uplifting executive women across various industries. It resonates with Hyman’s mission to promote diversity and inclusivity; through it, she actively engages in forums and networking opportunities to advance women in leadership roles.

Another is Page Up, a branch of the Arthur Page Society, which serves as Hyman’s platform for contributing to the future of public relations and communications. Serving as a member for over a year, she volunteers on the conference planning committee to foster industry diversity and explore topics like employee and internal communications.

However, Hyman’s commitment to impact extends well beyond her professional life. She also serves on the board of directors for Cloud Cares, a nonprofit dedicated to improving the lives of underserved youth in New Jersey. Her fundraising efforts ensure that these young individuals receive the support they need, whether it’s through gifts at Christmas or essential educational resources throughout the year.

Hyman’s involvement with the NBPRS, which recently partnered with the Diversity Action Alliance, demonstrates her unwavering commitment to advancing diversity within the industry. Through the organization, she contributes to actionable plans to diversify the field and holds industry stakeholders accountable for their role in promoting inclusivity.

“We recently held a summit to diversify the industry,” explained Hyman. “To develop an action plan that would be hard-hitting, actionable and work toward the diversifying industry, holding industry partners accountable for diversity and advancing minorities in their companies.”

As a past president of the organization, Hyman is passionate about fostering leadership among Black professionals in the communications field. She aims to transform the NBPRS into an advocacy powerhouse, dedicated to advancing the careers of black individuals in public relations.

Throughout her career, Hyman has often faced situations where she the only person of color in leadership roles, an experience that Hyman believes underscores the importance of mentorship tailored to the unique challenges faced by minorities. Her support of initiatives such as internships, boot camps and mentorship programs for Black students are her way of helping diversify the industry and create opportunities for professionals of color.

“To be in a leadership role and not having mentors or people above me to look up to — that has probably been the biggest challenge,” said Hyman. “Because you can’t be it if you can’t see it. What I’ve had to look at were not people of color I’ve followed and been mentored by. That’s fine, but I do think people of color need to be mentored differently. Because there are different challenges that we face as we’re going through our career journey.”

Looking to the future of communications, Hyman sees endless possibilities. She highlights the significance of being an exceptional writer and the ability to think outside the box. In a rapidly changing landscape, these core skills remain crucial. She emphasizes that communication professionals must be versatile and adaptable to continue driving change effectively.

“Our being communicators, it’s important that we have diverse voices at the table and that we have diverse perspectives weighing in on content visuals, approaches and strategy,” added Hyman. “There must be a diverse mix. It’s important for our future, and its importance is the success of these corporations and firms.”

Hyman’s journey in the world of communication is marked by innovation, dedication, and a commitment to diversity and inclusivity. Her tireless efforts, professionally and in the nonprofit sector, exemplify her passion for uplifting others and advancing the industry. As communication evolves, her advocacy and innovative thinking serve as a guiding light for the profession’s future.

MORE FACTS

Favorite quote: “Seek first to understand than to be understood.” – Stephen Covey

Best early advice received: Dress for the position that you want, not the position you’re in.

Favorite professional development book: 7 Habits of Highly Effective People

Best skill to have: “The ability to be a great writer. That’s the basic skill I was told I needed 30 years ago and it still remains. That’s a core skill that will take you places.”

The post Deborah Hyman: Championing change in communication appeared first on PR Daily.

Why do so many organizations struggle to create and maintain an effective internal communications strategy?

In some cases, it’s simply a lack of priority. Leadership may not see the critical role that strategic communications can play in aligning teams, increasing productivity, and achieving organizational success.

In other cases, leadership may simply not have the time, resources, or expertise to build an effective communications strategy. So, they resort to vague mission statements or adopt rigid plans that do not adapt to the organization’s ever-evolving needs.

Both situations are unfortunate yet avoidable when organizations:

• Set clear and attainable goals
• Follow the data
• Communicate with intention

Here’s how to do exactly that.

Setting the Foundation

You need a foundation before you can implement an effective communications strategy. To build it, you must:

Establish Ownership and Responsibility

Organizational messaging is most effective when it comes from two or three consistent sources. In short, know who is responsible for sending what to whom.

This approach ensures consistency in communication, builds trust among recipients, and eliminates confusion.

Nail Down Key Performance Indicators (KPIs)

Pinpoint the right KPIs to measure the performance of your messages, going beyond the usual stuff like open rates. Instead, use engagement metrics like:

• Time spent reading
• Employee feedback
• Actions taken in response to the communication

These metrics will give a more nuanced understanding of the effectiveness of your strategy.

Know Your Audience

Consider segmenting your audience into smaller groups, allowing you to send personalized messages that resonate with each group.

Targeting specific divisions, departments, or time zones ensures that the right information reaches the right people — which boosts engagement and understanding.

Select Communication Channel(s)

Before choosing the appropriate channel for your segments, you need to know which channels employees use and prefer.

To find out, conduct surveys. Ask questions about employees’ usage, what channels they find most effective, and if they have any suggestions for improvement. If your organization already has communication tools in place, analyze the usage data to identify which channels are the most widely used.

Create Alignment With Company Initiatives

Ensure your messaging aligns with your company’s overall goals and priorities — and be prepared to adapt if those goals change.

Additionally, be cautious about over-planning. While detailed messaging plans can be helpful, they can also become outdated if the company’s priorities shift unexpectedly. Flexibility ensures your messages stay relevant and aligned with the organization’s evolving needs.

Set Benchmarks

One mistake we see organizations make is only comparing themselves to, well, themselves.

While a five percent increase in your open rate is commendable, it might not give an accurate picture if the industry standard is twice that amount.

To gain a comprehensive understanding of your situation, it’s essential to consider external benchmarks that reflect industry standards and best practices.

If you want to see how you stack up against the competition, download our free 2023 benchmark report. The report offers email intelligence from over three billion internal emails to nearly 14 million employees globally.

Send Messages Earlier in the Week

When is the best time to send messages? Our research shows two things:

• Tuesday messages yield higher read rates
• Friday messages show the lowest read rates

Why? Our suspicion is that on Mondays, people are catching up after the weekend, and they may not be fully in the groove yet. By Tuesday, employees are more likely to be settled and receptive to reading.

Send Messages Earlier in the Day

We also recommend sending messages earlier in the day — preferably before work hours.

By delivering your emails around 6 or 7 a.m., they’ll be sitting in your recipients’ inboxes when they start their day. And if you’re using a tool like PoliteMail, you can schedule this in advance, so you won’t have to wake up at 5 a.m. just to send an email.

But this begs the question: When you send messages early in the day, doesn’t it increase the likelihood of that message being buried in employees’ inboxes amidst the morning influx of emails? That’s a fair point — and why your message must stand out.

Make Your Message Stand Out

To make your message stand out, send them from email addresses that make employees pay attention. Using the CEO’s or an executive’s name as the sender, for example, adds weight to the message and increases the odds of it being read.

Keep Subject Lines Short and Sweet

When it comes to internal communications, short and sweet subject lines are essential. Aim for around five to seven words to grab employees’ attention and encourage them to open the email.

This rule also applies to the body of the message itself. Keep messages between 100-250 words.

Target Your Distributions to Smaller Audiences

Targeting your email distributions to smaller audiences can significantly improve the impact of your messages.

Keep in mind that not all departments have the same interests or duties. Instead of bombarding everyone with a massive, company-wide email, send narrowly targeted messages to specific groups. This ensures that each department receives information that directly applies to them.

Go Heavy on the Images

Next, spice up your emails with eye-catching images! If you’re sending out a newsletter, images can make a big difference.

While simple all-text messages, like a short note from the CEO, can work well, too, you’ll find that newsletters come alive with captivating visuals.

A word to the wise: no cheesy stock photos, clip art, or old photos featuring employees who no longer work for the company!

Ensure Messages Are Mobile-Responsive

Your goal should always be to give users a smooth and user-friendly experience — which means your messages should be optimized for every device.

Consider Reading Level

We once worked with a client who was sending messages at a university reading level. It’s no wonder employees weren’t engaging! Use simple and direct language that’s relatable and watch reading time, engagement, and clicks soar.

Limit Hyperlinks

To boost your click-through rate, keep the number of links in your emails to a minimum. Ideally, try limiting it to just one link.

That may sound challenging, especially if you have a lot of information to share.

One way to achieve this is by sending shorter and more frequent messages, each containing a single story or topic with a corresponding link. This approach not only simplifies your message but also increases the likelihood of recipients clicking on the link.

Set a Routine

Establishing a routine for sending emails is a powerful way to engage your audience. By maintaining a set schedule, you create anticipation among your recipients, who’ll come to expect your messages on specific days.

Give employees consistency, and your messaging will have far more impact.

Micheal DesRochers is a managing partner at PoliteMail Software. 

The post Developing an Effective Communications Strategy: Data-Driven Insights for Success appeared first on PR Daily.

On Monday, hundreds of Gannett journalists walked off the job to demand an end to cost-cutting measures and to focus shareholders on the need for a change in leadership at the biggest newspaper chain in the U.S. Two dozen newsrooms across seven states participated including The Arizona Republic, The Austin American Statesman, The Florida Times-Union, The Asbury Park Press and others. The walkout was expected, and some newsrooms will strike for a second day.

According to CNN:

The journalists want shareholders to take a vote of no-confidence against Mike Reed, Gannett’s chief executive. The NewsGuild-CWA, the union that represents more than 1,000 employees and dozens of bargaining units, has argued Reed has hollowed out newsrooms as a result of “misplaced priorities.”

“Reed doesn’t care one bit about a long-term strategy to invest in the company by investing in journalists,” NewsGuild President Jon Schleuss said in a biting statement. “They need support and resources to make sure our communities have the local news needed to keep our democracy thriving. Instead, Reed’s singular focus has been on stuffing his own pockets. Reed has overstayed his welcome at Gannett and needs to go.”

Gannett merged with GateHouse in 2019 to produce annual cost savings to survive the issues facing the news industry and has since closed dozens of publications. With print revenues declining over the years, and a weakened advertising market, Gannett had sought relief through digital subscriptions, but that hasn’t been enough. While the company still owns more than 200 daily newspapers in 43 states, including USA Today, Gannett may cut more to focus primarily on its 100 largest newspapers.

[FREE GUIDE: Pitching the Media]

In December, Gannett cut hundreds of jobs, targeting 6% of roles in its news division. By March, the company appointed Kristin Roberts as Chief Content Officer to lead Gannett’s digital transformation and content strategy.

“Together, we will experiment with purpose, extend the impact of our journalism, and better serve the readers, viewers and listeners who depend on us for the highest-quality news and information,” Gannett Chief Content Officer Kristin Roberts said in a statement. “We will do it in ways that support the sustainability of local news and create the path to growth.”

Why it matters: The strategy to shutter local newspapers means some communities aren’t aware of what is going on around them and instead receive stories from other Gannett papers that can be more than an hour’s drive away. For example, the Los Angeles Times reported that The Salinas Californian no longer has any local reporters in a city of 163,000 and is doing just that. According to NPR, The State Journal-Review, which serves Springfield, Ill., is led by the editor of a paper in Lakeland, Fla.

“You have communities that go uncovered, and when things go uncovered, it allows people to abuse their positions,” said Kaitlyn Kanzler, a reporter for NorthJersey.com and The Record in Northern New Jersey, in a Chicago Tribune report.

The walkout was timed to coincide with Gannett’s annual shareholder meeting where the company’s board was duly elected despite the union urging a vote of no confidence in Reed’s leadership. By 12:24 p.m. ET Monday, stock shares had already fallen 13.6%, which could make matters worse for any company trying to turn its finances around.

Gannett is also in the middle of contract negotiations with some of the striking newsrooms, where journalists are asking for a base salary of $60,000, up from the 2022 median pay of $51,035 in 2022. Meanwhile, Reed’s total compensation is valued at nearly $3.4 Million.

Top Headlines:

• Large brands continue to sponsor Pride events despite pushback. The estimated $1 trillion LGBTQ+ spending power in the U.S. is too big for companies to ignore.
• Linda Yaccarino, formerly of NBCUniversal, replaces Elon Musk as Twitter boss early. She’s not the only former Peacock to join the new flock.
• AI eliminated nearly 4,000 jobs in May, report says. But some organizations are learning the hard way that AI is not a simple solution.

Jon Minnick is the Special Projects Manager producing conferences, award shows and more. Follow him on LinkedIn. 

The post The Daily Scoop: Gannett journalists stage walkout, demanding leadership change appeared first on PR Daily.

Entering PR Daily’s award programs is just the first step. The second step is celebration.

Join us June 14 from 12–2:30 p.m. EST at the Yale Club in New York City for lunch and an awards ceremony where we will recognize all finalists in PR Daily’s Social Media & Digital Awards plus Top Agencies and Campaigns. That’s like two events in one.

“PR Daily’s Social Media & Digital Awards recognizes the campaigns, content, people and teams that excelled in earning audience attention and turning that engagement into successful results for their organizations or clients,” said Brendan Gannon, senior marketing manager of Ragan and PR Daily’s awards programs. “The Top Agencies Awards honor the top firms and campaigns that over-delivered on their promises to clients and raised the bar on effective communications strategies and tactics.”

At this year’s awards luncheon, you’ll be among the best and brightest in the business including Walgreens Boots Alliance, John Hopkins and AAA, plus agencies like MikeWorldWide, Ruder Finn, Racepoint Global and The Brand Agency. You’ll also be entertained by Augie Bello, who has recorded with multiple artists, including Teddy Swims and Darren Criss and appeared as a guest on “The Drew Barrymore Show.”

“Our awards events are can’t-miss celebrations, recognizing all of the hard work that communicators are doing for their organizations and clients,” said Gannon. “They are a well-deserved opportunity to network, dine and celebrate with colleagues and peers.”

Come celebrate these teams and all their great work. Register now!

We hope to see you there, but there are other awards on the horizon you should be a part of. Make sure to check in on our programs regularly and bookmark PRDaily.com/awards.

The post Get ready to celebrate social media campaigns and Top Agencies appeared first on PR Daily.

National Mental Health Awareness Month in the U.S. has been observed each May since 1949. According to the 2023 State of Mental Health in America Report from Mental Health America, 21% of adults are experiencing a mental illness. That’s over 50 million Americans, including over 12.1 million adults who report serious thoughts about suicide.

What’s even more alarming is that 28% of all adults with mental illness reported they were not able to receive the treatment they needed, with most saying they could not afford treatment. This creates a clear window of opportunity for employers to fold mental health support into their benefits and employee assistance programs.

Last year, the Biden administration focused on promoting better mental health and launched the easier-to-remember “988” as the Nation’s new Suicide and Crisis Lifeline to help anyone having a crisis to reach lifesaving help immediately. In this year’s proclamation on the Mental Health Awareness Month, the President stated:

“As Americans, we have a duty of care to reach out to one another and leave no one behind. But so many of our friends, colleagues, and loved ones are battling mental health challenges, made worse by the isolation and trauma of COVID-19. Two in five adults report anxiety and depression, and two in five teens describe experiencing persistent sadness or hopelessness, exacerbated by social media, bullying, and gun violence. Drug overdose deaths are also near record highs, and suicide is the second leading cause of death among young people. It does not have to be this way.”

A culture where people are encouraged to consider and care for their mental health, and the mental health of those around them, must be modeled by example. Here are some tips and resources for employees and employers to help move the needle toward better mental health.

For employees:

• Practice self-care, such as getting enough sleep, eating well and exercising regularly. Even a 30-minute walk every day can boost mood and improve health.
• Take mindfulness breaks throughout the workday to recharge and reduce stress. These can consist of whatever helps ground yourself and recharge — make a cup of tea, stretch, play with a pet, listen to some music, read a chapter of a book, etc.
• Connect with coworkers and build supportive relationships. Have open conversations around mental wellbeing and share your own experiences, good or bad.
• Seek professional mental health support, such as therapy or counseling. Start by looking at what services might be available through an employer benefits program.
• Learn stress-reducing techniques, such as meditation, yoga, guided imagery or breathing exercises, and create opportunities for your employees to learn them, too. This helps better manage reactions to stressful situations and will allow you to communicate more effectively with others.

For employers:

• Create a supportive and inclusive workplace culture that prioritizes mental health and destigmatizes. Encourage employees to speak up about any mental health concerns.
• Address the prevalence of burnout affecting employees. Developing a strong partnership between comms and HR can help define and quantify burnout.
• Provide employees with mental health resources and support, such as counseling, therapy or wellbeing workshops. These can also include scheduled policies like no meetings on Fridays, mandatory mindfulness breaks and more.
• Offer flexible work arrangements that prioritize a work-life balance. That could include a hybrid work model, flexible hours or offering a monthly mental health wellness day, as examples.
• Train managers to recognize and have those uncomfortable conversations about mental health. Leadership can do a lot to provide high levels of psychological safety on teams and in their departments.
• Develop and implement policies and practices that prioritize mental health and wellbeing. If you’re unsure where to start, consider us May 16 for Ragan’s free webinar “Creating a Stigma-Free Mental Health Environment for Employees” where experts will go through the steps, considerations and a case study for positive mental health assurances in the workplace.

Beyond online and in-person therapy, here are some mental health resources for employees and employers to look at:

• National Alliance on Mental Illness (NAMI): Mental Health Awareness Month toolkit.
• Substance Abuse and Mental Health Services Administration (SAMHSA): Helpline 1-800-662-HELP, or visit FindSupport.gov.
• American Psychological Association (APA): Guidance on mental health excellence in the workplace.
• Mental Health America (MHA): Mental Health Month Toolkit.
• National Institute of Mental Health (NIMH): Caring for your mental health.
• The Trevor Project: Crisis intervention and suicide prevention for LGBTQ+ youth.
• Anxiety and Depression Association of America (ADAA)

In the end, it’s really about employers, and especially leaders within the organization, to model a culture of openness around mental health and remove any negative stigmas. When employees know they can have these conversations with management and peers and be their authentic selves at work, they tend to be more productive and loyal in the end, as well as get the help they might need — which is what Mental Health Awareness Month is really all about.

Jon Minnick is a conference and awards events producer as well as a workplace wellness writer. He encourages everyone to check in on friends, family and colleagues, even just to let them know you’re there for them. 

The post How we can all focus more on wellbeing during Mental Health Awareness Month appeared first on PR Daily.

We’re looking to recognize and celebrate talented communicators like you. Do you have an impressive campaign, project or initiative that captivated and engaged audiences, boosted sales and lifted a brand? Share your success by entering the PR Daily Awards, a prestigious awards program that recognizes the top PR, marketing and social media campaigns worldwide.

The PR Daily Awards shine a spotlight on the increasing influence of communications in all sectors of the marketplace, and we want to celebrate your achievements. Whether you’re a seasoned professional or a rising star, we invite you and your team to share your best work with your peers in categories like industry campaigns, video, podcasts, publications, PR events, social media communications, people and teams, general campaigns and much, much more.

Join the growing list of winners and gain recognition alongside industry leaders like L’Oréal, Keurig Dr Pepper, Target, NBCUniversal, Lincoln Financial Group, Lockheed Martin, Ruder Finn, Conde Nast and March of Dimes. So don’t hesitate to submit your entry to the PR Daily Awards today. The deadline to enter is May 12! Let’s honor your achievements and recognize your contributions to the field of communications.

This is THE program for talented communicators like you.

ENTER NOW!

The post Get the recognition you deserve. Enter your campaign in the PR Daily Awards. appeared first on PR Daily.

T-Mobile freshens up with Mint purchase

T-Mobile announced yesterday that it has entered into a definitive agreement to acquire Ka’ena Corporation and its brands Mint Mobile, Ultra Mobile and wholesaler Plum. T-Mobile will pay approximately $1.35 billion in a combination of 39% cash and 61% stock to acquire the corporation.

In a press release T-Mobile said it is “acquiring the brands’ sales, marketing, digital, and service operations, and plans to use its supplier relationships and distribution scale to help the brands to grow and offer competitive pricing and greater device inventory to more U.S. consumers seeking value offerings. The Un-carrier will also be able to leverage Mint’s industry-leading digital D2C marketing expertise as part of its broader portfolio to reach new customer segments and geographies.”

Mint has become famous for its stakeholder owner and spokesperson, actor Ryan Reynolds, and his tongue-in-cheek ads that promote Mint mobile and its low monthly cost. Reynolds will continue on in his creative role at Mint Mobile.

“Mint Mobile is the best deal in wireless and today’s news only enhances our ability to deliver for our customers,” said Reynolds in the release. “We are so happy T-Mobile beat out an aggressive last-minute bid from my mom Tammy Reynolds as we believe the excellence of their 5G network will provide a better strategic fit than my mom’s slightly-above-average mahjong skills. I am so proud of the entire Mint team and so excited for what’s to come.”

Along with the press release, the entities also released this video announcing the acquisition in a very Reynolds way:

Why it matters: The way that T-Mobile went about making the merger announcement, speaking to consumers and getting ahead of any speculation or rumors about disruptions or price changes is a great example of how to communicate change and avoid widespread panic.

AI can now help you with your LinkedIn Profile

LinkedIn has become the latest platform to look at AI integration, using the same OpenAI models that power ChatGPT. This integration starts with its AI-powered “writing suggestions” and job descriptions while it looks for other ways to use AI on the platform. Writing suggestions will make it easier to fill out “about” and “headline” sections for all, while Premium subscribers will have the ability to generate work experience descriptions.

For employers, LinkedIn is testing AI-written job descriptions to save time for hiring managers. Companies will only need to fill in a job title, company name and a few other details to craft a detailed job description.

Why it matters: While organizations and consumers begin to embrace AI, many feel we are still in a “wait and see” period of how it will transform our lives and work. We can probably all remember when the widespread use of voice and chat bots for customer service options became commonplace and how consumers felt duped at first and learned to scream “operator” and “live person” into the phone before we just learned to live with it. As we wait to see how AI-powered platforms perform, advance and, hopefully, enhance our lives, here’s a list of some of the companies using or readying ChatGPT so you know where to channel your skepticism for now:

Microsoft (Bing)

Google

Duolingo’s new subscription tier Duolingo Max

Slack

Snapchat’s new My AI

Twitter rival Koo

Bain & Company

Quizlet

Instacart

Shopify

TikTok gets closer to a nation-wide ban

Going beyond state governments and federal agencies banning TikTok on government devices, the U.S. Committee on Foreign Investment in the United States (CFIUS), has asked TikTok’s Chinese parent company ByteDance to sell its stake in the platform or face a total U.S. ban. The U.S. still maintains that the app presents a national security risk as American user data could be accessed by the Chinese government due to a law that compels organizations in China to hand over information if requested and that TikTok could be used for influence operations by the Chinese government.

TikTok CEO Shou Zi Chew said in an interview that divesting the company from ByteDance doesn’t offer any more protection than a plan already proposed by the company to partner with Oracle Corp. to store and safeguard American users’ data. While CFIUS has been examining whether U.S. data is properly protected, it is unclear if those officials have given ByteDance a deadline to sell off the platform.

Why it matters: Consumers should always be mindful of what sort of information they’re giving away to organizations. Think about your smartphone and how much of your personal data it holds. Brands too must be careful as their reputation is always on the line in the social media space. As TikTok continues to grow in the U.S. and generously fuels the “influencer” movement that so many brands and consumers have bought into, it might be prudent to have a pivot plan ready if TikTok suddenly goes dark.

Consumer trust continues to slide

Speaking of trust issues, Gallup recently reported that customer trust has been in a sharp downturn for years. Public trust in U.S. institutions has seen a decline across many industries, including big business and banks, and affects all businesses.

Image: Courtesy of Gallup

According to Gallup, a major contributor to the trust deficits is a greater access to information for consumers (i.e. internet and social media), brands have failed to keep up with the shifting attitudes and expectations from Millennials and Gen Z, and employees are no longer empowered to delight customers as human-to-human interactions become less common.

To that last point, Gallup does note:

“Unfortunately, most employees don’t feel empowered to create magic in those moments: Only 23% of U.S. workers believe their organization always delivers on the promises it makes to customers.

“On the other hand, employees who are connected to their workplace’s culture or who are engaged are four times as likely to strongly agree their organization always delivers on the promise it makes to customers. The employee experience directly affects the customer experience — for ill or good.”

Why it matters: This is important because it makes the successful work of communicators at organizations that offer goods and services that much harder to achieve. If customers aren’t engaged and continue to walk away from brands, professionals will go hoarse from trying to shout louder. The Gallup report does offer up a few ways that leaders can address the trust deficit by leading with an authentic higher mission and purpose (younger generations supports brands viewed as socially responsible), make human interactions with customers count, and empower employees to deliver magic to customers to keep brand promises to customers.

Jon Minnick is a Conference and Awards producer for Ragan Communications and PR Daily. Connect with him on LinkedIn. He recommends you check out the TV sitcom “American Auto” about a fictional U.S. auto maker and the many PR and Comms issues they face daily — many of their own making — to remember we can still laugh sometimes.

The post T-Mobile gets minty, Washington gives TikTok an ultimatum and more appeared first on PR Daily.

Before we get into it, the big news out of last night’s Oscars was Michelle Yeoh’s historic win at the Oscars, becoming the first actress of Southeast Asian descent to win the Academy Award for Best Actress. Yeoh won for her role as Evelyn Wang in “Everything Everywhere All at Once,” which picked up a total of seven awards, including Best Picture and a Best Supporting Actor award for Yeoh’s co-star Ke Huy Quan — becoming the second performer of Asian descent to win that award.

Now, here’s what I’ve scooped up for you.

Meta considers its own Twitter-verse

Meta is in the early stages of creating a new decentralized, text-based social network to compete with Twitter. The effort would expand Meta’s offerings beyond Facebook, WhatsApp and Instagram, potentially attracting Twitter users looking for an alternative to Elon Musk’s continually changing platform.

“We’re exploring a standalone decentralized social network for sharing text updates,” the company told CNBC on Friday. “We believe there’s an opportunity for a separate space where creators and public figures can share timely updates about their interests.”

News that Meta has been exploring the new network was first reported Thursday by MoneyControl. The app, codenamed P92, is relying on a protocol called ActivityPub, which powers Twitter rival Mastodon. The plan is to allow users to log in through their existing Instagram credentials, but Meta is also exploring the possibility of integrations with existing social networks like Twitter and Mastodon.

Why it matters: By carving out another, yet arguably less ideologically motivated than others, text-based social platform, Meta could cut into Twitter’s sizeable market share, creating an even more fragmented digital space trying to vie for attention. Communicators, prepare yourself now, for another channel might be about to emerge on the scene.

Birchbox might have lost its bark

The Insider reported over the weekend that customers of the pioneering Birchbox monthly beauty subscription box are frustrated as the company has appeared to have “ghosted” them, indicating they haven’t received a new box in months.

Birchbox, founded by two Harvard Business School grads, once boasted hundreds of thousands of subscribers and nearly a $500 million valuation but was sold in 2021 to FemTec Health for only $45 million.  Layoffs, a shrinking customer base and a rise in subscription-based offerings are among the company’s multiple issues. But a year later, news started leaking that FemTec Health hadn’t paid some vendors and a content creator and may have considered filing bankruptcy in November 2022 as reported by WWD. At that same time of bankruptcy consideration, Birchbox posted a statement on Instagram that reads:

And that’s where the trail goes cold. Birchbox hasn’t posted since and frustrated customers are now flooding comments on that and a similar Facebook post complaining that they haven’t received a box since October of last year.

Why it matters: Look, everyone struggles from time to time, but that struggle doesn’t need to be alone. While a brand takes time to figure itself out, it needs to remember to engage the people who have been loyal over the years and have made it a brand to begin with. It’s been five months since the organization was considering bankruptcy and with no filing yet, it appears that Birchbox is stilling trying to find a path forward. But going radio silent on the people willing to spend money with them probably isn’t the best course of action for success. Giving customers timely updates and what to expect could have gone miles for the brand and helped with longevity.

What’s old is on top again

Who says you can’t teach an old dog new tricks? Well, there’s no new tricks here — it’s more about nostalgia and how people would like things to sound. For the first time since 1987, vinyl record sales have surpassed CD sales according to the Recording Industry Association of America’s (RIAA) annual revenue report.

Records sales have been slowing growing over 16 years, 41 million records were sold in 2022 vs. 33 million CDs. An interesting note too is that digital downloads, once making up 43% of recorded music revenues in 2012 have dropped to just 3%, 10 years later. Overall, it was a positive year for recorded music, growing about 6% from 2021.

Image: Recording Industry Association of America

“Music lovers clearly can’t get enough of the high-quality sound and tangible connection to artists vinyl delivers and labels have squarely met that demand with a steady stream of exclusives, special reissues, and beautifully crafted packages and discs,” said RIAA Chairman and CEO Mitch Glazier in a post on Medium.

Glazier indicated that continued success in the industry is partially due to “celebrating all styles and genres of music, from bold new voices that champion tomorrow’s styles to established artists working to build a lifetime’s body of work.” He went on to say that “those efforts in many ways — including continued high growth in Latin music, reflecting years of label investment, outreach, and commitment to this dynamic segment of the market.”

Why it matters: Creating an industry that opens its arms and embraces a larger swath of people can be a boon and shouldn’t be taken lightly. While this vinyl victory didn’t happen overnight, sometimes you need to be in it for the long haul. Glazier indicated that these results also build on labels’ deep commitment to diversity, equality and inclusion within the industry. He went on to say the numbers show that:

“Meaningful progress in hiring and elevating talented leaders from underrepresented groups — including Black executives where labels have surpassed all other segments of the music business,” Glazier said. “And it reflects an abiding commitment to fairness, justice, and civil rights.”

Jon Minnick is a Conference and Awards producer for Ragan Communications and PR Daily. Connect with him on LinkedIn. No daylight savings were harmed in writing today’s Daily Scoop.

The post Vinyl records are back on top, Birchbox fades into the trees and more appeared first on PR Daily.

Especially in times of crisis, it’s critical that internal, external and executive communications teams collaborate to keep everyone informed and engaged. Walgreens demonstrated the importance of this interaction during the pandemic and helped reset the brand for future success.

Recently, we caught up with Fraser Engerman, senior director of external relations at Walgreens, who led that charge, to ask him a few questions. Engerman will be a speaker at Ragan and PR Daily’s upcoming Strategic Communications Conference at Microsoft headquarters in Redmond, Washington, October 19-20.

[RELATED: Join us Oct. 19-20 at Microsoft HQ in Redmond, WA for our Strategic Communications Conference]

Ragan: What tips can you share with other professionals looking to communicate more effectively?

Fraser Engerman: Practice your elevator speech! I constantly try to boil down what I need to communicate into some key soundbites. We are all bombarded with information, and it is often difficult to get the ear and attention of your stakeholders, no matter who they are. I try to provide the key points upfront and provide more detail as needed. This habit probably stems from my days as a television reporter when I had no more than a minute or two to get to the essence of the story.

What is the most important thing you’ve learned as a strategic comms pro so far?

Don’t sweat the small things. Life is full of small challenges. Try to keep your eye on the bigger picture. That is hard when you are used to putting out fires in the moment. It’s about making smart decisions and executing to the best of your ability.

How does your approach to communication differ from your colleagues in other fields?

Everyone has their own approach. My style has always been to be straightforward with no agenda other than to get the job done. I don’t believe in being the loudest voice in the room. Humor is central to how I navigate each day. The work is serious, but I never take myself too seriously and having a healthy dose of self-deprecating humor is a plus.

How do you stay up to date on the latest in the field? Are there any resources that you find particularly useful?

I try to read as much as I can from the latest industry publications. However, for me, reading the major dailies like the NY Times, Washington Post and the Wall Street Journal allow me to keep up on news that might not affect my work directly now but certainly can have an impact. Networking is another great way to keep up. Hopefully, as we ease out of the pandemic networking will be a priority (at least in person)!

At this year’s Strategic Communications Conference, you’re headlining a session on taking risks, beating adversity and creating a bold culture. Can you give our readers a sneak peek at what they can expect to learn?

I joined Walgreens at the height of the pandemic and had to assume responsibility for helping lead our external communications through one of the most intense and difficult periods in the company’s history.  I learned how to take risks, step outside the comfort zone and keep a team together that was physically apart.

If you’d like to gain new strategic insights and communications strategies for internal and executive comms, public relations, marketing and social media, join us at Ragan and PR Daily’s Strategic Communications Conference, where speakers from Walgreens, Lockheed Martin, Microsoft, Pepsico, Facebook and more will share their ideas and success stories. Register today!

Jon Minnick is a conference producer for Ragan and PR Daily. Follow him on LinkedIn.

The post Advice from Walgreens’ Fraser Engerman: You should practice your elevator speech appeared first on PR Daily.

Let’s face it, all communicators can use help refining our social media strategy. No one has it all figured out, and the tools at our disposal are always evolving.

Most communicators struggle not with the ‘how’, but the ‘what’. What should your organization be sharing on social media? What do you want the world to know about your organization? Your employees can help you answer these questions when you include them in your brand storytelling. Spotlighting employees can showcase your internal culture and values in action through their experiences, while simultaneously enhancing your employer’s brand to attract future talent.

Ragan and PR Daily caught up with Kate Seegraves, communications manager at the silicon component manufacturer Silfex to ask her a few questions about social media communications. Seegraves will be a speaker at Ragan and PR Daily’s upcoming Social Media Conference being held in person at Disney World, Orlando September 21-23.

[RELATED: Join us Sept. 21-23 in Disney World for our Social Media Conference]

Ahead of her session, read on to learn more about Seegrave’s plans and approach to including employees in her storytelling strategy.

Ragan: To start with, why did you get into communications and if you hadn’t what do you think your career would look like?

Kate Seegraves

Kate Seegraves: I started my career as a reporter for a daily newspaper and gradually found my way into a corporate communications role. In many ways, it felt like a natural extension of where I started: storytelling, helping people make sense of complicated information and providing them with context and critical details are important to helping people understand the world we live in, now more than ever.

Ragan: In your experience, why are social media communications an important part of any organization?

KS: Social media is a useful tool for connecting with internal and external audiences. When you focus on your people and values, it reinforces company culture, promotes engagement, and helps employees feel connected to a bigger purpose and meaning.

Ragan: How can organizations break through the noise to start conversations that cultivate community?

KS: Start with your people. They are the heartbeat of your organization, and their stories, thoughts and experiences are the most authentic part of what we do. Tapping into their voices and sharing their stories resonates with others because the underlying themes — like passion, purpose, commitment and pride of work — are universal.

Ragan: What do you think is next for social media communications? What should organizations be doing now to prepare for tomorrow?

KS: I think audiences are working toward becoming more conscientious consumers of social media, and as a result, communicators will have to adapt thoughtfully and transparently. I’m a mother of three, and I challenge my kids to think critically about the content they’re reading and watching; as these younger generations come to expect more from the organizations they follow, we will have to raise the bar and prove we’re worth their time and attention.

Ragan: At this year’s Social Media Conference, you’re headlining a session on spotlighting employees with social storytelling. Can you give our readers a sneak peek on what they can expect to learn?

KS: Including employees in your storytelling strategy is something I feel strongly about because I have seen it work so well at my company and elsewhere. During the session, I will discuss some best practices to showcase internal culture and people in authentic ways that promote engagement, as well as how social media can be used to extend internal communication.

If you’d like to gain new insights and social media communications strategies, join us at Ragan and PR Daily’s Social Media Conference, where speakers from TikTok, Volkswagen, Intel, Facebook and more will share their ideas and success stories. Register today!

The post The Road to Disney: Why employees are essential to your social storytelling strategy appeared first on PR Daily.

Considering about half the world’s population uses social media, it’s no surprise that maintaining a social presence has become central to communications, branding and marketing efforts. But not all companies are tapping into social media or using it the correct way. As algorithms change, consumer tastes and habits shift, and apps are updated — communicators must constantly reset the rules of what works and doesn’t on social for their organization.

Recently, I reached out to Kirk Wilson, consultant, content marketing, social media and sponsorship at Lincoln Financial Group to ask him a few questions about social media communications. Wilson will be a panelist speaking at Ragan and PR Daily’s upcoming Social Media Conference being held in person at Disney World, Orlando September 21-23.

[RELATED: Join us Sept. 21-23 in Disney World for our Social Media Conference]

Read on to learn more about Wilson’s background, the role of social media and his plans at this year’s annual conference to educate fellow communicators in driving their own success.

Ragan: Why did you get into social media communications?

Kirk Wilson

Kirk Wilson: I graduated with a degree in Strategic Communication and Public Relations and had internships across the communications spectrum from PR agencies to radio, and after graduation, I was at an ad agency in Philly where I started taking on projects that were heavily social based. I then landed at Lincoln about a year later and have really enjoyed taking on a few different hats here, but social and content is really the bulk of what I’ve been doing here. I’ve had some other incredible opportunities with other clients in the entertainment industry, where I’ve managed their social channels and really saw the power of social in such a different industry. While I’m still pretty early on in my career, I do think social is going to only get bigger and be something I always want to have my hand in, when it comes to communications and brand.

Ragan/PR Daily: What do you think is the most important part of a social media communicator’s role in an organization?

KW: Social media has completely redefined the role of communications in any organization. The social media communicator’s role is that of a mix of so many other roles from PR/communication to brand reputation, to advertising. I think the most important part of their role is understanding the customer and giving them content they want and need to see — to keep building that relationship.

Ragan: Why should communicators embrace social media to build their brand and an audience?

KW: For starters, it’s free. You create an account and just start building. Even if you don’t have a budget to support paid content, an organization — especially a new one — should be on all the social platforms that your audiences are on. You can learn so much about your potential audience/customer through your social channels as well — which will directly affect your business.

Ragan: What tips or advice can you share so that organizations can make the most of their social media communications?

KW: If you are in an organization that has a media budget, and your audience is on social, then you should put some of your dollars toward paid content on social. At Lincoln, our social team falls under our Corporate Advertising and Brand Strategy — which is why we have the budget to take an “always on” approach to promoting our content directly to the right targets. We are always trying to educate our potential customers on why they should talk to their financial professional and purchase a specific product from Lincoln — and those people aren’t always following us, so paid allows us to get our best content in front of them to inspire them.

Ragan: What do you see as the next thing for social media communications? What should organizations be doing now to stay ahead of the trends?

KW: I think organizations need to stop sleeping on the newer platforms, like TikTok. Everyone was saying just a year or so ago that TikTok was for their teenage kids to make dancing videos on, but now it really is the fastest growing and best way to garner an audience. Organizations need to test the waters there because I think it is only going to get bigger. There is a space for everyone on that platform.

Ragan: At this year’s Ragan and PR Daily’s Social Media Conference, you’re on a panel discussing social media campaigns and success stories. Can you give our readers a sneak peek at what they can expect to hear from you?

KW: I’ll be talking about a campaign we had lots of success with last year that may not be exactly that type of content you’d expect to see from a financial services company. Those in the Philadelphia area may know Lincoln as the naming rights partner of the Philadelphia Eagles’ stadium, Lincoln Financial Field. So, to bring more national awareness to what we do as an organization to the millions of Eagles fans across the country, we created a social campaign. That’s all I’ll say on that now!

If you’d like to gain new insights and social media communications strategies, join us at Ragan and PR Daily’s Social Media Conference, when speakers from TikTok, Volkswagen, Intel, Facebook and more will share their ideas and success stories. Register today!

The post How social media has redefined the communications role appeared first on PR Daily.