Post by account_disabled on Mar 5, 2024 19:56:24 GMT -8
Recommend the report "Company communication in the ERE and in a situation of labor crisis (pdf)" prepared jointly by Estudio de Comunicación and CincoDías. Warning: it is not new (it is dated at the beginning of the year), but perhaps that is why it is more necessary than ever to take a good look at it now. Unemployment continues to be the main problem for Spaniards according to the latest barometer from the Center for Sociological Research (CIS). It is consolidated as the main problem foWhat consequences should this situation have on communication? Many. How many do you really have? It seems like few or very few. The report "Company communication in the ERE and in a situation of labor crisis" makes it very clear: –Two out of every three workers in companies that are immersed in the process of collective layoffs do not perceive that internal communication tools have been used adequately. –78% affirm that they have lost professional motivation once the labor crisis is over. –Only 10% of workers feel part of the company when an ERE has been announced.
The news is transmitted through inappropriate channels: only 32% of those interviewed were summoned by their direct boss, the head of their department or the CEO (7%). Workers who stated that they had learned about the labor conflict through official communication received information mostly in a meeting (60%). –Email was used as a means of communication in 16% of cases, ahead of letters by regular mail (3%). –the majority found out from the unions (35%); 15% were informed by a classmate or in the hallways, and 8% found out from the press. –8% of those interviewed did not receive a response from Industry Email List the company to their questions, and 20% received an email or conventional email giving explanations. –0% ono doubt. But perhaps these figures show that things are being done wrong and that they can be done better. Uncertainty should not be so frequent, for this there is corporate communication, which must establish permanent communication channels between management and employees to truly manage a work crisis.
It is not surprising that corporate reputation levels are at minimum levels in Spain and around the world. The rules of the game are no longer valid, as Trendwatching.com pointed out a few months ago, the dominant trends are reputation, responsibility, transparency and ethics. The minimum is not to lie. But the key to survival is to establish, enhance and consolidate the channels of conversation and the accountability of all area directors, with a comprehensive vision of what organizations and people are. That is to say: companies must listen, understand, relate, join and coordinate efforts... And this reputation must be based not only on communication but (especially) on facts. Here, the joint analysis by Estudio de Comunicación and CincoDías also offers some very revealing keys: no less than 67% of those interviewed agreed with expressions such as "They never tell us anything" or "Only from time to time" about how their company reported on matters relevant to their professional performance (attention: a question that takes into account contexts with or without a business crisis.
The news is transmitted through inappropriate channels: only 32% of those interviewed were summoned by their direct boss, the head of their department or the CEO (7%). Workers who stated that they had learned about the labor conflict through official communication received information mostly in a meeting (60%). –Email was used as a means of communication in 16% of cases, ahead of letters by regular mail (3%). –the majority found out from the unions (35%); 15% were informed by a classmate or in the hallways, and 8% found out from the press. –8% of those interviewed did not receive a response from Industry Email List the company to their questions, and 20% received an email or conventional email giving explanations. –0% ono doubt. But perhaps these figures show that things are being done wrong and that they can be done better. Uncertainty should not be so frequent, for this there is corporate communication, which must establish permanent communication channels between management and employees to truly manage a work crisis.
It is not surprising that corporate reputation levels are at minimum levels in Spain and around the world. The rules of the game are no longer valid, as Trendwatching.com pointed out a few months ago, the dominant trends are reputation, responsibility, transparency and ethics. The minimum is not to lie. But the key to survival is to establish, enhance and consolidate the channels of conversation and the accountability of all area directors, with a comprehensive vision of what organizations and people are. That is to say: companies must listen, understand, relate, join and coordinate efforts... And this reputation must be based not only on communication but (especially) on facts. Here, the joint analysis by Estudio de Comunicación and CincoDías also offers some very revealing keys: no less than 67% of those interviewed agreed with expressions such as "They never tell us anything" or "Only from time to time" about how their company reported on matters relevant to their professional performance (attention: a question that takes into account contexts with or without a business crisis.