Posts Tagged ‘Scottsdale communication consulting’

Why you should beta test your communications

Tuesday, January 17th, 2012

 

When companies have a new product, they often spend a lot of time testing those products before they roll them out, especially when it comes to software and websites providing a service. They want to make sure everything functions properly and the end-user experience is the best possible one. So why not take the same approach with your communications – before you send them out?

You likely have some kind of review process for the materials you create. Your boss, your boss’ boss, your internal client, legal. What about your “end-user”? Whether you’re communicating a new company program or marketing a new product, someone from your target audience can provide invaluable feedback before they see the final email or the shiny new brochure along with everyone else. If you work in retail, for example, that target audience person can be a store manager, district manager or front-line associate. If you work in health care, that target audience reviewer can be a doctor, nurse, HR administrator or patient. If you are working on a marketing brochure, reach out to your network and find someone you know that fits the customer profile.

Giving your target audience a sneak peak of the product and how you plan to market and communicate it can save you a lot of time, energy and money. Because he or she is not as close to the project as you are, your target audience tester will think of questions you might not have thought about. He or she will hopefully be up front and let you know if something is unclear or sounds too salesy and not authentic enough.

Does your review process allow for testing your communications with target audience members? What works for you?

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Twitter is more than just a tease

Wednesday, September 29th, 2010

photoThese Tweets are common from the media:

“Tonight on [station name].” That line is followed by a tease to get you to watch or listen to an upcoming newscast. The Tweet ends with “Plus video you have to see!”

If a Tweet successfully persuades you to watch a newscast or visit a website, that might add to a media outlet’s ratings or clicks. That, in turn, is good for the bottom line. And that opens up an interesting debate.

Is social media simply another sales tool to drive you to a more traditional-type website, newscast, or in the case of business, brick and mortar store? Or should something such as Twitter offer people real, tangible information that benefits without needing to click a link or pick up the remote?

Keith is experimenting with this concept. Recently, he has more often used Twitter and Facebook to provide information on breaking news and possible investigations. His followers don’t need to click on anything to understand what’s going on (unless they wish to see a picture or video from the scene.). His followers don’t need to wait until the 5pm news to get the gist of what he’s talking about or the answer to a tease. He’s almost functioning as a small (a very small) version of the Associated Press. He’s his own newsroom. This is in contrast to acting like a promotions or sales department.

Whether it’s a reporter like Keith or a small business, the goal of providing real information without the selling aspect is to establish a relationship or connection that ultimately helps the bottom line. You’re thinking long term. You’re not thinking short-term satisfaction.

As always, the answer to this debate is probably somewhere in the middle. Maybe a mix of both techniques is the way to go. But I feel safe to say Twitter is more than just a tease.

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PR Mike! You just hit a bullseye!

Thursday, September 2nd, 2010

Story IdeaI often write about poor PR pitches to the media. So let’s discuss one that got the job done for the reporter, PR firm and firm’s client.

Mike is from a New Jersey PR firm. He addressed the reporter by name. He started his pitch with a short paragraph not about his client but about a victim. Mike wrote as if he were telling a story, a short story about a man who lost a lot of money.

“Personally, I try to tell a story in all my pitches,” Mike said. “I try to keep it short & interesting to help build a picture. I’ve heard horror stories from media outlets about off target, incoherent pitches so I always aim to give a clear understanding of the pitch. Before I send a pitch out, I read and think, would I be interested in this? Would this pitch sell me? It’s a good practice and not time consuming at all!”

Ok. So far so good. But is this victim living in the reporter’s market or is his home on the other side of the planet? In the second paragraph of Mike’s pitch, he explained the victim is based in the reporter’s area. Then he wrote the company playing the role of expert (his client) is also in town.

“I try to make it easy for everyone involved,” Mike added in a follow-up email.

Maybe too easy, the reporter wondered. Then Mr. Media thought “Ah ha! I know what must be wrong!” Maybe Mike was having all the media in town telling this story and interviewing his client.

Nope. Mike did not disappoint.

He said: “I handle that with honesty, especially with TV. Once I receive an acknowledgement and confirmation, that station gets the exclusive. First come first serve in my book!”

The pitch written by Mike from New Jersey is two paragraphs. It is 155 words. And perhaps the most important stat:  A TV crew shot the story just two days later.

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Judging a PR Pro by a Cover

Tuesday, August 31st, 2010

Book PagesA New York publicist mails a client’s book to a reporter across the country. The package includes a slick brochure. The reporter recognizes the publicist’s name but doesn’t recall her giving him a heads up the book was on its way. He flips through the book, stops momentarily to check out some bullet points on a page and wonders if his wife might find it interesting. He puts the book on his desk and throws away the brochure.

The book doesn’t relate to any particular issues the reporter covers. He doesn’t recognize the authors. There’s no obvious connection to the reporter’s community. If the package included a personal letter to the reporter, he never saw it. But the trash did.

I’ve talked before here about PR pros not simply pitching media like throwing darts. But it’s not uncommon for publicists to mail out clients’ books without much direction. And because we’re not talking about email, I wonder what it costs to mail 250 pages to many members of the media across the country. Maybe some of the media are specifically targeted and care about what the author says. But often, it does seem like someone is throwing darts.

At one point, a bunch of these books covered a strip of wood that separated desks at my husband’s TV station. Consider it a library of randomness. But somewhere out there, a client put a lot of work into writing those pages. And somewhere out there, a publicist is trying to make that client successful.

My recommendations:

  • In addition to the author, find someone before contacting media that journalists can interview who can share a personal story. Find a different personal story for each different city. Searching for people on Twitter can help.
  • Decide if you’re willing to fly your client into cities for interviews. Satellite and Skype interviews are possible but often look blah.
  • Don’t open up your pitch explaining your client wrote a book. That shouts “commercial” to cynical reporters. Pitch your client as an expert. Subtly bring up later the client wrote a book and ask if the reporter wouldn’t mind mentioning it or if the photographer wouldn’t mind taking a shot of it.
  • Try to connect the client’s subject to an current issue being discussed in society.
  • Tell journalists they can interview clients at a relevant location. If the book is about the work environment, find an employer who will let you use their place as a backdrop. Conference rooms and offices are so boring for interviews!
  • Google your client to ensure the reporter won’t dig up anything negative and surprise everyone with a story you didn’t expect.
  • Give the reporter a few links where readers and viewers can find out more about an author and maybe just buy the book.

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In the Winds of Change, Don’t Let the Rumor Windmill Spin Out of Control

Monday, August 30th, 2010

Winds of Change

A company makes a major change to its daily business operations but doesn’t let its employees know about it ahead of time. What does not saying anything actually say to employees? Lots. It tells employees they are not important enough to “bother” with – just shut up and do your job! Management’s let-them-eat-cake attitude acts like a proverbial guillotine, cutting off any sense of trust from employees. Talk about disengagement.

With management hiding behind the corporate curtain like the Great Oz, employees speculate about what the change means to them. How does it impact their jobs? What does this mean for the company’s future? This only churns the company rumor windmill with gusto. Questions meet vague responses. Or, better yet – a shrug and the ole’ standby: “It’s corporate’s decision.” This is a company that sets its cruise control to adequacy and apathy and its weak communications style will always play second fiddle to rumors.

On the flip side, there’s the company with an open and honest communications policy. Facing layoffs affecting every department, the challenge: when to communicate? Do it from the outset without yet knowing which employees will lose their jobs or wait to communicate – springing the news on employees on D Day? The decision: Honor the open and honest communications policy by communicating early and letting employees know this is coming. Why? It’s the right thing to do. Maybe some employees plan on making major purchases like a house or a car. Knowing this information would be invaluable to their decision-making.

Does announcing the news early cause some panic and rumors? Sure. In fact, this is the argument some people might have against letting employees know about the layoffs in advance. Communicating early gives the company the chance to stay ahead of the rumor mill and explain the why before too much noise filters out what’s important.

When companies sit on big news without letting employees know, it hurts credibility. It can have a negative domino effect on all future announcements requiring employee buy-in. Employees who have been scorned, stunned or outraged from past actions and lack of communication will raise their eyebrows with skepticism at whatever the company line happens to be.

So, does your company have major news or changes coming down the pike?

  • Communicate early.
  • Communicate often.
  • Communicate consistently – before the rumor windmill spins out of control.
  • Refresh and continue. Communications shouldn’t stop once the change happens. Get feedback on how messages were received. If necessary, fine-tune your message based on that feedback and continue.

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Don’t Fake It

Sunday, August 22nd, 2010
Fake The Flowers Not The News

Fake The Flowers Not The News

Someone in PR pitches what she describes as a national story to a reporter. The reporter gets “first dibs.”

In the first paragraph, she explains why the story is relevant to the reporter’s city. She acknowledges a local journal already published the story and sends him a link to it. She lists video and interview opportunities and on short notice, even appears to have everyday people available so the reporter can help personalize the story.

But there’s a snag. The story involves visual workshops that haven’t started yet. So the PR pro is thinking of a “mock class” even though she acknowledges faking it isn’t really a good idea.

I’ve known journalists who would blow their tops when someone suggested faking something for the purposes of a news story. But some reporters often allow it to happen. And there’s a philosophical debate about just how realistic any person or situation can be when the biggest camera you’ve ever seen is watching your every move.

Even if you can sometimes get away with role playing for visual purposes, don’t do it. It strikes at the very heart of what news should be. And by just mentioning it, you’ll lose instant credibility with some journalists who will assume you don’t know the difference between Hollywood and the five o’clock news.

I’ve known reporters who needed video of someone on the phone and waited until a real call came in. That might seem silly to you, but if you’re the one who said let’s keep it real everyone, you’d score big with at least the reporters who care about the purity of the business.

Leave role playing to other parts of your life.

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Employee Engagement or Whirlwind Romance?

Wednesday, August 18th, 2010
Put a ring on it

Put a ring on it

  • Met online on at jobs website – seemed like a perfect match.
  • Intense courtship (recruitment).
  • Popped the question (the offer).
  • Signed a prenup (acceptance letter, confidentiality agreement, new hire paperwork).
  • Went on honeymoon (new hire orientation).
  • Started to feel out of touch (didn’t feel appreciated; tried to meet unreasonable expectations; didn’t know important information).
  • Tried to rekindle the romance with a company BBQ and some gifts (tsotchkes like a key chain with the company logo).
  • Tried to make it work with counseling (Employee Assistance Program).
  • Broke up (exit interview).
  • Kept the ring (key ring) but gave the office keys back.

What comes to mind when you think of employee engagement? Is it just another buzzword? How achievable is it in a tenuous employer/employee relationship where each partner wonders if the other is going to love ‘em and leave ‘em?

Is it too much for companies to think they can capture the minds and hearts of employees? Probably – especially when company profits are increasing yet they continue to cut costs and salaries. Companies are still expecting employees to do more with less – like take on two jobs because the company isn’t replacing people it fired and is offering little in increased pay. Then there are companies who get creative and give employees more responsibility in the guise of a promotion by putting them in a completely different area of the company without the proper tools to do their new jobs. It’s a “sink or swim” mentality – a setup for failure. In these cases, companies are working against themselves, making it impossible for employees to feel engaged.

So, what’s a corporate communicator to do when the company holds employees in the palm of its collective hand, squeezing every last bit of productivity out of them like pulp from a lemon? How do you communicate when the company:

  • doesn’t give employees the tools to do their jobs effectively
  • is not clear about the company’s vision
  • hasn’t created a culture that’s rewarding and fun
  • doesn’t treat employees with respect
  • has a management team that fears open and honest communication
  • doesn’t promote ownership in the business by including employees in decisions
  • doesn’t encourage development or provide opportunities to learn and grow?

Not doing these practices day in and day out leads to disengagement. Communications alone can’t shoulder the responsibility of engagement unless these practices become a company way of life. Engagement should not simply be a program that makes its way on the executive radar screen once a year when the employee survey results come in. It has to be woven into the company fabric to be successful.

What does employee engagement mean to you? Have any good examples to share of companies doing it right?

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