Social Media Day – Celebrating global communication

In the spirit of #SMDay, celebrating global communication, we want to share the importance of open transparent communication within the workplace.

Today, social media is used to give individuals, teams or businesses the opportunity to present the idealised version of themselves. In most cases what you see online isn’t exactly the truth – it’s a lack of transparency and a lot of miscommunication.

PCS know lack of transparency isn’t something that’s only reserved for social media, in fact many organisations today are doing their people a great disservice – losing money in the process by lacking transparency and communication internally.

“Anything that gives a leader better clarity and insight into what’s really going on within their teams and across their organisations is a good thing”

Staff satisfaction and employee engagement surveys are commonly used to check employee sentiment, feeling and commitment; only getting responses to the questions that are asked and often incorrectly utilised. Survey’s likewise lose traction with people when little or no enhancements are seen within the business!

PCS is different in that our tool will allow you to better understand how your leaders, employees and team feel about their working environment. Our offering encourages your team to be transparent, we can pull quality information from your team and guide you on how best to utilise this. Having the tools to measure your Human Capital will present the opportunity to implement purposeful changes that will improve:

* Training and development spend.

* Management capability.

* Employee health and wellbeing.

* Staff turnover.

* Decision making.

* Benchmarking and comparing functions and teams.

We hope #SMDay has helped us, help you to understand the importance of good communications and how it can truly benefit your business.

Want more information? Let’s

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Zac's Challenges:

Zac’s tech business is growing rapidly. He’s gone from being a developer with a good idea to now overseeing an ever-expanding team. Zac knows that in order for the business to grow successfully, it needs to stay true to its founding values and his staff need to feel valued and engaged. Zac wants to understand if he and his team are on the same page and he needs to do it quickly and cost effectively.

Zac's PCS Solution

Zac decides to use PCS Lite to get a quick temperature check of how his team are performing and what they think about the business. The PCS Lite report quickly surfaces the fact that his team have lost sight of the organisation’s purpose and goals. Zac realises that he needs to improve his on-boarding processes and help orientate the new team members better in the company culture and vision. 6 months later, Zac uses PCS Lite to check his new onboarding process is working; concludes that the growing team are much better aligned to his vision and are generally operating in a more positive working environment.

Annabel's Challenges:

It’s Annabel’s job to help the Partners in the firm manage their clients and ensure they’re consistently adding value. Recently, Annabel has been asked by one of the Partners to find a tool or framework that the consultants can use to benchmark new clients looking for team and leadership improvement programmes. It needs to be cost-effective, established and reputable and able to be branded with the firm’s own logo.

Annabel's PCS Solution

Annabel recommends PCS Pro to the Senior Partners as it provides an objective measurement of team and leadership climate against which the consultants can build performance improvement programmes. PCS has a good track record, academic validation, excellent training and customer service, so she’s confident that it’s the right tool for the firm’s consultants to use.

Sarah's Challenges:

Sarah has to keep across the multiple training and development needs in the organisation and do it within a tight budget. Recently, Sarah’s been asked to design a L&D programme that improves the staff retention rate and helps staff feel more engaged with the changes happening in the organisation, not least the shift to more flexible working.

Sarah's PCS Solution

Sarah uses PCS to measure how different teams across the organisation are performing and look at any patterns which suggest the need for organisation-wide, leader or team training. Sarah notices that all teams and leaders have a low climate score in the Processes segment. Sarah knows that allocating budget in this area will improve performance. She works with the Senior Management Team to review the organisation’s processes as they transition to more flexible working and designs a training programme to support staff in the transition. She’s helped staff to feel supported, acknowledged and engaged which ultimately drives performance. 

Jim's Challenges:

Jim’s client has a team that’s not performing as well other teams in the organisation. The team has a high staff turnover, sickness and the lack of cohesion is impacting the team’s wellbeing and performance. Jim needs to get to the bottom of why this is happening and design effective coaching interventions which can generate tangible results for his client.

Jim's PCS Solution

Jim uses PCS Pro to measure / benchmark how the team and leader are performing across the 6 segments critical to team performance – Goals, Roles, Processes, Adaptability, Connection and Resilience. He can immediately see the disparity in Goals, Processes and Connection between the leader’s perception and those of her team. He uses this information to build a coaching programme designed align team and leader. After 6 months, the team seems to be more settled and productive. Jim remeasures using PCS Pro – the results show the client the effectiveness of his coaching intervention.