Webinar Slides: How Nestlé Waters Launched an Employee Engagement Program to a Non-Wired Workforce
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In this webinar, you will learn from Brad Wentz, Internal Communications Manager at Nestlé Waters, on how he uses a mobile communication solution to connect all employees with the essential company news and information they need to thrive.
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Webinar Slides: How Nestlé Waters Launched an Employee Engagement Program to a Non-Wired Workforce
- 1. How Nestlé Waters Launched an Employee Engagement Program to a Non-Wired Workforce
- 2. 2 OUR SPEAKERS #EngageU Brad Wentz Internal Communications Manager Nestlé Waters Nicole Alvino Co-Founder and Chief Strategy Officer SocialChorus
- 3. 3 HAVE A QUESTION? Use the hashtag #EngageU on Twitter for questions & comments Chat with us on ReadyTalk! OR
- 4. 2016 Survey of more than 300 HR and Communications Professionals #EngageU
- 6. 6 NESTLÉ WATERS • Nestlé Waters North America • 8,500 Canada and US Employees • 93 Locations, including 30 Factories • 60% of employees are non-wired, 40% wired • 15 different brands #EngageU
- 7. What inspired Nestlé Waters to modernize and mobilize communications? 7 #EngageU
- 8. 8 NESTLÉ WATERS • Nestlé Waters employee survey • Questions about company strategy and goals, understanding and connection • 2012 and 2014 survey data showed that Non-Wired employees scored lower on those types of questions • Non-wired employees have less opportunity to stay connected based on survey results #EngageU
- 9. 9 NESTLÉ WATERS • Limited methods to connect with non-wired employees • Employees are spending less time behind a desk and are on the go • Company news and information needs to be in the pocket of employees • Unique business model •Start to finish with all types of employees - field sales, production, etc. #EngageU
- 10. How was Nestlé Waters keeping employees informed? 10 #EngageU
- 11. 11 COMMUNICATION METHODS • Newsletters printed three times a year to all employees • Intranet – “The Nest” • Information directly from leaders • Monthly webcast “Lunch & Learn” series • TV monitors installed in 2015 • Email • Printed posters and flyers #EngageU
- 12. What were you looking for in a solution? 12 #EngageU
- 13. 13 FINDING A SOLUTION • Employee engagement and connecting with all employees was main focus • Employee advocacy a bi-product of employee engagement • Strategy strongly aligned with company vision and goals of internal communication team • Platform is easy to use from admin perspective • Great partnership with SocialChorus staff #EngageU
- 14. Introducing Nestlé Waters NOW 14 #EngageU
- 15. 15 NESTLÉ WATERS INTERNAL LAUNCH • Aligned mission with key business leaders of entire organization • Presented program to leaders and received support from company leaders • Importance on internal stakeholders, different groups of employees •Factories •Ready Refresh (Home & Office Delivery) •Field Sales #EngageU
- 16. 16 INTERNAL PROMOTION • Employee magazine – Summer feature story • Front page of “the Nest” • Digital signage in HQ and location screens • 1 pagers in onboarding packet • Leadership overviews with specific focus on how their group of employees benefit #EngageU
- 18. 18 POSTING CONTENT • 8 channels including Life at Nestlé Waters, Our Brands and One Nestlé •Includes function specific channel for ReadyRefresh (mostly non-wired population) • Admins for certain channels • Editorial Process • All content reviewed for amplification via app that aligns to strategy, performance and culture goals • Currently replicating intranet into platform for non- wired employees • Publish stories for all employees to see #EngageU
- 19. 19 EARLY CONTENT LEARNINGS • News about employees – employees connect at a greater level • Variety of diverse content • Employee want to see what’s most important to them #EngageU
- 20. 20 CONTENT FEATURED ON NESTLÉ WATERS NOW #EngageU
- 21. Measurement and Metrics of Success 21 #EngageU
- 22. 22 PROGRAM GOALS • Use baseline of where we are today with different groups of employees • Set KPIs to business outcomes (field sales will have different business objectives vs factories) • Run communications effectiveness surveys • Goal of 25% adoption by year end •40% to goal after 2 months #EngageU
- 23. 23 FEEDBACK • Important to look at analytics and input from the early adopters and key influencers in the organization • Key influencers and business unit leaders key to unlocking additional value to the org • Employee insights is helpful to understanding what employees want to see in the platform • Large range of employees very enthusiastic! #EngageU
- 24. Tips for anyone thinking about getting started? 24 #EngageU
- 25. 25 ADVICE FOR FUTURE ADOPTERS • Break past any fear you have with technology or fear your have as a communicator • The way we communicate is changing – platform feels like what we use to communicate in our everyday lives • Have security measures in place to reassure that employee data is safe #EngageU
- 26. 26 CHALLENGES WITH CURRENT COMMUNICATION METHODS • Employees are not happy with the format in which they are receiving important information • Overall there is a low degree of engagement among employees #EngageU 2016 Survey of more than 300 HR and Communications Professionals
- 27. SOCIALCHORUS IS AN EMPLOYEE COMMUNICATIONS PLATFORM FOR COMPLEX, DISTRIBUTED WORKFORCES. 27
- 28. 28 WE HELP HR AND COMMUNICATIONS LEADERS REACH EVERY EMPLOYEE IN THE ORGANIZATION WITH THE NEWS AND INFORMATION THEY NEED TO THRIVE. • Corporate news • HR announcements • Company newsletters • Company social newsfeeds • Industry newsfeeds • Training video • Employee spotlight • Office events • Surveys • Compliance information
- 29. 29 HOW SOCIALCHORUS HELPS COMMUNICATORS OVERCOME THESE CHALLENGES
- 30. 30 ALREADY, 9 OF THE FORTUNE 50 HAVE PARTNERED WITH US SO THEIR EMPLOYEES CAN THRIVE. 5.5M 160+ 19Employees in SocialChorus- powered networks Branded mobile apps deployed to app stores Of the Fortune 200 companies are customers
- 31. 31 INTERESTED IN LEARNING MORE? Download our Ebook The Technology Gap in Corporate Communications http://bit.ly/technologygap Request a Customized Demo 844.WRK2LFE http://www.socialchorus.com/tour info@socialchorus.com #EngageU
- 32. 32 REGISTER FOR OUR WEBINAR Register for our next #EngageU webinar Going Beyond Email: Internal Communication Lessons Learned in Healthcare Tuesday July 26 at 11AM PT/ 2PM ET http://bit.ly/INTERNALCOMMSHC #EngageU
- 33. Thank You!
Hinweis der Redaktion
- screen shots and use cases
- **video integration image and employee story image
- revisit
- competitive advantage
- Sonia: We help communicators tackle these challenges with a communications platform that makes it easy to cost-effectively source, curate, and control news and information that each employee will find relevant helps you reach everyone in the org—wherever/however they choose to consume news and information. measures your impact on engagement, alignment, and advocacy
- But don’t just trust us… POSTION We work the biggest brands in the world, they all share our vision (employee-first, content-first) getting stories that matter to them the most just like they get with their personal apps today. DISTRIBUTED WORKFORCE Employees telecommute Are on the go and/or always unwired Hourly and without access to tools HILTON Problem: They have largely distributed workforce, many working in their hotels. Many of these employees also don’t have corporate email addresses. Reason they bought: Communicate and better connect with all employees (especially onsite employees without corporate emails), align all employees on the mission of their brand. Quote: “We want all employees, from our executives to our housekeepers, aligned on core values and culture. We want to give all employees a voice.” NESTLE (WATERS, but also PURINA) Problem: They have 93 factories plus HQ, 8.5K employees in the US and Canada, 65% are unwired. They struggled with timely communication with their employees. Reason they bought: Communicate and better connect with all employee, especially non-wired ones, in a timely fashion. REEBOK Problem: Their employees are distributed and often traveling so news and messages can get missed, leading to misalignment Reason they bought: Needed to find a mobile solution to unite the workforce on news and key messages. The social team at Reebok is constantly searching for ways to make it easier for their audience to interact with their content. Wanted to apply the same philosophy for their employees and chose SocialChorus to help. Quote: “Our employees are not just in the office here, but all over the world traveling… They have to be mobile-ready. Everything that the employees are doing is being created via mobile so that's got to fit into the strategy.” JCREW Problem: J. Crew does not have a viable option for communicating with store associates. They don't have email and can only access company information via kiosks in the store. They currently rely on flyers, and information trickling down to associates via manager communications. Reason they bought: Connect all employees, including distributed and non-wired employees, to the news and stories that define their culture and brand. BOEING Problem: Boeing has a large portion of employees in their manufacturing plants, so they are distributed and unwired. Boeing produces an amazing newsletter called Boeing News Now, but it wasn’t not accessible on mobile and the content that was allowed to be public, wasn’t sharable from the newsletter and the unwired employees weren’t accessing the content.. They also have a lot of content in their intranet. The two were separate and not mobile. Reason they bought: They have many employees who are non-wired and in working in their manufacturing facilities and they needed a way to aggregate their most important content in one place, mobilize their content from their newsletter and control which content could be also sharable. ABBOTT Problem: Abbott has a very good intranet that they have invested in (Abbott World), but none of the content is available on mobile or sharable from within their intranet. Reason they bought: They bought to mobilize their intranet and reach their unwired employees (sales and lab people, 20k people). ------- TRANSFORMATION Companies are always undergoing transitions, digital and organizationally: Mergers or acquisitions Spin offs Rebranding Reorg Trying to transition to new tools Trying to adapt to a mobile world SHELL Problem: Reason they bought: Unite all their employees around Shell's global mission and purpose, and promote employee pride to work for Shell. WHIRLPOOL Problem: Their intranet is clunky and they have low adoption. Reason they bought: They needed modern tool to help with consistent global communications and connect with their employees. BT Problem: Struggling to modernize their brand internally and out (employer branding). Reason they bought: Modernize the brand internally and externally by connecting employees to the company vision and values, and help them share the stories that define the company. UNITEDHEALTH GROUP Problem: They need to be a consumer brand for the first time and employees not aligned. They are not digitally savvy. Reason they bought: They bought us because we’re easy to use and deliver content in a easy way, and assist with brand alignment. METLIFE Problem: They are going thru a brand refresh and have M&A activity and they’re struggling to align employees on the internal and external branding. Reason they bought: Mobile, easy to use. ANHEUSER-BUSCH Pain: They were shifting their brand to focus on Drink Responsibly and on the great things they’re doing as a company. Employees weren’t aware and neither were customers. Reason they bought: The CSR team launched with us in the US to try and drive awareness around their company’s key initiatives. Now they are expanding globally to their manufacturing plants across the world so employees are more connected to the brand and message and they can scale advocacy. -------- ALIGNMENT/ADVOCACY Companies are struggling to align their employees and empower them to become advocates Marketing internal and out Better establishing employer branding Getting teams on the same page for messaging, mission and values Extend the reach of their message to employees PEPSICO Problem: Frito Lay was struggling with marketing externally to consumers, Reason they bought: Employees are consumers and friends/families are consumers so it was a big miss not marketing to their own employees. They have thousands of consumers in their offices and millions if you count their family/friends. CDW Problem: Misconception of brand internally and externally. Reason the bought: Employees wanted to help change the perception of CDW’s core products and services and show how CDW helps brands complete major technology transformations. As a result, employees are having more productive and meaningful conversations with customers. Started with a mission to drive change of their external perception and quickly saw the value for informing ALL employees. Will be rolling out an updated application and SocialChorus is now the chosen newsreader application for internal and external messages. Quote: “We want to help empower our coworkers to find ways to inform their followers about what CDW does” AT&T Problem: AT&T struggled with educating their workforce on external brand messaging. Reason they bought: Social Circle app began as a way to align internal and external stories. They were initially focused on aligning the internal and external stories so the messages were consistent. App promotes pride in working at AT&T. Currently have 10% company wide adoption and growing. Content that performs the best are community/CSR initiatives, customer stories, and innovation. Customer of SocialChorus for 4 years. C-Level use of app on regular basis. Quote: “Employees are changing and learning new things every single day, and that’s dictating the way they digest information.” CARNIVAL Problem: Sales team not aligned on key messages internally and externally Reason they bought: Carnival introduced the app to their Sales. As a result, the Sales team’s performance grew because they had access to key sales messages and important information in the palm of their hand. For members of the Sales team who are active on social, the app allows them to share approved company content and marketing messages to prospects. 90% adoption rate. Quote: “We initially started with individual sites [social media networks], which was difficult to maintain and it did not yield the kind of results we wanted...ROI is everything. Fortunately we found SocialChorus.” TIME WARNER CABLE Problem: They needed their sales teams to be better aligned and more informed when they’re out in the field (and away from computers). Employees were not thought leaders in the space, and needed help with social selling. Reason they bought: We made it easy for the sales people to get up-to-date notifications and then approved content to share quickly. STAPLES Problem: They were paying too much for media and they didn’t think they were reaching a relevant audience. Reason they bought: Staples wanted to leverage their teams to increase reach of marketing content to relevant B2B audience. They wanted external advocacy from corp employees run by social/marketing - designed to tell external stories for brand reputation.
- Sonia: If you’re interested in learning more, I encourage you to visit our website at socialchorus.com or give us a ring at 844.WRK2LFE -- that’s work to life, because we’re on a mission to bring work to life. You can also email us at info@socialchorus.com We've been doing this for a while over hundreds of programs, with great customers like Virginia and Forcepoint In addition to webinars like these, we produce a number of resources to help you get started. You can download our ebook on the study I’ve mentioned today on the technology gap in corporate communications, and you’ll find a number of other resources. We'll be back again in a couple weeks with more information from another great customer, so join us on July 7....