More than a Catchphrase: Putting communications to work to roll out meaningful communications
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Culture is top of mind for many organizations these days. Research has shown that as workforce demographics change, employees want to work for organizations that support their values, empower work/life balance, and encourage personal growth. But changing a culture doesn’t happen overnight, especially in established organizations. In addition to leadership backing and a thoughtful approach to defining and refining culture goals, a successful culture change requires a well-planned and ongoing HR and communications strategy.
- Aligning culture change to the organization’s mission and brand
- Learning from employees to honor the past and define the future
- Making change real through all people processes
- Amplifying internal storytelling using tools like Sway and portals, and infusing a culture message in all senior leadership communications
- Measuring the impact of culture change through employee feedback, customer and partner feedback and external perceptions
Ana White is the human resources general manager for the marketing and consumer business at Microsoft, where she and her team drive staffing, organizational development, coaching, leadership & management development, and talent management. During Ana’s 17 years at Microsoft, she’s led HR teams supporting the Skype Division, the Microsoft Office Engineering Division, the Microsoft Academy of College Hires, the Microsoft Consumer and Online International team, and US and International Benefits. Ana holds a BS in Mathematics from Seattle University, and is an Associate Certified Coach with the International Coach Federation, a Human Capital Strategist, and a Gallup Certified Strengths Coach.