/ If this is what we've done, just imagine what we can do /
Roger thatInternal HR comms
here Bupa needed to get managers and employees on board with their new approach to performance management - one that required regular conversations throughout the year¬, not just at review time.The solution:
il fatto quotidiano opzioni binarie To explain what was changing and why, we created a guide and short animation that told the story of two co-pilots navigating their way to an agreed destination together.The result:
buy tastylia Bupa's employee survey results showed Bupa's 80,000+ staff were feeling much more positive about performance management after the launch.
From good to greatValues and EVP
opcje binarne jak handlować Mundipharma wanted a shared set of values that everyone in their new Technical Operations team could get behind. After a few internal workshops, they'd drafted a list. But the values they'd come up with didn't inspire or capture the true essence of their team. So, they came to us for help.The solution:
kan man köpa Viagra i prag Analysing the workshop feedback, we homed in on the themes that stood out and developed three values that felt uniquely and distinctly 'Technical Operations'.The result:
strategia per opzioni binarie 60 secondi The new set of values went down so well, we went on to create an accompanying EVP and People Deal, along with a bespoke set of collateral to communicate it all. Talk about added value.
Everyone’s a winnerEmployee engagement and experience
binären optionen strategien The licensed operator of the UK National Lottery, Camelot is constantly investing in events and experience for their employees. Whether it's the Britain's Got Talent sponsorship or backing Team GB at Rio, they're always on the lookout for new ways to keep their 850 UK employees engaged and motivated.The solution:
trading autopizionibinarie Create campaigns that build excitement and launch each initiative with a real buzz. We've included everything from Simon Cowell impersonators to limo parking challenges in the quest to make every campaign fresh and inspiring for Camelot's people.The result:
http://broadwaybathrooms.com/?deribene=gute-strategie-f%C3%BCr-bin%C3%A4re-optionen&08d=a0 It's worked every time, with staff actively engaging in every launch.
Serious moneyEmployee engagement
trading opzioni binarie quale sono quelle piu affidabili recensioni Having smashed their 2016 fundraising target for their partnership with the NSPCC, O2 wanted to do even better in 2017 by encouraging employees to take on bigger fundraising activities.The solution:
http://www.visionarywebsite.com/?kiolsa=miglior-sito-scommesse-binarie&2f7=67 The 'This year, we're getting serious' message of our creative campaign - which showed O2 characters taking on different challenges in extreme ways - provided a fun way to underline the importance of the partnership, while urging employees to sign up to a 'hero' event.The result:
O2 not only saw a 62% increase in sign-ups (many challenges were oversubscribed) but also a long-term shift in the way employees think about fundraising: it's bigger and bolder than ever.
Brighter worldCSR comms
Cofely provides energy, technical, facilities management and business process solutions to a wide range of clients. They wanted a simple showcase for all their work.The solution:
We helped bring to life their coherent and consistent approach to sustainability in a 90-second animation that was inspiring to both staff and clients.The result:
15,200 staff and their clients now have a clear narrative on why they should continue to choose Cofely.
Everything. Everywhere. Everyone.Global employer brand and EVP
Customer demands were rapidly changing at Cisco and the company was pivoting rapidly in response. They needed a powerful tool to bring their people with themThe solution:
We inspired their global workforce to align around a single, powerful concept: 'Our People Deal', which was rooted in three pillars - 'Connect everything. Innovate everywhere. Benefit everyone.'The result:
Our People Deal transformed and continues to transform the employee experience for more than 70,000 at Cisco, inspiring innovations including the Executive Leadership Team's digital town halls and Team Space - a new way of collaborating across teams and locations.
Benefits concertHR comms
Offering a wide range of perks with a unique twist, Sony Music was looking for an identity to match the personality of their annual benefits package and inspire their employees.The solution:
We created MyMix - a flexible and unique HR comms theme that was rolled out across several channels. With a vibrant festival identity, MyMix had staff raving at the prospect of compiling a benefits package to suit their individual lifestyle.The result:
Not only did we see a 46% increase in the effectiveness score employees gave benefits comms, but feedback showed staff had a better understanding of what was offered and were more interested in engaging with offers.
Go TeamLearning and development comms
Knowing that in the best teams people spend more time doing what they're good at, Cisco launched Team Space - a digital platform to help employees around the world share and build on their individual strengths. They asked for our support on the communication.The solution:
Creating a narrative and a flexible visual treatment, we delivered two dovetailing campaigns: the first to showcase the power of teams, then a second to get employees using the Team Space tool.The result:
The tool was even given an extra special launch at Cisco's global sales conference, where 20,000+ employees got to see the benefits for themselves in our immersive, interactive exhibition.
Doing justiceStrategic narrative
HMCTS were launching a £1 billion five-year modernisation programme and, to bring people working in courts and tribunals across the UK together behind it, they needed to explain it.The solution:
Creating the core message, 'Justice matters', we then developed a narrative that clearly set out the reasons for change, while painting a picture of a more effective, customer-centred justice system that all employees could get excited about - and everyone from the CPS to police forces and the judiciary could embrace.The result:
When the strategic narrative was launched, one employee voiced the relief of 17,000: "This is the best description of what we do that I've seen in 26 years."
All together nowEmployee engagement
LinkedIn wanted to drive up activity on their platform and launched a bold new ad campaign across the USA. As their best brand ambassadors, they needed their employees on board.The solution:
We put together a six-month roll-out plan, built around the ads' message of 'In it together'. To create buzz and resonance among US employees, we asked them to share their own stories of what moves them at work with their own network of LinkedIn members.The result:
When the campaign launched across the USA, LinkedIn-ers weighed in, inspiring thousands more members to explore LinkedIn's platform.
Put your hands togetherRecognition website
In response to an employee survey, Camelot needed a web platform geared towards recognising employee achievements and making sure they felt valued in their work.The solution:
We couldn't wait to get to work creating a bespoke version of our Applaud It recognition site for Camelot, as well as an integrated brand campaign to launch it that included an attention-grabbing identity, desk drops and posters.The result:
Camelot received the comprehensive, integrated campaign they needed and their 850 people were left with a true sense of value and pride in their work.
The keys to successEmployee engagement animation
Several years ago, UBS introduced a new strategic direction based around 'Three Keys for Excellence'. Now in the second phase, they needed to refresh their colleagues' memories and reinvigorate leaders' enthusiasm.The solution:
We developed a simple, dynamic animation that recapped the history of the Three Keys and outlined the relevance of the strategy moving forward.The result:
The animation served as both reminder and inspiration to UBS's 10,000 employees. With a clearer picture of their company's vision and strategy, everyone's passion was rekindled and UBS was able to continue implementing their business strategy with the full support of their people.
Changing the channelsEmployee engagement and comms planning
As HSBC has grown and changed, so too has the volume and style of staff messages. To address this, we were asked to create a comms plan to make sure information was being relayed in the most effective way possible.The solution:
A comprehensive nationwide survey, listening to the requirements of HSBC staff across all areas, gathering and analysing their insights. From that, we created a detailed, practical plan for how to maximise their internal communications.The result:
HSBC UK's internal comms are now streamlined - giving all employees a better understanding of, and way to engage with, new initiatives and processes - and more aligned with their customer comms. Our recommendations also led to the launch of Loopster, an engagement app that enables employees to connect with each other and leaders.
Bursting with prideEmployee engagement and experience
In the pursuit of faster operating speeds in their branches and call centres, HSBC created a new employee initiative that involved identifying and solving problems, or 'Bubbles'.The solution:
This was a huge undertaking, so we came on board to develop, shape and launch an integrated communications plan, in a way that would help embed it in the daily lives of all employees.The result:
With the benefits of the programme clearly communicated across several channels, staff in HSBC UK's 625 branches picked up the new system with gusto - finding new Bubbles from the get-go and bursting them to create a better bank. We'll pop a cork to that!
App-gradeEmployee engagement comms
HSBC's upgraded UK Mobile Banking app was set to catapult the bank into the future at the top of their game. And to make the launch the best it could be, they needed to drive employees to sign up to the pilot and feedback on what they liked and what could be improved.The solution:
Just as their app was getting an upgrade, HSBC employees suddenly found a few other things getting upgraded around them too. From augmented reality posters to a relaxation lounge, the idea of upgrading was cemented firmly in their minds.The result:
When it came time to sign up, HSBC more than filled their quota, generating interest from 75% of their 22,000 retail staff. And the feedback generated from them ensured the public launch was just as successful.
Building bridgesEmployee engagement workshops and focus groups
With a recent expansion, Lifeways had grown bigger. But with size had come complexity and patchy engagement. Eager to simplify their story, Lifeways asked us to help them figure it out.The solution:
We designed and ran an employee insights programme to find out what Lifeways staff liked and what they wanted to see improved. By keeping it simple and respectful, we ensured employees felt safe to answer honestly.The result:
Lifeways now have a clear vison, a simplified strategy, a comprehensive employee engagement programme and an energised culture.
A spring in their stepEmployee engagement website
Engie had seen staff enthusiasm for its annual step challenge dip from a sprint to a plod. To revitalise the initiative, they decided to create their own version but needed some support.The solution:
We got to work creating an identity - the 'Step Up Challenge' - and an accompanying website that allowed employees to set up a profile, input steps and check their leader board status. And once we'd honed the website into shape, the staff were inspired to do the same.The result:
A real buzz developed around the challenge and the 2,031 people who took part. Not only did each participant put a lot into it - the individual challenge winner walked 5-10 miles before dinner each day - but Engie got a lot out of it too. One participant even discovered an undiagnosed heart condition because he'd been working so hard on his steps. That's real employee engagement at work.
Know it. Show it. Share it. Grow it.Employee engagement
As part of their mission to keep kids safe online, O2 wanted to deepen their employees' understanding of online safety and make it an everyday topic of conversation with customers.The solution:
We developed an activation pack that, in four easy-to-digest- sections, brought together the information employees needed with the tools that would help them engage and educate parents.The result:
Employees in all O2's 450 UK retail stores are better equipped to start conversations about online safety and more people now know how to help kids stay safe as a result.
Small talk, big differenceEmployee engagement
Working with the NSPCC, O2 is on a mission to keep kids safe online. For National Volunteering Week, they set their employees the ambitious challenge of having 50,000 conversations with parents about online safety.The solution:
Our 'Small Talks' campaign not only galvanised employees to take on the challenge but gave them everything they needed to talk their way to the target too.The result:
O2 employees achieved an incredible total of 49,227 acts of support, reaching an audience of 3.8 million people - including those at 10 Downing Street.
The spirit of WOWGlobal employer brand
With numerous subsidiaries in different entertainment and technology industries across the world, Sony needed a universal value proposition that brought all their people together.The solution:
We took our inspiration straight from Sony's founders, crafting a global rallying cry based on their original goal: to move people emotionally. We supported it with a 'One Sony' ways of working framework and backed it up with a huge range of assets that captured the essence of working within the organisation.The result:
With all their companies now united by a common story and way of working, Sony has recaptured their original brand promise and their 128,000 people are better placed to deliver it.
Watch this SPACEEmployee engagement
In moving 1,500 employees onto a purpose-built, state-of-the-art campus in Toulouse, Airbus Group didn't just want to change their address. They wanted to transform the way they worked.The solution:
We created a five-step communications campaign using 'airSPACE' to represent the liberating, flexible environment employees were moving into. It featured everything from etiquette emails to office branding, and a welcome pack complete with continental breakfast.The result:
In a post-move survey 91% of employees said the communication of the move had been excellent or very good. And 85% were feeling positive about working in a more agile way.
Online. On-brand. On-demand.DIY comms
EY's Graduate Teams needed to produce a variety of on-brand materials quickly and consistently across all the university campuses in which they're fighting for the UK's smartest young brains.The solution:
We introduced them to our online graphic design tool: Create It. From posters to promotional badges, Create It eliminates the opportunity to go off brand with a suite of drag and drop branded templates and an online approval system.The result:
All on-campus communications are on brand and look professionally produced, having been printed perfectly and efficiently.
Problem? Solved.Purpose narrative
the company stood for, what made them different and why it's such a great company to work for. They needed a renewed purpose.The solution:
Initially brought on to produce their EVP, we were asked to work with ITT's CEO and her executive team and bring our simple, cut-through methodology to bear on the central question ITT needed answering.The result:
We solved it. And they launched it with a series of CEO Roadshows across the world, covering all 10,000 employees. The centrepiece was a short, inspirational animation. It got a standing ovation!
Book smartsInternal HR and leadership comms
Mondelez International's leaders undergo some of the most innovative leadership training in the world. But with so much content packed into those sessions, it was difficult to retain what they'd learnt over time.The solution:
We created a comprehensive, personal leadership journal that distilled the essence of the training they'd experienced and the knowledge they'd gained in an engaging, practical format.The result:
Now the top 50 leaders have a record of the techniques and theory they learned in training. One they can reference and apply to their work as they navigate the fast-moving world of Mondelez, who maximised their investment in the training.
Rocking in the new worldHR comms, employee engagement website
In a time of transformational industry change, Sony Music needed a way to keep their people explicitly connected with the company’s direction.The solution:
Our answer? Mainstage – an award-winning digital HR comms platform that puts all the tools SME people need to succeed in one place: from big-picture strategy and unique ways of working, to learning resources and internal recruitment.The result:
Within one month of launching, 61% of Sony Music’s global employees had visited the site and there’d been a 146% increase in L&D course applications. After just two months, there had also been a 26% increase in positive responses to the question ‘How well do you understand our strategy and the part you play within it?’. Rock on.
SlapstickabilityHR comms and animation
How do big companies make collaboration happen? Introduce new technology? Well, yes. Open up the workspace? That too. But if your people don’t understand the why, what and how, they’ll never embrace a more nimble way of working. So, while Standard Bank sorted the tech and facilities, they gave us the job of getting their people on board.The solution:
We could have got all lecture-y about it. But we felt a funny, friendly animation about the dos and don’ts of working in a flexible space would work a bit better. And it did.The result:
Surveys to gauge employee attitudes towards the communications and new ways of working all came back with average scores of 5/5.
Home advantageCorporate strategy comms
Standard Bank’s Corporate and Investment Banking division changed their business strategy. ‘They call it Africa. We call it home’ was the brand story. In six weeks, they needed their 22,000 people to know what they were doing before their customers did.The solution:
We developed a multi-channel, multi-award-winning global pride campaign, rooted in three message strands derived from the brand position: Know Africa (expertise), Live Africa (culture) and Love Africa (authenticity).The result:
Almost 90% of surveyed employees said our campaign made them feel proud to work for CIB.