Board games in the workplace mimic those commonly used for family entertainment, such as Snakes & Ladders and Checkers. Such board games entail moving counters or placing cards on a pre-marked surface in accordance with a set of specific rules.
Breakfast briefings are regular information sessions held early in the morning to provide employees with opportunities to hear presentations by noteworthy speakers, mostly from within the organisation.
Buzz groups are formal meetings to put the spotlight on specific organisational issues or topics through discussions by end-users, contributors, subject matter experts, key opinion leaders or networkers.
Conferences are briefing sessions held once or twice a year to communicate relevant information to defined employee groups. Content may focus on the following areas: Organisational review and market updates,
Conversation cafés are a form of employee interaction that simulates the conversations friends have in cafés discussing topical issues, and ways to solve them. The conversation café methodology models this by seating groups of employees.
Conversation with the chairman is an interview-style dialogue conducted as part of an employee conference, roadshow or townhall meeting. The value of the chairman as a communication medium is often overlooked.
A flipchart is a pad of large paper sheets fixed at the upper edge to a support board that stands on a tripod. Text is usually hand written with marker pens and may include figures or charts. When completed, the sheet is flipped over.
Focus groups are a qualitative research tool in which a group of employees is asked about their attitude to, and opinions of, an issue, product, service, initiative, event or idea. Focus group discussions are led by a facilitator.
Huddles are quick, informal stand-up meetings focused on sharing information with a specific end-purpose in mind. Huddles are used in situations where it is advantageous for a group of employees to come together quickly and share information.
Hypotheticals are interactive sessions where an organisational issue is played out in some future time based on a number of assumptions. Hypotheticals provide a methodology for examining difficult choices.
Induction programs initiate new employees into the ‘Organisation’s Way’. Studies have shown that the initial days of employment are key to an employee learning a new job successfully and adopting the required organisational practices.
A third-party interview is an in-depth conversation conducted between a senior leader and an interviewer from outside the organisation, e.g. a respected television or radio journalist, or subject matter expert.
Leader’s update comprises messages critical to achievement of organisational objectives that are communicated to employees direct from the leader with regular frequency. It is a tactic to provide information and inspiration.
Mock trials are an effective tactic for putting ‘on trial’ inhibitors of high performance to foster shared employee understanding with a view to work-shopping solutions. Staged in front of an audience, mock trials provide a forum.
Open forums are question-and-answer sessions conducted at employee gatherings for the purpose of open discussion with leaders on general organisational issues or specific topics. Open forums can be held as stand-alone events.
Organised social events are the gathering of employees on an informal basis for the purpose of social interaction. Although the emphasis is on informality, such events provide opportunities for leaders to communicate key messages in a relaxed way.
Panel discussions involve debate by subject matter experts or key influencers on issues critical to the organisation’s success. The panelists are seated on stage at a townhall meeting, conference or leaders forum to provide their insights.
Performance appraisals (or employee appraisals) are an essential tool for managing performance. They provide clarity about what is required for success in a role as defined by the ‘what’ (KPIs and objectives) and the ‘how’ (behaviors).