Today’s data shows traditional TV viewing is still king; however, year-over-year we continue to see growth of households streaming video via TV-connected devices, such as Apple TV, Roku and game consoles, to name a few. This contributes to the idea that more and more people are doing away with the traditional cable/satellite services due to cost and negative experiences.
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How often do people really think about their utility company? For most customers, it’s usually two times: When the power goes out or it’s time to pay their bill.
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In a recent episode of Shoff Chats, Borshoff had the pleasure of hosting an informative discussion led by Terra Doyle, Sr. Director of Talent Acquisition at Roche, focused on a topic that’s very top-of-mind right now for employers: maintaining or strengthening employer brands during the global health crisis. What should HR and internal communications professionals keep in mind as they examine their talent recruitment strategies and employee experience initiatives through this new lens? Here are three key learnings from our chat:
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We talked about the importance of authenticity, connection and empathy for diversity and inclusion communications in our recent blog post. Now, let’s dive more deeply into the use of storytelling as part of a successful diversity & inclusion strategy.
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Community banks and credit unions have always been ahead of big banks when it comes to developing relationships with everyday customers/members. Yet, many consumers haven’t been looking to establish a relationship, viewing the partnership in a more transactional manner. Customers simply want to be able to access their money whenever they want – branches near to work or home (even though they rarely go inside), convenient ATMs (even though they don’t use them as often as they think) and a solid mobile/online banking experience.
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As recent as a few weeks ago, we were still talking about going “back to normal.” But as we’ve learned and observed alongside our clients and our own staff, it’s obvious that work life and culture as we know it have been forever changed. We will “go back,” just not to normal.
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Today, virtually every company large or small has a stated commitment to diversity and inclusion. Certain activities that support D&I can be fairly straightforward, and many organizations start with an external approach – focusing on talent recruitment and hiring. But things grow more complex when companies work to implement an overarching strategic approach into their culture – which they should, if they want to create impact and achieve meaningful outcomes. Here are four important initial considerations that can help D&I communications start on the right path.
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There was no shared coffee and donuts in our Mass Ave gathering space last week as Borshoff brought together – virtually – our networking group of internal communicators for a “Shoff Chat.” I knew our discussion wouldn’t be typical either – after all, COVID-19 has been shifting our profession before our eyes. I was grateful to bring in Rebecca Ellis, managing director of The Performance Lab, as our moderator.
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Is it possible to plan for a pandemic? A few months ago, I would’ve answered this question differently than I would today. As experts in crisis planning and communication, we have always had a robust plan of our own if a crisis should strike. When we moved to our new office in 2017, we needed to update the plan and decided to add pandemic protocols. I must admit at the time, I didn’t think we’d ever have to activate this section. Then, COVID-19 happened. And just like every business, our plan went into action.
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Every sports fan across the GLOBE watched in agony as leagues and events slowly, but surely, began pulling back. At first, the NHL decided to take a little break. March Madness still planned on having its shining moment. Plenty of time before The Masters opening tee. Baseball’s Opening Day was still on track.
Then one by one, they all vanished.
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