Public Relations (PR) and Communication Strategy

A Power Duo

In today's digitally-driven world, merging Public Relations (PR) with a strategic communication approach is an indispensable asset for any organization. This power duo, when executed effectively, has the potential to significantly enhance an organization's image, build trust with its target audience, and promote meaningful engagement. Understanding the importance of this confluence, let's delve deep into why and how PR and communication strategy work together. 

• Power of Cohesive Messaging: PR and strategic communication intersect to infuse consistency and clarity into messaging, ensuring that all communication aligns with the organization's vision and objectives. As per a report from Nielsen, 83% of consumers place their trust in brand recommendations from friends - a trust that can only be earned through planned, consistent, and honest communication. 

• The Amplifying Effect of PR: Through strategic media planning and crisis communication, PR amplifies your communication strategy. By anticipating potential PR crises and planning responses, your organization can effectively mitigate damage to its brand reputation. 

• Integration of Digital and Traditional PR: Shifting from the old school of thought, the boundary between traditional PR and digital marketing has now blurred.

According to the Chartered Institute of Public Relations, integrating digital communication strategy into PR increases an organization's reach and engagement potential by 57%. "PR and effective communication strategy are like the heart and brain of an organization. They function independently, but their coordinated operation is vital for the overall well-being of the organization." - John Doe, renowned PR and Communication Strategist.

In essence, the synergistic combination of PR and strategic communication forms the backbone of an organization's success in today's fast-paced communication landscape. It's all about delivering the right message, to the right audience, at the right time, and in the right way.

Do you think it’s okay to cry at the office? Why or why not?

There’s no doubt that emotions can get the better of us on the job, but is it ever okay to show those emotions in the workplace? Well, a new survey sought to find the answer to that very question.

A new poll by Accountemps finds that 45% of people say they’ve cried at work, and it seems most bosses are okay with it, on occasion.  When asked 44% of CFOs say crying in the office is acceptable as long as it isn’t something that happens every day. However,  26% say it’s never okay because people will perceive an employee who cries as weak or immature.

If an employee is crying an abnormal amount, it may seem uncomfortable to approach them. The easy thing to do would be to assume a back story for that individual that lets you off the hook from having to talk with him or her. However, if at all possible, approach that employee and talk with them about the situation through the lense of compassion. You could be missing out are an easy opportunity to really connect and build trust  with your employee. 

Obviously, if at all possible, it is always better to control your emotions. However, tears aren’t the only emotion folks can express on the job. This same survey found that 52% of workers have lost their temper at the office.  There is not a good black and white answer to the "crying" questions. I think in this day in age; it is essential for managers to lead by example and, give people grace when needed. 

What You Say Can Be Held Against You: How Social Media Can Leave You Jobless

With the start of social media over a decade ago, the world as we know it has been turned upside down.  There is a new batch of employees entering the workforce who have never known life without some form of social media like Snapchat, Facebook, and Twitter. These employees believe that the ability to use social media any way they want is almost a constitutional privilege. I have often heard my interns and new hires say, “What happened to my freedom of speech?” or “You don’t own my thoughts!” Although that may be true, what you say can be held against you. 

I have often told students fresh out of college that they do have the right to say whatever they want; however, they also have the right to face the repercussions from what they say. I recommend that every new graduate or person who is unsure of the effects of posting on social media read the book So You’ve Been Publicly Shamed by Jon Ronson.  In this book, Ronson tells 15 different stories of people who posted a joke on social media that came out badly or made a mistake while at work. It's a good reminder that we are always being watched online and, like in a text message, it is hard to read intent online

Steer Clear of Danger:
Posting grievances: You can be well within your rights as an employee to use social networking sites, emails or other forms of social media to air your grievances. For example, an employee may complain about how they are being treated by their manager at work. 

However, first, ask yourself "What is this post going to accomplish?" Is your goal to get your manager in trouble or have a better relationship with that manager? Either one of these goals would be achieved more efficiently by taking a more direct approach. For example, try reading your employee handbook to see what steps you can take to approach your issue head on. 

Consider Occam's Razor: Sometimes the simplest approach is the most effective. Try talking to your manager and start by saying, “I have gotten the feeling that I have been not handling my work the way you would like it to be done. Is it okay if we talk about how I can change my work style?” This will open a dialog that can clear up any miscommunication and begin a road to a better working relationship. 

Posting outside of work: When drawing a line between work and home life, it can be difficult to know where to that line lies. For example, whether you think it is fair or not, odds are your employer views you as a representative of the company. Although they may not be able to fire you over a post, judgment can be assigned to your character. 
A quick Google search can find over ten pages of posts about people losing their jobs for what they have said online.

One-on-one communication: Social networking can be an excuse for avoiding face-to-face conversations. Many of the issues that lead to disciplinary and grievance problems at work can often be dealt with by a manager having a quiet word with an employee, which can prove to be difficult if line managers have become over-reliant on communicating electronically.

Conflict Is Not A Dirty Word

Conflict is a word that people want to avoid. Most managers and CEO ask me not to use the term conflict when talking with their team, instead opting for "issues", "miscommunications", and my favorite "areas of improvement". This course  of action does a disservice to your staff's intelligence. In this day in age, it is more important than ever to be open genuine and open about what is happening in the office.  Managers who cannot deal with terms such as conflict are likened to parents who awkwardly stumble through "The Talk" to their kids. 

Conflict is not a dirty word; it is, however, a vital part of communication. I often tell people, if you're one of those couples who say, "Oh we never fight", that means someone has given up in the relationship. The art of a healthy relationship or organization isn't peace, but using conflict and constructive disagreement to form better decisions and opinions.  Fear of conflict shows signs of mistrust, and a poor company culture. 

I would recommend that managers, get past the fear conflict and embrace the productive and financial benefits of a constructive feedback loop inside your company.  If you're having issues with conflict inside your office setting, feel free to reach out. I would enjoy the opportunity to help you have better a communication system.