be more aware of the company’s needs, but I don’t have a lot of experience with these kinds of departments, so I’m not sure what the rules about how they’re supposed to function are. So I’m just going to say that they should be a place where employees can go to share frustrations, share their successes, and generally talk about the company and how it is for them.
In this day and age of being able to send a text message, call someone, and post on a Facebook page without ever leaving your desk, it is important for companies to have an online community. The more people who use the company, the more they will understand the company, the more they will like it, and the more they will stay. So I think companies should create a department to help them do that.
I think this is a great idea. When I was a consultant, I would send out an e-newsletter to my clients. I would send out a one-page flyer about what they did and why it was important. Then I’d send out a call to action. At the time I had the best reception department in the industry and I was able to get a lot of action out of it. Nowadays I’m not so lucky.
My advice to companies is to go ahead and create this department. It makes for a good business relationship. And it also helps you to make sure that you are acting in the best interest of everyone there.
Companies that have a department of corporate citizenship tend to spend a bit more time and money on employee training. The best practice I’ve seen is to allow the employee to be the spokesperson for the company and have a small role in the company’s communications, but be a part of the larger corporate decision making process.
A company that creates this department can also give the employee a bit more power to set their own agenda. Ie, they can approve the companywide meeting agenda and set the topic, or they can approve specific items. These guidelines set the tone for the meeting and can be a bit more important than the actual agenda.
I have a hard time seeing the benefit in this. A company can provide training and education to employees, so it makes sense that they want to include the employee in the process and have them as an input in the decision. The only exception I can see to this is if the employee is under contract with the company and is expected to be on the company’s payroll. Since the employee is a company employee and is not an employee of the company, they can’t do this.