Serving Up Stress: U.S. Employers

Watson Wyatt, an international association of human resource professionals, released a study today that may send shivers down the spines of management: a large majority of companies in the United States and around the world are struggling to attract and retain top-performing and critical-skill workers.

The study, which included 946 companies and a complementary survey of 13,000 employees, found that the United States has the highest median voluntary turnover rate, at 11 percent, while Latin America has the lowest, at 5 percent. In addition, more than half of the companies report difficulty retaining top-performing (52 percent) and critical-skill (56 percent) workers. But that is not the most significant finding.

What is most interesting to me is the apparent disconnect between employers and employees on pinpointing the problem. Fifty-two percent of the employers say the number one reason they struggle to retain employees is base pay whereas 37 percent of employees cite stress levels (base pay came in second, followed by promotion opportunities, career development opportunities, and work/life balance).

The study found that when employees are satisfied with stress levels and work/life balance, 86 percent are more inclined to stay with their company (versus 64 percent when dissatisfied) and 88 percent are more likely to recommend it as a place to work (versus 55 percent when dissatisfied).

“Worldwide, the frenetic pace of modern business is taking its toll on employees,” said Adam Sorensen, global total rewards practice leader at World at Work. “There’s no question that employees are more likely to leave or speak badly of their workplace if they feel overburdened. Companies that take steps to ensure that stress levels are not onerous will save money in the long run by reducing attrition.”

The concept that employees are feeling overburdened in the workplace is not new. There was an article by Douglas Ready and Jay Conger about this subject in the Harvard Business Review in June. The authors had conducted a study in 2005 that revealed virtually all companies indicated that they had an insufficient pipeline of high-potential employees to fill strategic management roles.

In the article, they pinpointed that passion must start at the top and infuse corporate culture; otherwise, talent management processes can deteriorate into bureaucratic routines. In other words, when you tally up the studies, companies are throwing money at employees but money does not make people feel passionate about their jobs, probably because the stress levels aren’t worth it.

Much like we see in social networks, it’s too much management and not enough leadership. And, obviously, there is a breakdown in communication because employers think that throwing money at employees reduces stress.

If there was better communication, companies would already know that it’s not the money, it’s the environment. Case in point: one-half of the companies said that their managers do a good job at performance management, but U.S. companies received the lowest management ratings (Asia-Pacific companies received the highest). Do you think there might be a correlation to management, non-communication, employee stress, and retention? Naw, couldn’t be. Could it?

What seems to be happening is that companies are attempting to bribe their way out of developing positive corporate cultures by increasing incentive programs while raising financial targets to earn those incentives. The reason they think it works is because the people most likely to be promoted and support these models are those who chased after financial lures in the first place.

But for the rest of the stressed-out workforce, they seem to be escaping through Facebook and other online social networks where they hook up with recruiters and potential employers who promise that the grass just might be greener someplace else.

Time out. That's not measurable, some might say.

“Unlike processes, which can be copied by competitors, passion is very difficult to duplicate. Nevertheless, there are companies that can build it into their cultures” — Harvard Business Review

The beginning of a solution is right in front of management’s nose (literally so if you are reading this post). More than anything else, companies that want to succeed tomorrow must invest in better two-way communication streams between themselves and their employees (never mind consumers for a minute). Because the simple truth is that if this communication existed, then there would be no disconnect between why employees leave and why employers think they leave.

So if you ask me, employers need to train management to be strategic and passionate leaders who motivate not just with Jolly Ranchers (like they try to do to my son when he is in school) but with open communication that instills a sense of passion and trust with the company. Training managers to communicate goals rather than enforce corporate policy is one solution. Closed social networks or even internal blogs for employees might be another (recognizing many social networks struggle with the concept of community).

“Employers that are best at building and maintaining the right workforce are often the best at aligning workers’ rewards with the company’s goals. Their performance management programs clearly communicate what workers need to do to get ahead and to improve company performance. This builds a sense of teamwork that makes it easier to retain employees, as well as attract high-potential newcomers.” — Watson Wyatt

Raising Neptune: Veronica Mars Fans

Kristen Bell, best known for her role on the cult hit Veronica Mars, will be joining the cast of Heroes this Monday. And with her, she may be bringing thousands of Veronica Mars fans.

Veronica Mars fans have long since noticed that the Veronica Mars DVD will be released the day after Bell’s debut as a new character with mysterious electric powers. In preparation, hundreds of fans have downloaded fliers to help promote the Save Veronica Mars Web site under their combined group banner Neptune Rising.

As part of their DVD promotion efforts, Veronica Mars fans have even pooled together enough money to, weather permitting, fly a banner "Buy Veronica Mars Season 3 On Sale Now" from Middletown, Ohio, to Cincinnati.

“The flight will be approximately an hour long and we are hoping to hit rush hour traffic along two expressways,” says Mark Thompson, who operates the Save Veronica Mars Web site. “Cloudwatchers flew one for Veronica Mars to get us a Season 3 and campaigners for the show Invasion flew one trying to save their show last year as well.”

Thompson says renting planes is becoming commonplace for fan groups. CSI fans, he says, are looking to rent planes with banners to save a character on the show. In addition to the plane flight, they are recruiting bloggers and other fans to make noise on the Internet this Monday and Tuesday.

Veronica Mars fan Rachel Gerke, who pitches better than many working public relations professionals I know, tells me that on Oct. 23, Veronica Mars fans will begin collecting letters to make fan scrapbooks for Kristen Bell, Rob Thomas, and Alan Horn, president of Warner Brothers. The scrapbooks will take some time to get together, but fans are hoping to complete the project as a holiday gift. And, half a world away, a Veronica Mars fan has been promoting an Oct. 26 start date for Veronica Mars syndication in Australia.

Combined, Veronica Mars fans have easily redeemed themselves since the Buddy TV story in June told them to turn to Jericho fans for help. Nowadays, it almost seems to be the other way around.

The difference isn’t in the fans; it’s in network communication. Jericho fans are still mending fences after fan fallouts caused by some who lobbied Nina Tassler’s message, which implied that CBS fans might save the show if they simply “hung out” on the CBS message boards. While most fans are friendly, visiting the kitchen tends to drive more people away over disputes than it can keep.

For Jericho, the best ideas continue to be those away from the network (it’s about time). Next week, I’ll be looking for them to see if we can find some kind of sum up and solidarity.

If there is a lesson to be learned by networks, there seems to be two distinct ways to work with passionate fans: either partner with them and provide the support they need or stay far, far away. Unfortunately, CBS tends to fall somewhere in the middle, floating messages out through select fans and editing posts that might distract from those who seem closer to them.

Although the stay “far, far away” approach might seem frustrating for Veronica Mars fans at times, they should be happy not to have a halfway headache. The result is a clear focus: Veronica Mars Season 3 DVD goes on sale Oct. 23. If you haven’t heard, I expect you will.

Saying Tomato: Whole Foods Market, Inc.

Whole Foods Market, Inc. (Whole Foods) has completed its investigation into CEO John Mackey’s online financial message board postings related to Whole Foods and Wild Oats Market (Wild Oats). The fiasco began months ago after it was revealed that Mackey posted disparaging remarks about Wild Oats on Yahoo financial boards using the anonymous name “Rahodeb.” He did this for years, stopping several months prior to the Whole Foods acquisition of Wild Oats.

The result was one of the biggest games of “you say tomato, I say tomoto” in recent history, with some people insisting it was all good fun (including Mackey before he admitted a lack of judgment) and some people claiming it is an ethical breach of his fiduciary duty with the insistence that he be immediately removed as CEO.

The Whole Foods Board, led by Rahodeb and including "Divad," "Nhoj," "Elleirbag," "Ssah," "Sirrom," and "Hplar," has reaffirmed its support of Mackey. (By the way, Divad, Nhoj, and Hplar led the "independent" investigation.)

So why did they say tomato? They won't say. It’s a secret.

“The Company and the Board intend to cooperate fully with the SEC in completing its related inquiry. Due to the ongoing SEC inquiry, the Company and the Board have no further comment at this time.”

Instead, they have turned over their investigation to the Securities and Exchange Commission (SEC), which is charged with determining if Mackey violated the law. I do not envy the task; exonerating Mackey will smack as permission for more colorful CEOs to do the same. Not to mention, the media, which was once sympathetic to Mackey, is starting to lose their patience with the whole sordid story.

They have several reasons. Mackey’s activities were carried out despite knowledge of them by senior executives and several knew of the postings as of 2001, according to three people familiar with the matter, reports The Wall Street Journal. The independent investigation no longer looks so independent. The company will not comment further. And, the longer it takes to resolve a crisis communication situation, the less likely the media will be on your side.

So why did they say tomato? That’s no secret. It’s simple.

The Whole Foods Board has nothing to lose by doing so. If the SEC does decide to call Mackey’s antics less than vine ripe, then it simply has to announce something like this … “In light of the SEC investigation, which uncovered additional information, we have decided to say tomoto instead of tomato.” And then call the whole thing off.

Understanding Semantics: PR Students

“If A equals success, then the formula is A equals X plus Y and Z, with X being work, Y play, and Z keeping your mouth shut.” — A. Einstien

There are two things I always take away from teaching. First, semantics can sometimes mean the difference between discussion and dispute. Second, teaching, in and of itself, is learning (as long as the instructor listens now and again).

I have yet to teach a class where I do not walk away learning something new. Last night, I learned as much if not more from guest teaching social media for a Fundamentals in Public Relations class, normally taught by Keith Sheldon, ABC, APR, than the students. Then again, they were not only students. Most are also working professionals in media, public relations, and advertising. So it was in discussing social media with them that I learned about several social media roadblocks from the perspective of their respective employers. Here are four:

Social media practitioners claim comments are required.

If there is one stumbling block for companies and organizations it is the erroneous belief that blogs require comments. Concern over comment moderation is one of the largest roadblocks for having blogs deployed.

Reality check: the purpose of the communication dictates whether or not a blog is served by comments, not the medium in which the message is communicated. The conversation does not need to take place on one blog, but can take place across many blogs. (Living in reality: BlogStraightTalk members.) The root of the semantic confusion: practice vs. purpose.

Social media practitioners advocate complete transparency.

The erroneous idea in social media that all employees simply share their thoughts at random and ad nauseam, even if it means disagreeing or damaging the principles or principals of their company. Message control should be abolished, they say.

Reality check: Smart public relations firms never advocated message control; they advocated message management. Given the best communication occurs from the inside out, one wonders what consumers might think when different employees deliver conflicting messages. While some say this all equals transparency, multiple messages can shred authenticity. (Living in reality: Brian Clark).
The root of the semantic confusion: control vs. manage.

Social media practitioners support social media measures.

Across social media, including communication-related blogs, several practioners are pushing measures like Google page rank, Technorati links, friend/follower counts, and Alexa traffic (usually when it suits them). Currently, Alexa traffic is sitting at the top of the heap.

Reality check: The accurate measure of any communication is its ability to engage consumers, change behavior, and/or produce outcomes. While some people mistake the term “outcomes” to mean sales, it is simply means meeting the objective of the communication. In terms of traffic, blog dramas can create some interesting spikes, but if traffic really counts, we might all be better off blogging about Britney Spears. (Living in reality: Robert Scoble). The root of the semantic confusion: buzz vs. outcome.

Social media practitioners always talk about conversation.

Social media practitioners claim that it is all about the conversation and companies should be compelled to have a dialogue with them.

Reality check: If social media is all about the conversation, then why are so many practitioners talking and so few listening? Ergo, what seems to be is that some practitioners are more interested in driving their own one-way communication than they are willing to have a real dialogue with those they demand it from. Some practitioners create blog dramas or storm away in the face of fair criticism, the exact opposite of open two-way communication. (Living in reality: David Maister). The root of the semantic confusion: dialogue (communication) vs. dispute (non-communication).

"If you don't manage your message, then your message will manage you."

While the class revealed additional social media roadblocks, many of them can be traced back to a root cause related to semantics, including the difference between criticism and cynicism. However, I also noted a tremendous difference between these public relations students and communication practitioners and the class I taught just six months ago.

When I told these students that the communication landscape had changed, none of them looked slack-jawed, appalled, or bemused. While only three of them raised their hands when I asked if anyone was engaged in social media (not one blogger), the definition was already familiar to them. What is significant to consider is that participation in social media does not always mean practicing in social media, which again dispels the myth of counting blogs as a measure of acceptance.

More to the point, they made me wonder. Maybe the biggest roadblock that prevents social media from becoming mainstream is not the public as much as the practitioners. In other words, maybe social media is having trouble managing its own message. How ironic.

Drumming Up Interest: Anthony Miranda

When Anthony Miranda was playing drums for Johnny Mathis, he needed to add metal sounds to a hand drum set. But what he didn’t know ten years ago was that a single YouTube video would garner more attention for his solution than he ever received touring with the Grammy Award-winning singer and songwriter or attending trade shows and conventions for five years.

Now, Miranda will be considered as an act featured on Late Night With David Letterman. Representatives from the show caught Miranda's demonstration of his invention, Fingerstix, on what appeared to be a spontaneous YouTube performance in a restaurant.

“My marketing director brought up filming a YouTube video,” says Miranda. “So I concepted the idea of doing it in a restaurant with plates and glasses.”

In many ways, dinner plate performances had previously been proven. Always the entertainer, Miranda had played in restaurants for his friends for years. His talent is amazing; the video a must see. Almost immediately following the launch of the video, Miranda noted increased exposure and sales on his Web site, where you can catch several more dazzling clips.

“Any great idea has to find the right path to market,” Miranda told me. “I’m an inventor and creative person by nature, but even I knew finding the right people to help me take my product from an idea and onto people’s hands was key.”

Five years ago, when Miranda first decided to take his invention public, he went the traditional route. He took it out to trade shows like NAMN and had some success with resellers. It made sense. After all, Fingerstix were responsible for the unique percussion sounds on several albums and movie soundtracks

“I also used them in concerts and clinics and sold numerous sets to the attendees,” he said. “But all of these traditional methods targeted a very focused segment of the market.”

Given Miranda has performed with Mathis, Madonna, Natalie Cole, Gladys Knight, and Tom Jones, one would assume the traditional route would have been enough. However, Miranda gives ample credit to the power of social media.

“It [the video] opened up Fingerstix to a much broader audience,” says Miranda. “The YouTube video was shot in one take and the Fingerstix team posted it a couple days later. I couldn’t believe that hundreds of people watched it shortly after and they still do.”

Miranda says that the Fingerstix team has always used some guerilla marketing techniques to improve sales, but nothing like the YouTube video. Currently, they are working on his next YouTube video. And while Miranda wouldn't give up the concept, he did tell me that it is sure to be sensational.

I have little doubt about that. Who knows? Maybe the next YouTube video will include Hilary Duff. It could happen. Miranda recently added movie producer to his long list of credits and credentials.

Drinking Games: Bud TV

Two years ago, Bob Lachky had enough creative vision to become executive vice president of global industry development for Anheuser-Bush, Inc., which made him responsible for representing the company to alcohol beverage industry groups nationally and abroad, and to enhance the overall image of the beer industry with both the public and within the industry. Fresh off seven consecutive wins in the Super Bowl’s USA Today Ad Meter Poll, he seemed like the perfect match.

“I am excited and inspired by the challenge that has been put before me. And, after leading our creative team to seven consecutive wins in the Super Bowl’s USA Today Ad Meter Poll, I am grateful to be leaving my job as head of brand creative on a high,” Lachky said then.

More recently however, he showed that oh-too-transparent side as he delivered an acid-tongued review of Bud TV with a quotable or two that rivals Lauren Caitlin Upton, Miss South Carolina.

“…as you can tell, I was doing something else at the time, I think had a little stronger sell on this,” said Lachky during Masters of Marketing. “… kind of a flawed idea but a brilliant concept.”

Okay. Sure, Lachky is technically accurate, in that a concept is an abstract and an idea is a visible representation of a concept, but the rest of the summed review of his company’s own communication effort reveals Bud TV wasn’t such a brilliant concept at all. And based on the previews alone, it’s easy to see Bud TV is exactly how Lachky described it: a purposeless waste that featured ‘bizarre’ content and no branding. (A classic example of more buzz, less outcome.)

None of the content is ‘bizarre’ enough to be that funny except one gem on YouTube. The rest is simply a good indication of why Bud TV captures about 50,000 unique visitors per month (that’s on par with some mid-level blogs). Still, the company says it has faith, enough to let all it all run through 2008.

Not to be deterred, Tony Ponturo, vice president of global media and sports/entertainment marketing at Anheuser-Bush, recently tried to put the decision in perspective as the company intends to invest more in entertainment and the digital space.

"We wanted to get through the step of, 'OK, should we continue into '08 as we build our marketing plans?' and that was the decision," he said during a keynote speech at Online Media, Marketing & Advertising Conference & Expo. "I think it (Bud.TV) is something that could have an ending someday, but I think if we keep learning from it and if we keep seeing assets from it ... then it makes sense to continue the site.”

You can catch more of Bud TV talk over at iMedia. But right out of the gate, Ponturo tells us why Bud TV doesn’t work.

“We wanted to go into this sort of new world because of what we are seeing, and what our research suggests, that adults 21 to 27 are using the Internet minimally six hours a week, and obviously that's growing.”

No, no, no. If you want it to work, stop talking about why you did it and start talking about what it promises to deliver (just make sure it delivers something, which it doesn’t at the moment). And, you might ask Lachky to stop poking at the ashes with critiques that reinforce the idea that Bud TV is dead anyway. (I'm still wondering what he was doing while millions were poured away.)

So here are are quick fixes. If you want to save Bud TV, dump the ego-creative concepts and provide content people who drink beer want to see. Like, um, how to brew beer at home. Or maybe, follow a NASCAR driving team around the circuit (oh right, you more or less gave that content model over to Coors). Or maybe, you could cover the Beer Pong championship. Or maybe, you could put in some product placement, since, well, they are your shows. Or maybe, ask people who watch Bud TV to provide some content from time to time.

I dunno. Whatever Bud does next, let’s just hope they don’t launch a completely different channel and spread out their already thin fan base. Oh right, they already did that too, several times over.

Not to worrry, there is always a bright side: after spending $30 million for a site that is less than fluid, some people on the team will likely need a beer in 2008. It brings new meaning to the term case study.