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<v Speaker 1>Hey, this is Chris with Hacking your Leadership on today's

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<v Speaker 1>discussion on employee engagement. I want to talk about something

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<v Speaker 1>that is kind of near and dear to my heart,

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<v Speaker 1>and this is the idea of influence through communication. And

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<v Speaker 1>you know, I've worked in organizations in the past where

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<v Speaker 1>I had people complain that no one reads their emails,

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<v Speaker 1>and and you know, they want to go from a

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<v Speaker 1>top down standpoint of like, you know, kind of know

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<v Speaker 1>you have to read my emails. But when it comes

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<v Speaker 1>down to it whether or not people read the communication

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<v Speaker 1>that you put out, whether it's an email or a

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<v Speaker 1>newsletter or anything. If it's addressed to you specifically, it's

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<v Speaker 1>likely that it will get read. If it's addressed to

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<v Speaker 1>a group of people, there is a good chance it

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<v Speaker 1>won't get read, especially if you are sending it to

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<v Speaker 1>a person who gets you know, dozens of communications, you know, emails, slack,

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<v Speaker 1>you know, text messages a day on on what the

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<v Speaker 1>job looks like. Sometimes people go back and read them

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<v Speaker 1>later on other times they just get deleted. And and

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<v Speaker 1>it's interesting when this happens, because when a person is

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<v Speaker 1>sending out communication regularly and people aren't reading those communications,

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<v Speaker 1>what that says to me, is that the person is

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<v Speaker 1>not sending out something that those people think is relevant

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<v Speaker 1>to their job.

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<v Speaker 2>They just don't think it's relevant, because if they.

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<v Speaker 1>Thought it was relevant, they would read it, and if

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<v Speaker 1>it was actionable, they would take care of it. And

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<v Speaker 1>so if you are responsible for sending out communications that

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<v Speaker 1>are imperative that people know in order for you to

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<v Speaker 1>get your job done, but they're not necessarily imperative for

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<v Speaker 1>them to know for them to get their job done,

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<v Speaker 1>then this is where you run into the issue. And

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<v Speaker 1>so I want to talk about the different ways that you,

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<v Speaker 1>as a leader or as just a person, can alter

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<v Speaker 1>or make those communications better so that more people are

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<v Speaker 1>at least aware of them, They read them, they kind

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<v Speaker 1>of take the information in even if it's not actionable

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<v Speaker 1>in the moment, because if it will help your job

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<v Speaker 1>get done, the more people who know about whatever this

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<v Speaker 1>is that you're sending out, then you you want to

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<v Speaker 1>increase the likelihood that they will at least give it

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<v Speaker 1>a shot or read it, or or you know, you know,

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<v Speaker 1>see see your name come up in the in the

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<v Speaker 1>from field and go, oh, oh, this is from this

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<v Speaker 1>from Lorenzo.

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<v Speaker 2>Oh. He sends out good stuff. Let me read this.

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<v Speaker 2>You know, that's what you want the reaction to be,

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<v Speaker 2>not oh, Lorenzo, not important. Delete delete delete, you.

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<v Speaker 1>Know that's that's it's a big difference between the two

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<v Speaker 1>and how you send out these communications and what's in

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<v Speaker 1>them can make all the difference.

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<v Speaker 3>Yeah, I can tell you. I I will typically glance

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<v Speaker 3>through emails like exactly what you're talking about, Like is

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<v Speaker 3>there anything in here that I see as necessary? I

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<v Speaker 3>read a lot of emails, and I'm typically a part

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<v Speaker 3>of large groups, but not a lot that like I

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<v Speaker 3>don't get a lot of like kind of professional work

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<v Speaker 3>emails so many that it's hard to kind of get

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<v Speaker 3>through them. But I have definitely, I mean that's now.

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<v Speaker 3>I have definitely been situations where like email was the thing,

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<v Speaker 3>and everything is email and everything is there, uh, and

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<v Speaker 3>then there's more corporate communications and things that you might

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<v Speaker 3>get and then you really are trying to figure out, like, well,

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<v Speaker 3>is there anything that I see in here that's an

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<v Speaker 3>immediate action that's necessary or is this something that's just

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<v Speaker 3>information that I can read whenever I want to, and

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<v Speaker 3>I kind of skip ahead and in a lot of

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<v Speaker 3>those spaces. But to your points, there are definitely tricks

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<v Speaker 3>that I've fallen for. It made me read the emails

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<v Speaker 3>or read the.

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<v Speaker 2>Damn it I gave up that time. I shouldn't have

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<v Speaker 2>read that.

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<v Speaker 3>Exactly, they got me. They got me good good placements

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<v Speaker 3>and good titling and good ways of getting my attention.

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<v Speaker 3>And so I can tell you wholeheartedly that that these

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<v Speaker 3>things work and if you're if you're good at them,

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<v Speaker 3>it can be really helpful in getting people to pay

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<v Speaker 3>attention to to what's in your content.

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<v Speaker 2>For sure, Oh yeah, for sure.

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<v Speaker 1>And and you know, if I think about it from

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<v Speaker 1>a per perspective of like an HR employee, and so

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<v Speaker 1>if I am if if I am a human resources

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<v Speaker 1>director or leader, then my direct reports are other HR people.

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<v Speaker 1>And the people who I'm sending this information out to

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<v Speaker 1>aren't necessarily direct reports of me. They just could be

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<v Speaker 1>employees that need to know certain things. But if one

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<v Speaker 1>of the ways that you measure employee engagement and one

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<v Speaker 1>of the ways that you you know, you you make

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<v Speaker 1>sure that employees are happy or that they know about

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<v Speaker 1>the benefit offerings you have, they have to want to

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<v Speaker 1>read the information that you send out. And so if

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<v Speaker 1>half the people in your company don't know about the

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<v Speaker 1>four oh one K program. They don't know about you know,

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<v Speaker 1>what mental health resources you have for them, any of

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<v Speaker 1>those things. If they don't know about it, either you're

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<v Speaker 1>not sending it out right and if we're in if

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<v Speaker 1>we're talking about it from this perspective right now, it

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<v Speaker 1>means you're already sending it out. You're sending that information out.

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<v Speaker 1>And if you're getting the impression that no one knows

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<v Speaker 1>about it, it means, you know, I hate to hate

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<v Speaker 1>to be the bearer of bad news. They're not reading

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<v Speaker 1>your communications, and if they're not reading your communications, it

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<v Speaker 1>means that they think that it's not important. And so

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<v Speaker 1>you need to be able to do things that meet

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<v Speaker 1>people with they are from a standpoint of you know,

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<v Speaker 1>not to use your words, Lorenzo, but tricking them into.

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<v Speaker 2>Read the email so that they understand the information.

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<v Speaker 1>So I want to go through some of the things

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<v Speaker 1>that you can do to make sure that as more

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<v Speaker 1>likely to happen.

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<v Speaker 2>But first I want to get up toward to one

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<v Speaker 2>of our sponsors. All right, if you're.

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<v Speaker 1>Trying to increase the level of engagement with the communication

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<v Speaker 1>you're sending out, especially to people who don't have a

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<v Speaker 1>direct line to you, there are a couple of things

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<v Speaker 1>you can do that real low hanging fruit to.

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<v Speaker 2>Kind of increase this.

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<v Speaker 1>First, people are more likely to read an email that

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<v Speaker 1>comes from a person then comes from an inbox. So

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<v Speaker 1>if they get the email from human resources at Company

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<v Speaker 1>X dot com, they're less likely to read it than

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<v Speaker 1>if they get it from Lorenzo at COMPANYX dot com. Right,

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<v Speaker 1>people have a personal relationship with people, not with inboxes,

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<v Speaker 1>so if it comes from an inbox, it is viewed

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<v Speaker 1>as less personal already to begin with. So you're already

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<v Speaker 1>starting from a deficit and getting people to want to

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<v Speaker 1>read to begin with. So, if at all possible, send

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<v Speaker 1>emails from you. I know a lot of people in

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<v Speaker 1>leadership roles who they don't want to feel the incoming

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<v Speaker 1>communication from a lot of people, so they'll send an

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<v Speaker 1>email from a shared inbox from a team so that

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<v Speaker 1>they don't have to be the one receiving that communication.

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<v Speaker 1>But I'll tell you something something you should know. Those

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<v Speaker 1>people don't have a relationship with your team, they have

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<v Speaker 1>a relationship with you, or they don't, and so you

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<v Speaker 1>should welcome the idea that people would want to reach

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<v Speaker 1>out to you directly as someone they look at as

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<v Speaker 1>a support person. If you're the wrong person to reach

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<v Speaker 1>out to, get them the right person. But if they're

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<v Speaker 1>reaching out to you because they have an issue, it

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<v Speaker 1>means they feel like they have a relationship with you

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<v Speaker 1>to begin with, and that could come from the communications

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<v Speaker 1>you're sending out to them that come from your direct

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<v Speaker 1>inbox as opposed to like a shared group you know,

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<v Speaker 1>distribution list or mailbox. So that's the first thing. The

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<v Speaker 1>second thing is you want to make sure that there's

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<v Speaker 1>content that is relevant to them every time you send

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<v Speaker 1>something out, not just that you think will be relevant

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<v Speaker 1>to them. And so what do employees look for when

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<v Speaker 1>it comes to you know, internal communications, They're looking for

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<v Speaker 1>potential job openings. So if I'm an employee of an

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<v Speaker 1>organization and I see an email comes from a group inbox,

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<v Speaker 1>but I know that in all of those emails that

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<v Speaker 1>come out it's going to be an updated list of

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<v Speaker 1>whatever open positions are available in the company, I'm a

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<v Speaker 1>lot more likely to look at those, especially if I

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<v Speaker 1>want to move up in the organization. Something that you

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<v Speaker 1>can use to get personal information from a person on

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<v Speaker 1>the team. And so if on each communication you send

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<v Speaker 1>out that you're also sending out kind of like a

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<v Speaker 1>questionnaire about somebody on your team that is not work related,

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<v Speaker 1>that is personal and related. Hey, this is introducing you

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<v Speaker 1>to somebody else on our team. This is their favorite music,

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<v Speaker 1>This is their favorite favorite song, favorite food. This is

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<v Speaker 1>where they grew up, this is what's important to them,

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<v Speaker 1>This is who their family is. You know, the personal

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<v Speaker 1>information that you can add, people are naturally drawn to

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<v Speaker 1>that personal information. It's it's why you know, the paparazzi

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<v Speaker 1>is so successful when it comes to celebrities because people

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<v Speaker 1>have this kind of innate desire to want to know

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<v Speaker 1>what's going on in the lives of others that is

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<v Speaker 1>not kind of scrubbed and work related only that's truly

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<v Speaker 1>them from the heart. And then the last thing you

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<v Speaker 1>can add is, you know, a potential survey, so it

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<v Speaker 1>doesn't have to be a full employee engagement survey, but

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<v Speaker 1>a question about Hey, you know, we're we're trying to

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<v Speaker 1>get feedback on this one thing. Hey, reply to this

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<v Speaker 1>email and give us your feedback on this one thing.

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<v Speaker 2>We'd love to know.

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<v Speaker 1>We'd love to hear from you on getting an answer

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<v Speaker 1>to this question. People love feeling like their input is

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<v Speaker 1>valued and you don't want them to get survey fatigued

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<v Speaker 1>by giving them, you know, multiple surveys, you know, a month.

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<v Speaker 1>But if every time, like a newsletter or a communication

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<v Speaker 1>goes out that there's something you're trying to solve, crowdsourcing,

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<v Speaker 1>the potential answers to those questions can really help engage

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<v Speaker 1>your team or the people you're sending the information out

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<v Speaker 1>to and make it more likely they'll read the other

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<v Speaker 1>things that you send out.

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<v Speaker 2>Yeah.

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<v Speaker 3>I think it's some great points in there. And I

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<v Speaker 3>think that the more engaging that you can make the

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<v Speaker 3>content and the more personal that you can make the content,

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<v Speaker 3>and if you can do things that make it easy

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<v Speaker 3>to understand what's in it, I think that for me

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<v Speaker 3>is what usually will pull me in is like, give

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<v Speaker 3>me a headline on something, a title, give me the

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<v Speaker 3>quick like what's in here in the kind of like

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<v Speaker 3>the tl DR version at the top of the email.

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<v Speaker 3>I go, oh yeah, I go okay, I there's something

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<v Speaker 3>in here that I definitely want to read more of.

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<v Speaker 3>Like those types of things give me kind of the

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<v Speaker 3>pause when I'm seeing that type of content to go like, Okay,

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<v Speaker 3>they know that this is a lot, but they also

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<v Speaker 3>know that there's something in here that probably needs my attention,

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<v Speaker 3>and so they're they're showing me that through some of

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<v Speaker 3>these types of tactics, and I can appreciate that, and

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<v Speaker 3>then now I know that this is definitely something that's

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<v Speaker 3>worth my time. And especially again to your point, like

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<v Speaker 3>if there's there's content in here around people, individuals, you know,

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<v Speaker 3>celebratory type of things, recognition type of things, those things

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<v Speaker 3>as well get my attention because I want to know

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<v Speaker 3>what's going on and who's doing great work, and you know,

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<v Speaker 3>learning about other people that that are in a company

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<v Speaker 3>or on a team. Those things are also super helpful

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<v Speaker 3>in kind of bringing a piece of you know, maybe

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<v Speaker 3>larger content to life when it comes to having people

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<v Speaker 3>want to engage.

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<v Speaker 2>With it, right right.

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<v Speaker 1>I love the TLDR part of it because it's almost

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<v Speaker 1>an acknowledgment that a lot of people aren't going to

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<v Speaker 1>read it too long, didn't read I get it. I'm

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<v Speaker 1>sending out this communication. Maybe I have to send something

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<v Speaker 1>out once a week and it's not a short email

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<v Speaker 1>or piece of communication. And I understand. I don't sit

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<v Speaker 1>here thinking, oh everybody's reading everything I have to say.

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<v Speaker 1>I understand that people aren't reading this a lot of times,

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<v Speaker 1>and acknowledging that almost from like a self deprecating way,

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<v Speaker 1>is a great way to endear yourself to those people

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<v Speaker 1>that say.

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<v Speaker 2>Hey, you know what, I get it. I get it.

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<v Speaker 1>I've been in situations where I've gotten communications from people

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<v Speaker 1>that I didn't read. So I understand, and I'm not

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<v Speaker 1>judging you from being in the role that you're in

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<v Speaker 1>and maybe your decision not to read something. So let

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<v Speaker 1>me give you the high level in a couple of

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<v Speaker 1>quick bit points at the top, so that because I

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<v Speaker 1>really think these are the items that are really necessary.

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<v Speaker 1>And then hey, if you see something in here that

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<v Speaker 1>you that that pique your interest, then then read further

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<v Speaker 1>because there's going to be more about it. You know,

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<v Speaker 1>this kind of like you know, self aggrandizing, you know,

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<v Speaker 1>you know, belief that you know, if I if I

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<v Speaker 1>write it, they will read it is not the case

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<v Speaker 1>because that doesn't take into account the fact that the

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<v Speaker 1>person you're sending this email to likely gets thirty to

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<v Speaker 1>fifty emails a day from all over their organization and

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<v Speaker 1>they have to prioritize because they don't have the time

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<v Speaker 1>to put in to read things. Just because you have

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<v Speaker 1>the time to put in to write them, So keep

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<v Speaker 1>that in mind, come at it from a perspective of humility,

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<v Speaker 1>and give people what they're looking for, you know, hide

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<v Speaker 1>in there the things that you need them to see,

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<v Speaker 1>but make make the headline the thing that is going

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<v Speaker 1>to really benefit them or something they're going to want

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<v Speaker 1>to see, and appeal to that nature. And you'll be

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<v Speaker 1>surprised how much more people read the things that you

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<v Speaker 1>have to put out. Thank you for joining on this

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<v Speaker 1>episode of employ Engagement. We'll see you next Thursday for

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<v Speaker 1>the next one.

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<v Speaker 2>You have a great day.