The Government today did its usual pre-arranged media leak that public sector employees earning more than 60,000 will face the brunt of the pay cuts. They have yet to make known what structure the cuts will take but probably those earning beteen 60 and 90,000 will pay most.
Kevin Ruck is the founding Director of the PR Academy, a CIPR qualifications centre for communications professionals in the UK. He is editor of ‘Exploring Internal Communication’ first published in 2010.
With employers increasingly permitting the use of personal devices at work, he gives us some interesting predictions for 2013 regarding how employers might reach disconnected employees; see link to his blog here: http://www.exploringinternalcommunication.com/blog/
There are several interesting blogs and links to other blogs on PR and internal communications.
Internal Communication has become ‘a growing specialism inside the broader field of PR, where employees are regarded as a public or stakeholder group’ (Tench & Yeomans, 2009). Effective communication is seen as a vital component in engaging employees.
According to Pilkington, 2004, organisations need to understand what employees are thinking and feeling and ensure that there are mechanisms in place for this relationship to happen. Internal communications is best placed to do this, acting in that ‘boundary spanning’ role between employer and employee. ‘Engaging staff in the ‘bigger picture’ often requires a managed system of communication’ (Tench & Yeomans, 2009).
From research carried out in 2004, the Institute for Employment Studies (IES) in the United Kingdom defines engagement as “a positive attitude held by the employee towards the organisation and its values, which requires a two-way relationship between employer and employee” (Robinson D, Perryman S, Hayday S, 2004) where “organisations must work to engage the employee, who in turn has a choice about the level of engagement to offer the employer”.
Cornelissen, 2008, affirms that employees are crucial stakeholders in the survival of an organisation and highlights the need to communicate with their employees. Yeomans, 2006, observes that: “Very little attention is paid to IC by public relations scholars yet it is viewed as part of an organisation’s strategic communication function.”
As Quirke, 2008 puts it “engagement is the end to which internal communications is the means”.