Webinar Replay #90: Achieving Safety Results Through Strategic Marketing and Communications

1
00:00:04.900 –> 00:00:11.049
Steve Kessler: Good morning. Everyone. Welcome to the INFINITI Fast Forward Webinar Series.

2
00:00:11.220 –> 00:00:32.340
Steve Kessler: It’s a pleasure to have everybody join us this morning. My name is Steve Kessler, and I’m going to be the host of the program today. I have to tell you all this is a topic that’s close to my heart as a company that’s been involved in safety training for many years. We talk an awful lot about

3
00:00:32.549 –> 00:00:36.379
Steve Kessler: developing a culture of safety within your company.

4
00:00:36.600 –> 00:00:43.049
Steve Kessler: and that’s easy to say, and not so easy to do in some cases. And that’s the reason we’re going to

5
00:00:43.250 –> 00:01:13.110
Steve Kessler: talk about ways to achieve that sort of a safety culture title of our program today is achieving safety results through strategic marketing and communications. So, this may be a bit of a different approach than y’all have heard about before, but I’m very excited to have those of you that are out there joining us this morning before I introduce our guest. Let me just cover a couple of little housekeeping items quickly.

6
00:01:13.210 –> 00:01:31.729
Steve Kessler: Everybody that’s logged in is muted so we can’t hear you. So, if you would like to communicate with us. You can use the chat box, which is in the little tray there, I believe, at the bottom of your screen, or you can use the Q&A box, if you’d like to pose a question.

7
00:01:31.870 –> 00:01:47.869
Steve Kessler: So, it’s a great way for us to know who’s out there. So, if you all don’t mind. Why don’t you just jump on the chat? Tell us who you are, where you’re from, and we’ll know who’s out there that we’re talking to this morning.

8
00:01:48.030 –> 00:01:54.630
Steve Kessler: So, while you all are doing that, let me introduce our guest. I’m very happy to have Lisa Battaglia

9
00:01:54.760 –> 00:02:02.060
Steve Kessler: join us this morning. Lisa is the founder and president of Battaglia Communications.

10
00:02:02.370 –> 00:02:13.560
Steve Kessler: Lisa has more than 15 years of acclaim to communications and marketing expertise in both major private and public sector organizations.

11
00:02:13.740 –> 00:02:20.039
Steve Kessler: She works with companies to create internal marketing campaigns that promote culture, buy-in

12
00:02:20.250 –> 00:02:27.400
Steve Kessler: and external marketing and thought leadership campaigns to attract and retain ideal customers.

13
00:02:27.740 –> 00:02:35.319
Steve Kessler: This creates measurable results around brand awareness, customer satisfaction and employee retention.

14
00:02:35.980 –> 00:02:44.019
Steve Kessler: Lisa has proven that healthy internal safety and overall culture drives external success.

15
00:02:44.400 –> 00:02:47.680
Steve Kessler: She guides organizations through this process

16
00:02:47.810 –> 00:03:11.330
Steve Kessler: by focusing on communication with employees through internal brand development and alignment around mission vision and values, employees deliver better service to customers that strengthens the client, talent, retention and positively impacts the bottom line, which is something that’s very important to all of us in this business. Right now.

17
00:03:11.850 –> 00:03:24.990
Steve Kessler: before Lisa founded Battaglia Communications. She served as a Director of Communications and public Relations for Jetco delivery, a Houston-based Transportation and Logistics Company.

18
00:03:25.330 –> 00:03:36.339
Steve Kessler: and during that time Lisa worked on both internal and external marketing, helping to promote and anchor the organization’s robust culture through communication.

19
00:03:36.810 –> 00:03:44.949
Steve Kessler: At the same time she worked as director of marketing and public relations for Jetco, CEO, Brian Fielkow

20
00:03:45.190 –> 00:03:51.850
Steve Kessler: developing his leadership brand through the securement of speaking engagements and press outreach.

21
00:03:52.010 –> 00:03:54.519
Steve Kessler: And I’m a big fan of Brian’s and

22
00:03:54.640 –> 00:04:02.240
Steve Kessler: one of my favorite books of his is driving to perfection, which is all about creating a company culture.

23
00:04:02.620 –> 00:04:13.850
Steve Kessler: Lisa also served as vice president of marketing and communication at Patriot rail, a Short Line railroad holding company, operating 32 railroads in 23 States.

24
00:04:14.350 –> 00:04:18.910
Steve Kessler: Lisa has served on the Texas Trucking Association Board of Directors.

25
00:04:19.490 –> 00:04:23.810
Steve Kessler: the American Trucking Association’s Image and Branding Committee

26
00:04:24.110 –> 00:04:27.410
Steve Kessler: and the Houston Museum District Marketing team.

27
00:04:27.620 –> 00:04:40.129
Steve Kessler: Lisa has a Bachelor of Arts in English and a Master of Arts in English literature, both from Belmont, Belmont University, Lisa currently resides in Houston, Texas. Good morning, Lisa. Welcome.

28
00:04:40.130 –> 00:04:42.800
Lisa Battaglia: Good morning. Thank you so much for having me.

29
00:04:43.470 –> 00:04:47.169
Steve Kessler: Pleasure to have you here today. We’re excited to hear what you’ve got to tell us.

30
00:04:47.170 –> 00:04:49.970
Lisa Battaglia: Thank you and thank you. Everyone for tuning in.

31
00:04:50.110 –> 00:05:19.370
Lisa Battaglia: We’re going to get going. So, let’s just jump right into this when I talk with people about what advertising means to them, or what the 1st thing people think of when they hear advertising or marketing or communications. Often people think about billboards that you’re seeing when you’re driving down the road. Maybe an ad on television, a pop up that you’re getting, you know, on your computer or something on LinkedIn. And when people often, when I ask people.

32
00:05:19.510 –> 00:05:22.959
Lisa Battaglia: who are you marketing to, who is your audience?

33
00:05:23.110 –> 00:05:38.299
Lisa Battaglia: Typically, the 1st thing people will say is, well, we’re marketing to our clients and potential clients, which is great. And that is something, absolutely. Every organization needs to be reaching out to clients and potential clients. But

34
00:05:38.570 –> 00:05:45.979
Lisa Battaglia: I also want you to think about who really your most important customers are, and those are your employees.

35
00:05:47.310 –> 00:05:52.169
Lisa Battaglia: Keep in mind that your employees are responsible for customer service.

36
00:05:52.630 –> 00:05:59.959
Lisa Battaglia: They’re responsible for productivity, and they’re ultimately responsible for your organization’s safety culture.

37
00:06:00.260 –> 00:06:23.079
Lisa Battaglia: So, when we think about who we’re putting the most effort into in terms of development. Sometimes we think, well, we’ve got to be completely focused on the outside. We need to be focused on our clients. But I really want you to start today by thinking about your customers and your clients who are the most important people, and ultimately your employees.

38
00:06:23.940 –> 00:06:35.989
Lisa Battaglia: Your employees are responsible for driving safety. And if you buy the notion that safety is behavior based, which I hope that you do, then what is it that creates behavior?

39
00:06:36.530 –> 00:06:53.289
Lisa Battaglia: And the answer to that, I would, I would tell you, is the environment that we create. The environment is what dictates how people behave and ultimately in safety. Sensitive industries like we’re all in. We want people to do the right thing, even when no one is looking.

40
00:06:55.180 –> 00:07:02.430
Lisa Battaglia: So that said, your organization’s bottom line is dependent on building an employee-owned culture.

41
00:07:03.030 –> 00:07:20.379
Lisa Battaglia: Your bottom line and safety are tied hand in hand, and if your employees are driving safe behaviors, then your bottom line is dependent on creating engagement around your team and investing in them and treating them as if they are your clients as well.

42
00:07:21.530 –> 00:07:31.279
Lisa Battaglia: So, we want to talk a little bit about why employee engagement matters. So, when you have engaged employees, ultimately, you’re going to see a boost in productivity.

43
00:07:31.840 –> 00:07:50.490
Lisa Battaglia: You’ll see higher customer loyalty, higher profitability, less turnover, fewer workplace safety failures and lower absenteeism. When people feel engaged, they’re more likely to want to show up to work. They’re more likely going to want to be involved in what’s happening in your organization.

44
00:07:50.610 –> 00:07:57.620
Lisa Battaglia: and so, keep in mind throughout this presentation. That employee engagement ultimately translates to your customer experience.

45
00:07:57.850 –> 00:08:17.619
Lisa Battaglia: And in my case the question is, how can marketing and communications drive employee engagement? And so, we’re going to talk through some ideas today about how you can use marketing and communications internally to start to drive your overall company culture and safety culture.

46
00:08:19.340 –> 00:08:48.990
Lisa Battaglia: So that said, I want you to rethink for today what you think of as marketing. We all think, like I said in the beginning, that we’re focused on the external. But for today we’re going to talk about internal marketing and communications. And I do want to say, I know that probably a lot of you on this call maybe don’t work with a marketing professional, or you don’t have an internal marketing communications team. And that is okay. I am, of course, always here to bounce ideas off you, so

47
00:08:49.010 –> 00:09:05.150
Lisa Battaglia: please feel free to reach out if you ever have any questions. But I also want you to consider forming a committee at your organization with employees of all different levels. So, some frontline employees, office employees, c-suite

48
00:09:05.150 –> 00:09:25.869
Lisa Battaglia: everyone gets them together, maybe 5 to 6 people, those people who are your thought leaders in your organization, or who kind of are in tune with communication around what’s happening and ask them to think about some of these ideas that I’m going to present today. Because of this I would encourage you. You could start on this tomorrow. So, the goal here is for you to take away some ideas.

49
00:09:25.870 –> 00:09:38.630
Lisa Battaglia: to really start to think about employee engagement and safety, as being dependent upon investing in your team in terms of internal marketing and communications.

50
00:09:40.520 –> 00:10:04.820
Lisa Battaglia: So, we’re going to talk through a few things today. 1st is safety culture buy-in through internal branding. And I’m going to explain what safety culture establishment through regular communication is. And I’ll give you guys some tips for how you can create some effective internal communication. We’ll talk about your handbook. We’ll talk about driving culture through family, and then we’ll wrap it up with.

51
00:10:05.090 –> 00:10:16.460
Lisa Battaglia: how does this all fit together? And how can you adopt your internal marketing and communication strategy and use that as a value proposition to attract the best customers.

52
00:10:17.680 –> 00:10:23.269
Lisa Battaglia: So, 1st thing we’re going to talk about is safety culture buy-in through internal branding.

53
00:10:23.490 –> 00:10:37.550
Lisa Battaglia: I’m sure you guys all have a brand, a logo that represents who you are. It’s your identity. It’s your value. And it’s that image that when people see it they know what you do, they know what you stand for.

54
00:10:38.200 –> 00:10:58.330
Lisa Battaglia: So, for example, when I ask this question and I’m in front of people live. I always say, you know, what are these 2 brands? And immediately everybody knows right? The 1st one is Amazon, and the second one is Nike. It doesn’t have to be called Amazon. And it doesn’t have to say, Nike, we know that that’s what these images represent

55
00:10:58.450 –> 00:11:25.200
Lisa Battaglia: and based on what you see. For example, this Amazon logo, you may have different feelings about that than someone else. So, for example, if Amazon is always consistently on time, your package shows up, it’s perfect. Then you’re most naturally going to have a positive association with that. Now, if we’ve got Amazon Prime, and it says it’s going to be there that afternoon, and it shows up a week later.

56
00:11:25.200 –> 00:11:50.579
Lisa Battaglia: You’re probably going to start to have a different feeling when you see this logo. And so, I want you to think about that when it comes to your logo and your brand at your organization? When people see your brand, what do they 1st think of? Do they think of excellent customer service that you guys are always on time, that you’re trustworthy? Or are there negative associations with that? So

57
00:11:50.580 –> 00:12:05.680
Lisa Battaglia: keep in mind that this brand is your visual representation of who you are, and the majority of people are visual learners. So that’s why having a brand like this, and a visual representation of your organization is so important.

58
00:12:06.850 –> 00:12:24.920
Lisa Battaglia: So, your external brand. What we just saw speaks to your customers. But your internal brand speaks to your employees. And if we’re talking about our most important customers being our employees, then I want you to start to consider the idea of building an internal brand for your organization.

59
00:12:25.680 –> 00:12:32.630
Lisa Battaglia: Your internal brand is a visual representation of your organization’s mission vision and values.

60
00:12:32.680 –> 00:12:51.729
Lisa Battaglia: So, if we’re talking about safety, your internal brand is a representation of your safety culture. It is that image that people will see, and when they do see it they are reminded that safety comes first, that there’s nothing more important than them getting home to their loved ones every day that

61
00:12:51.730 –> 00:13:05.980
Lisa Battaglia: we don’t cut corners that we can call a timeout without fear of retribution. But this visual representation is that reminder of all those things, just as if you looked at Amazon or Nike, and you were reminded of what they provide as well

62
00:13:07.730 –> 00:13:08.690
Lisa Battaglia: so

63
00:13:09.160 –> 00:13:36.380
Lisa Battaglia: as part of this process. When it comes to your marketing and communication strategy. And starting this process of building your internal brand, we must have employees buy in around your internal brand from the very beginning. So, rather than someone like me come in and dictate. Hey? This is what I think your internal brand should be, or even if you know your safety department, your CEO, your leaders.

64
00:13:36.770 –> 00:13:57.309
Lisa Battaglia: This is about frontline employees offering to you what they think your internal brand is going to be so while marketing and communications and the strategy drives how this process happens. Ultimately, you want to turn the reins over to your frontline employees to work with marketing to develop your internal brand.

65
00:13:58.130 –> 00:14:08.470
Lisa Battaglia: So, I’m going to kind of talk through. How I work with clients on this and what you might consider if you want to start the process of developing an internal brand. So

66
00:14:08.570 –> 00:14:24.760
Lisa Battaglia: the 1st thing is to send out a communication to your team, saying, hey, we are excited. We’ve decided that we want to create an internal brand that represents our mission vision and values that represent safety. And that reminds you that safety is

67
00:14:24.890 –> 00:14:40.809
Lisa Battaglia: more important than anything else. What are your ideas? And you start to get feedback? So, what are your 3 to 5 words or phrases that you think represents our organization’s safety culture, and let people respond back and send in their ideas?

68
00:14:41.120 –> 00:14:48.953
Lisa Battaglia: I worked with a company recently, and there was a little bit of hesitant hesitancy from the leadership team, they thought.

69
00:14:49.460 –> 00:15:16.509
Lisa Battaglia: I don’t know if anyone’s going to respond. They have about 300 employees. And we had around 130 responses. When we send out an email saying, we want to hear what your idea is. So once all those ideas, or we call them Taglines, came in. Then we formed a committee of people from all different levels of the organization. There were about 5 people. And we said, “You guys’ vote, what are your top?

70
00:15:16.720 –> 00:15:42.680
Lisa Battaglia: 3 out of the 130 that were submitted. We took those top 3, sent them back to the team and said, hey, here are the top 3 that we think that the committee thinks best, exemplifies our safety culture, which is your favorite. And again, we had an overwhelming response back. People really wanted to be involved in the process, and they had something to say. So, we tallied all of those up.

71
00:15:42.700 –> 00:15:48.919
Lisa Battaglia: and then that’s what we led with. We sent it out to the team and said, congratulations. This is the winner.

72
00:15:49.000 –> 00:16:17.060
Lisa Battaglia: Once that is established, then it’s time to create the visual representation. So, what you’re seeing here, my team and I got together, and we dropped 3 different Logos. And again, those go out to the team. And we say, You guys vote, which ones do you think best exemplifies our safety culture, and then the ones that received the most votes. That’s kind of what we go with. In this case. This was with Jetco delivery.

73
00:16:17.420 –> 00:16:19.240
Lisa Battaglia: The internal

74
00:16:19.590 –> 00:16:36.119
Lisa Battaglia: internal safety culture brand is called driving to perfection. D. 2. P. Driving to perfection came up, and there was an idea from one of the drivers who sent that in so frontline engagement from the very beginning. And this is the logo that they ultimately decided on.

75
00:16:37.180 –> 00:16:55.519
Lisa Battaglia: Here’s another example. Just to get you guys thinking, this is a oil and gas company that I work with, and we went through this whole process. They had an overwhelming number of responses. It was exciting to see, and one of the frontline employees came up with this idea, heath to home.

76
00:16:56.056 –> 00:16:57.720
Lisa Battaglia: And this meant that

77
00:16:58.470 –> 00:17:04.710
Lisa Battaglia: the goal was for all employees to get from home to heath and back home safely every day.

78
00:17:04.859 –> 00:17:12.940
Lisa Battaglia: This is the logo that everybody voted on, and then we ran with it. So once this internal brand is developed

79
00:17:13.160 –> 00:17:33.499
Lisa Battaglia: now is where you’re marketing and communication strategy must come in. You can’t just create the brand, throw it up on the wall and then call it a day. There’s got to be constant reminders of what this means. You must be able to measure it. Are people responding to it. Do people know what it means, and just keep in mind that that

80
00:17:33.580 –> 00:17:52.390
Lisa Battaglia: frontline engagement and that employee engagement from the very beginning will really help people attach to this and have ownership over it. So it’s so important that you guys, when you create this that you really are engaging everybody in your organization around what this means.

81
00:17:53.950 –> 00:18:07.190
Lisa Battaglia: So once the brand is established, then what? How are you going to test to see if it’s working? How are you communicating it out? And again, that’s where your strategy comes in.

82
00:18:07.400 –> 00:18:25.479
Lisa Battaglia: You start to rebrand everything. So, let’s say you have organizational stand-up meetings or stand downs. They’re called H2H. Meetings from then on. But it’s this constant reminder and communication to team members about what the internal brand means and what your safety culture really means.

83
00:18:25.480 –> 00:18:45.049
Lisa Battaglia: So, this is a good example of how we started testing to see whether H2H Was landing. We sent out postcards to homes. We had posters around offices. We sent emails and it had a QR. Code saying, scan this and send to us what you think H2H. Means to you.

84
00:18:45.160 –> 00:18:57.660
Lisa Battaglia: And we started getting just over overwhelming response. People wanted to tell us what it meant. It was, it’s so interesting to see how people really want to be engaged, and they want to be heard.

85
00:18:57.670 –> 00:19:17.340
Lisa Battaglia: So, I love this one that you’re seeing on the right side here. It says this was a field supervisor. He wrote in and said, I’m a single parent to my 9 year old son Jackson. He’s an amazing young man, and he depends on me for everything. We’re best friends. Heath to home. H. 2 H. Means that I can make it home safe to be with my little dude.

86
00:19:17.990 –> 00:19:32.559
Lisa Battaglia: So, we started asking people, and that’s a really good way to see if it’s landing. When I worked with another company on this for about 6 months in, we decided to video what people thought was an internal brand.

87
00:19:32.820 –> 00:19:44.910
Lisa Battaglia: And it’s amazing to see how everyone pretty much gives the same response. Everyone knows what mission vision values are. Everyone knows that it’s about doing the right thing to get home safely.

88
00:19:47.950 –> 00:20:13.879
Lisa Battaglia: Another idea. I want to give you guys 1st of all, if you’re on this call, and you don’t have life critical roles, I strongly encourage you to go back to your team and come up with those life critical roles. So those are the rules that if violated, could seriously harm or kill someone, they’re the ones that if violated, there’s no 3 strikes you’re out.

89
00:20:14.050 –> 00:20:33.090
Lisa Battaglia: That’s it. You’re out, and part of that, of course, is once you establish these, you must stick to them. But the process by which this happens is so interesting, because again, when you’re coming up with life, critical rules that support your organization’s safety culture.

90
00:20:33.630 –> 00:20:35.159
Lisa Battaglia: it’s got to be.

91
00:20:35.480 –> 00:20:41.750
Lisa Battaglia: You’ve got to engage your team members around it from the very beginning. So, in this case, when I was working with Jekyll.

92
00:20:42.140 –> 00:21:08.059
Lisa Battaglia: the safety department didn’t come up with these 6. It was the drivers who came up with them. We pulled in about 15 drivers and said, what are your top rules if you think are broken. That’s it. And these are the ones that they came up with. So, it really helped from the very beginning, drive engagement around these very serious rules.

93
00:21:08.230 –> 00:21:31.009
Lisa Battaglia: and then, where marketing communications can step in to help it stick is by branding it rather than just called life critical roles, or you know, whatever term that you’re using at your organization. We ended up calling them the serious 6, and we tested it again a few months, 6 months in. We’d ask people, what are the serious 6 and people know?

94
00:21:31.010 –> 00:21:43.269
Lisa Battaglia: And that’s because when we had the marketing and communication strategy in place, it meant that people saw this all the time. So these were wallet cards that all our drivers kept in their pockets

95
00:21:43.270 –> 00:22:09.850
Lisa Battaglia: or in their wallet, and when there were meetings, they were asked to pull that card out to show that they had, and someone would read what they were. We had posters. We had these as stickers and cabs. So, it’s really about that constant reminder of what these are, and then the branding around it to make it interesting. And remember, if we’re visual learners. This is helpful for keeping these alive.

96
00:22:11.620 –> 00:22:16.939
Lisa Battaglia: The next thing I want to talk about is safety culture buy-in through regular communication.

97
00:22:17.830 –> 00:22:32.819
Lisa Battaglia: So internal communication is the key to driving your company’s safety culture. If you’re not communicating what is expected in terms of policies, procedures, and overall safety, then you’re not getting to know your employees’ people.

98
00:22:32.940 –> 00:22:33.720
Lisa Battaglia: but

99
00:22:34.760 –> 00:22:44.479
Lisa Battaglia: when it comes to communication there are a couple of rules to keep in mind. 1st be clear, be authentic, and then be human

100
00:22:45.060 –> 00:22:55.009
Lisa Battaglia: in the in the world of Chat GPT right now, which I understand. People want to use it because it sometimes makes things easier, but it really takes away

101
00:22:55.280 –> 00:23:06.329
Lisa Battaglia: the human aspect of what you want to say. I tell this story a lot. But all a sudden I know someone on LinkedIn who has started posting all the time.

102
00:23:06.780 –> 00:23:12.439
Lisa Battaglia: but he is posting these messages that I know. For a fact he did not write.

103
00:23:12.710 –> 00:23:38.279
Lisa Battaglia: This does not sound like him, and it’s very. It’s very inauthentic. And its people who can see that right when you’re not authentic. People know if it’s not really you are speaking, it just doesn’t always land. And that doesn’t mean that your communication must be perfect. Make it. You be yourself. Be human because people are going to respond much better to that.

104
00:23:39.290 –> 00:23:52.650
Lisa Battaglia: So here are some ideas for internal communication to help drive your organization’s safety culture. These are all the things that you guys could do starting as soon as we get off this call. So, 1st of all, welcome letters.

105
00:23:52.870 –> 00:24:09.150
Lisa Battaglia: This is such an easy way to start to engage with your new team members. So, my suggestion for you guys would be if you have a new employee once a month, gather all of them on the list of names of who your new employees are.

106
00:24:09.440 –> 00:24:18.040
Lisa Battaglia: and then send letters home, either from your safety director or from your CEO, someone in the C-suite and your executive team

107
00:24:18.390 –> 00:24:21.820
Lisa Battaglia: and welcome the new team members. But

108
00:24:22.550 –> 00:24:43.870
Lisa Battaglia: where it’s important to keep in mind when it comes to communication, knowing your audience and your marketing communications person should be an expert in recognizing audience. So, in this case, if a welcome letter is going home, it’s not just going to the employees, right? It’s also going to their families. So, I would strongly suggest that

109
00:24:44.210 –> 00:25:02.540
Lisa Battaglia: when you write the letters home, dear Bob and family, we are so excited that you have joined our company. We welcome you, and we want to share with you what our safety culture means. Let’s say it’s H. 2 H. Heath to home. Heath to home means XY. And Z.

110
00:25:02.730 –> 00:25:22.979
Lisa Battaglia: We’re excited to have you. Here is here is a contact. If you have any questions, then consider including a $50, $75 gift card for a local restaurant and say this is for us. Take your family out and celebrate joining the team.

111
00:25:23.230 –> 00:25:38.610
Lisa Battaglia: When I’ve worked with companies on doing this, it’s kind of amazing spouses often respond back to the CEO saying, “Thank you. It really meant a lot to hear from you. I’m so excited that you know my spouse is part of the team.

112
00:25:38.960 –> 00:26:02.000
Lisa Battaglia: You will probably get responses back because people feel heard they’re appreciated. And it’s a really good way from the very beginning with your new employees and their families, and we’ll talk about family buy in a little bit to get them rallied behind your organization’s safety culture. Another thing shouts out, and a process for gathering them. Sometimes I see when I work with organizations that

113
00:26:02.090 –> 00:26:29.080
Lisa Battaglia: we get so caught up in sharing what’s not working, that we forget to share all of the good things, and so make sure that you are, you know, congratulating people on when things when things happen, and that there’s a process that you have in place, so that communication is flowing to the C-suite or to your marketing person. So, you have a way to capture those wins. Another thing to think about is recognition for events that are happening outside of the workplace.

114
00:26:29.700 –> 00:26:39.239
Lisa Battaglia: Keep in mind that we all understand. You know, we all have lives outside of outside of work. So, let’s say you have a team member run a 5 k.

115
00:26:39.360 –> 00:27:06.199
Lisa Battaglia: send that out to the team. Remember, we’re trying to create employee engagement, and when people are seen and heard. They’re much more likely to be engaged with your organization, and that means they’re much more likely to support your organization’s safety culture. And then just general reminders to employees that matter, creating that line of regular communication where you’re seeing people for who they are. For you know that they’re not just employees. They’re human beings.

116
00:27:07.800 –> 00:27:13.780
Lisa Battaglia: Another thing to consider. If you don’t already have an employee spotlight award in place.

117
00:27:14.160 –> 00:27:17.610
Lisa Battaglia: I would say, get on that, you know, as soon as we get off this call.

118
00:27:18.010 –> 00:27:23.240
Lisa Battaglia: But one thing to think about, a way to recognize your team members is

119
00:27:24.300 –> 00:27:49.750
Lisa Battaglia: typically, when I work with companies, I see that it’s the managers who are voting on who should be the employee spotlight or win the employee spotlight award. But if you’re trying to drive safely and you’re trying to create peer-to-peer accountability. Then once again turn that over to your frontline employees and let them vote on each other. Let them nominate each other, I would say.

120
00:27:49.750 –> 00:28:03.539
Lisa Battaglia: pull management, pull the C-suite out, and really let them own this and make it easy for people to submit. So, in this case we had a QR. Code. People scanned that this was a poster that we had around

121
00:28:03.550 –> 00:28:04.700
Lisa Battaglia: offices.

122
00:28:05.000 –> 00:28:08.370
Lisa Battaglia: We also sent this home in the mail so people could scan.

123
00:28:08.500 –> 00:28:28.939
Lisa Battaglia: and it was amazing to see how many people were voting on their peers, saying, hey, he helped me do this, or I noticed that she did this. I want to nominate her for this award. So, if you’re not doing this, this is an easy place to start to really start to better engage your employees around safety and acknowledge them when they do the right thing.

124
00:28:30.530 –> 00:28:33.190
Lisa Battaglia: Another thing I want you to think about is.

125
00:28:33.400 –> 00:29:02.079
Lisa Battaglia: even though I am in advertising and marketing. I’m just. I’m not a big believer in paid advertising. I think you know, if you have a billboard on the side of the road. Are you really getting the eyes that you want on that? Are you really getting calls off it? And are they expensive? Advertising can be very expensive. So, my suggestion would be rather than focusing, you know, on the outside

126
00:29:02.370 –> 00:29:26.110
Lisa Battaglia: to try to recruit or get people to join your organization, I would say, consider who really are your walking billboards, and those are your employees. Right? They’re the ones who know what is happening. They’re talking to other people. They want to work with other safe employees and have team members on their team that they know are going to do the right thing. So

127
00:29:26.110 –> 00:29:36.901
Lisa Battaglia: if you’re doing a lot of external advertising, please keep in mind. I work with companies as well on external marketing, it is so important. But for this particular purpose.

128
00:29:37.280 –> 00:29:55.760
Lisa Battaglia: I would suggest taking some of those dollars and reinvesting them into your team members around creating a marketing communications strategy around safety, because essentially, you know, they’re your walking billboards, and the more you can get engagement around them the better your recruitment is going to be. But

129
00:29:55.970 –> 00:30:10.659
Lisa Battaglia: if you start to notice that there is a rotating door at your organization, it’s time to stop and think what is happening and what’s happening with communication. I would guarantee you that you have a communication issue. If you’re starting to see a lot of people, come in and out.

130
00:30:10.770 –> 00:30:15.169
Lisa Battaglia: When I worked with Jekyll. It was amazing. There was so much emphasis on

131
00:30:17.290 –> 00:30:31.229
Lisa Battaglia: employee engagement around safety and building this internal safety culture. And you know, with trucking companies in a industry that has a hundred percent annual turnover or more. They had about 30 to 35%.

132
00:30:31.430 –> 00:30:54.269
Lisa Battaglia: And it was because there was so much emphasis on employees and engagement and doing the right thing, making sure people were heard getting people involved, and people wanted to stay. And not only that, but most drivers who came in came in for 2 reasons, to interview one. Someone on the team had brought them in and suggested that they come to work for the company

133
00:30:54.360 –> 00:31:09.569
Lisa Battaglia: or 2. They had heard about the internal safety culture and the emphasis that was placed on employees, and that they that they meant something, and they were valued. And when we asked people, you knew what brought you here? That’s generally what people would say.

134
00:31:10.870 –> 00:31:38.209
Lisa Battaglia: So, when it comes to recruiting and retention, keep in mind that marketing communications can play a huge part in that. In helping establish your culture through internal branding, through proper communications, and just opening lines of communication within the company, because people want to be seen and heard, it’s not enough for you just to send an email. If people can’t respond back to you.

135
00:31:41.140 –> 00:31:49.679
Lisa Battaglia: The next thing I want to talk about is your handbook, and how this can be a collaboration between marketing and your frontline employees.

136
00:31:50.130 –> 00:32:01.739
Lisa Battaglia: So, I know we all probably have handbooks. Sometimes they’re long. I had a client recently send me their handbook, and it was over 200 pages.

137
00:32:01.820 –> 00:32:13.889
Lisa Battaglia: And we’re like, all right, we got to start over with this number one. Is everybody reading it? Do you really think that your employees are going to sit down and read 200 pages of your handbook? Probably not

138
00:32:13.960 –> 00:32:41.469
Lisa Battaglia: 2. Is it understandable? Does it make sense? And then, you know, if you turn around your office and you see your handbook sitting up on the shelf, and it’s collecting dust, it’s probably time to revisit it, and I’m going to tell you that I think it’s really important that your handbook be a living, breathing document, something that’s always evolving and changing, because, as you’re finding better ways to perform your jobs, then it needs to. Policies and procedures should change.

139
00:32:43.140 –> 00:32:55.680
Lisa Battaglia: But where this becomes important in terms of driving employee engagement around policies, procedures and safety culture is who on your team knows best how to perform their job.

140
00:32:56.310 –> 00:33:04.730
Lisa Battaglia: It’s probably the person who’s doing it. Your forklift driver, your truck driver.

141
00:33:05.360 –> 00:33:13.690
Lisa Battaglia: Those are the people who know how to perform their job the best and the safest, and so I would encourage you when it comes to

142
00:33:14.170 –> 00:33:18.319
Lisa Battaglia: revisiting your handbook, or, if you’re, you know, starting a new handbook.

143
00:33:18.540 –> 00:33:26.050
Lisa Battaglia: get your frontline employees involved with your marketing and communications person and let it be a collaboration.

144
00:33:26.190 –> 00:33:30.789
Lisa Battaglia: When I worked with a company on this recently, we brought people in, and we spoke.

145
00:33:30.970 –> 00:33:45.719
Lisa Battaglia: we put people in groups, and we said here 5 things that we need you to tell us how to best do these. And everybody had the same idea. They wrote up. You know, we had someone writing notes, and they talked about it. And we decided, here’s the best way.

146
00:33:46.170 –> 00:34:02.130
Lisa Battaglia: And then, where marketing and communications play such a big role here is taking all those ideas and simplifying it. So, remember, the audience is so important. If you’ve got team members who, you know, are

147
00:34:02.530 –> 00:34:09.139
Lisa Battaglia: high school grads yet you’re writing something off. Chat. GPT, that sounds like you have a PhD. In English.

148
00:34:09.590 –> 00:34:16.670
Lisa Battaglia: These things don’t compute right. People aren’t going to take it seriously. They’re not going to understand. It’s got to be easy to understand.

149
00:34:17.170 –> 00:34:22.439
Lisa Battaglia: Sorry I’m going to go back on that. And one other way to do that. Is.

150
00:34:22.800 –> 00:34:39.760
Lisa Battaglia: when I worked with a company. On this we took a lot of pictures. Rather. There was text, but a lot of it. We went out into the field, and we said, hey, show us exactly how to perform this this task, and we took pictures, and then we put them in into the Handbook, and we made it easy.

151
00:34:39.960 –> 00:35:05.970
Lisa Battaglia: and we also, I would encourage you to. When you’re doing your handbook, make sure it’s something where pages can be torn out like a binder, and then you can put new pages back in because you want to make this living, breathing document. You want to make it something that’s always evolving. So, as people come up with better ideas, there’s a process for them sharing that with you there’s an approval process that goes into place and then marketing and Comms can step in and add that in

152
00:35:05.970 –> 00:35:17.439
Lisa Battaglia: and one way to really make this your handbook come alive and be, you know, something that people really do rely on is when you have new policies and procedures that come out.

153
00:35:17.660 –> 00:35:21.409
Lisa Battaglia: Make sure that you have your stand up, meeting, or stand down, meeting

154
00:35:22.150 –> 00:35:30.210
Lisa Battaglia: your new page. Come, bring the new page with you and say, hey, we’ve decided this is the better way to do things. Someone gets up, reads this, shares it.

155
00:35:30.330 –> 00:35:40.050
Lisa Battaglia: And then this is page 15. Pull your old page 15 out and put this new one in, and it’s a really good way just to keep safety top of mind.

156
00:35:41.860 –> 00:35:57.136
Lisa Battaglia: Another thing I want to talk about is driving culture through family involvement. So, I love this. I’m a huge believer in it. It works, and I think it’s so important, and something that we often miss when it comes to

157
00:35:57.640 –> 00:36:00.060
Lisa Battaglia: driving safety. So

158
00:36:01.000 –> 00:36:13.260
Lisa Battaglia: I would ask you, do the spouses and loved ones of your employees understand the organization’s mission, vision and values. Do they understand what the safety culture is about?

159
00:36:13.450 –> 00:36:38.139
Lisa Battaglia: It is so important to bring spouses to bring loved ones in on what’s going in on in the organization, and why your company’s safety culture is so important because you want to make them allies right like if you’ve got a driver who’s got a report to the yard at 5 30 in the morning. But the spouse kept them out at a bar, drinking until one o’clock the night before.

160
00:36:38.370 –> 00:36:48.939
Lisa Battaglia: That’s probably not going to work. So, getting loved ones engaged and families engaged around your organization’s safety culture and explaining to them

161
00:36:49.430 –> 00:37:13.409
Lisa Battaglia: the person that you love has a very highly safety, sensitive job. It is essential that they come to work rested that they’re ready to do their jobs and so explaining that to families is so important to help create this overall safety culture where families are your allies, and they’re helping promote the culture as well.

162
00:37:13.860 –> 00:37:16.230
Lisa Battaglia: So, a couple ideas to share with you guys.

163
00:37:16.896 –> 00:37:20.159
Lisa Battaglia: I’m a big believer in quarterly newsletters.

164
00:37:20.330 –> 00:37:40.050
Lisa Battaglia: These, though, keep in mind, we’ve got to keep the audience in mind. So, these are going home to families. So, as you know, having updates on what’s going on in the organization is important. You also must keep in mind that this is probably the spouse who is going to see this. And it’s not just something that would be

165
00:37:40.190 –> 00:37:53.159
Lisa Battaglia: office focus that you’re sending out. So, in this case this client always had an intro where the CEO had got a chance to share what’s going on kind of like a state of the Union.

166
00:37:54.300 –> 00:38:09.289
Lisa Battaglia: In this case we always had values. And here there was an important payroll update. And why was that important? Well, because one, of course, it’s important to the employees. But if payroll situations change, that’s also going to be important to the families.

167
00:38:11.140 –> 00:38:34.279
Lisa Battaglia: But again, thinking about audience. And how are you going to pull families in on your organization’s safety, mission, and culture to get them to be your allies. In this case we started with one of my clients. We have this section called around the Dinner Table Conversation, and so in this section we just offer tips for people to talk with their families about safety.

168
00:38:34.900 –> 00:38:46.760
Lisa Battaglia: and in this case it was NSC. Was having their national teen driver safety week. And so, we said, here are some things just to talk about with your family, about safe, safe teen driving.

169
00:38:48.220 –> 00:39:02.499
Lisa Battaglia: Another thing that I’m a big proponent of is making sure you’re getting the kids involved. Do the kids of your employees understand how important it is of what their parents and their parents do, and how important safety is

170
00:39:03.286 –> 00:39:10.643
Lisa Battaglia: this one was just. It was part of the newsletter, and you’re not seeing the whole thing. But there was also

171
00:39:11.240 –> 00:39:17.099
Lisa Battaglia: a section that said, have them complete this and then email it to us. And we had set up a special email

172
00:39:17.370 –> 00:39:22.589
Lisa Battaglia: and send us a picture of your kid holding their completed activity. Finding safety words.

173
00:39:22.620 –> 00:39:48.410
Lisa Battaglia: we got an overwhelming response. So many pictures are sent in of kids completing their activity. Sometimes it’s this, sometimes we’ll do a coloring activity. It just depends on what we’re focused on that month. But it’s a great idea to get kids involved in your organization’s safety. Culture, too, and marketing communications can come up with creative ideas like this to help.

174
00:39:48.590 –> 00:40:01.740
Lisa Battaglia: It’s also a really good way to determine if these are landing. If people are reading them right, because when you start getting responses, you know that people are reading newsletters when they go out to the homes

175
00:40:03.840 –> 00:40:14.989
Lisa Battaglia: and then keeping in mind the audience again and pulling in families. So, if you’re on this call and you’ve ever, you know, launched new technology, you know that it can be.

176
00:40:15.120 –> 00:40:27.669
Lisa Battaglia: It can be a daunting task. It can be scary, and it can be a lot. So, I would strongly say, if you are, you know, installing drive cameras. Or if you’re implementing any new technology

177
00:40:28.420 –> 00:40:33.139
Lisa Battaglia: having a marketing and communication strategy around how you’re going to roll this out

178
00:40:33.250 –> 00:40:42.129
Lisa Battaglia: detailed for the next 6 months. Here’s everything that’s going to happen. Here’s our audience. Here’s what we’re going to say. Here’s potential questions that we may get

179
00:40:42.320 –> 00:40:45.510
Lisa Battaglia: having a plan. A communications plan is

180
00:40:45.760 –> 00:40:51.039
Lisa Battaglia: truly makes the biggest difference in the success of rolling out new technology

181
00:40:51.270 –> 00:41:05.950
Lisa Battaglia: and then flip it on the outside. Again, you want to get family involvement. So, in this case one of my clients was installing Samsara, and a ton of communication, of course, went out to all the employees.

182
00:41:06.150 –> 00:41:19.570
Lisa Battaglia: We also wanted to get buy-in from the families. So, this was a postcard that we sent home telling families what matters most is your loved ones. Here’s what we’re doing and why we’re installing Samsara.

183
00:41:20.300 –> 00:41:35.659
Lisa Battaglia: cameras, and they’re going to help protect your loved one. And then we had this opportunity for kids to complete this activity and send it to us. And we got so many pictures again of kids holding up their safe driver’s license.

184
00:41:36.180 –> 00:41:46.859
Lisa Battaglia: But just keep in mind. There are so many ways to communicate about your organization’s safety culture and depending on who you’re talking to will dictate the messaging.

185
00:41:48.220 –> 00:41:59.689
Lisa Battaglia: Another great example to get kids involved. When I worked with Jekyll we sent these letters home with a box of crayons and a blank sheet of paper and an envelope back. And we said, “We want your

186
00:41:59.790 –> 00:42:25.369
Lisa Battaglia: kids, grandkids, nieces, nephews, to draw what d. 2 P. The organization’s internal safety culture means to you or means to them. And again, there was an overwhelming amount of response. As you can see, one of these, the one on the right, says, buy, remember to drive to perfection by never forgetting what’s important. D. 2 P. That d. 2 P. Means everything to me that my aunt comes home safely every day. So

187
00:42:25.780 –> 00:42:49.079
Lisa Battaglia: really getting this buy in from the families is going to help drive your organization’s safety culture, which, of course, is ultimately going to drive your company’s bottom line. But then we took these, and how do you take safety and flip it on the outside to show your customers how important this is. We took these, and we turned them into a calendar.

188
00:42:49.140 –> 00:42:58.920
Lisa Battaglia: and that is what we gave. We gave one to all our team members, of course, but then that’s what we gave as Christmas gifts or holiday gifts, for our customers.

189
00:42:59.070 –> 00:43:03.062
Lisa Battaglia: And about 2, 3 months later I was on a sales call

190
00:43:03.470 –> 00:43:27.689
Lisa Battaglia: with one of our sales team members and walked in, and these calendars were on in pretty much every single cubicle at this office everyone had their hanging, and it was just such a great reminder of how safety and proper communication around it can get everybody aligned. And then you’ve got this reminder at a at a customer’s location of

191
00:43:27.780 –> 00:43:35.770
Lisa Battaglia: the fact that you guys are safe, that you take it seriously. And this visual representation of that really worked well.

192
00:43:36.190 –> 00:43:40.160
Lisa Battaglia: When I worked on this with another client. I love this. So, I always like to share it.

193
00:43:40.722 –> 00:43:44.769
Lisa Battaglia: They have group team group texts.

194
00:43:44.990 –> 00:43:52.300
Lisa Battaglia: And so, someone that one of the managers screenshots this, and sent it to the CEO, and they sent it back to me. But the calendar had just come out.

195
00:43:52.430 –> 00:44:03.280
Lisa Battaglia: and so, there’s you’ll see there’s the picture of the calendar, and someone says, the 2026 Heath calendar, and someone else says, What nice! And then the guy says, hey, Kaylin, your kiddo made the front page.

196
00:44:03.530 –> 00:44:14.809
Lisa Battaglia: and someone else said, That’s badass. And then someone else says, this is cool. Did you get that in the mail? She said yes, and then the woman responds. She said, I just got service. She’s going to be so excited.

197
00:44:16.380 –> 00:44:19.680
Lisa Battaglia: This is so great to see, because

198
00:44:19.820 –> 00:44:30.340
Lisa Battaglia: you’re showing your employees that you care about their families, that you care about safety, that you recognize them and really get this opportunity to bring people in.

199
00:44:32.490 –> 00:44:39.360
Lisa Battaglia: So, I’m going to wrap up with your value proposition and your marketing efforts, and how all this fits together.

200
00:44:40.310 –> 00:44:55.199
Lisa Battaglia: So, safety done right is part of your core customer value proposition because customers want to work with safe companies. I was at a conference recently and they were talking. An attorney got up and it was talking about nuclear verdicts.

201
00:44:56.340 –> 00:44:59.081
Lisa Battaglia: and it was just shocking

202
00:45:00.010 –> 00:45:08.010
Lisa Battaglia: things that are happening and that one safety incident can completely knock your organization out.

203
00:45:08.130 –> 00:45:21.190
Lisa Battaglia: And you just can’t afford that to happen. I heard from someone who was running a trucking company. They had a bad safety failure. It was catastrophic, and

204
00:45:21.390 –> 00:45:31.220
Lisa Battaglia: he said he was sitting across from his wife that night. This was an employee of his that had gotten into the accident, and he was sitting across from his wife that night and speaking.

205
00:45:33.000 –> 00:45:51.109
Lisa Battaglia: I think we’re going to have to shut it down, and she said we are. They just couldn’t recover from it. So, your safety culture, and making sure that people are doing the right thing even when no one’s looking is. So, there’s nothing more important than that. And companies just don’t want to work with unsafe companies.

206
00:45:51.577 –> 00:46:15.699
Lisa Battaglia: I did work with an organization one time where their biggest customer came to them and said, hey, we’ve heard about your internal safety culture. And we want to learn more. And we want to work with you guys. They ended up signing this customer. They didn’t have to go out and get them right like this had started to translate to the outside and they ended up signing this customer, and it was their biggest one.

207
00:46:16.440 –> 00:46:22.969
Lisa Battaglia: So, I want you to take a second to read this with me. It’s so important

208
00:46:23.490 –> 00:46:31.230
Lisa Battaglia: you will attract the best customers and those who will pay a premium for your service because they appreciate your organization’s safety. Culture.

209
00:46:31.460 –> 00:46:38.720
Lisa Battaglia: marketing and communications will ensure your safety value. Proposition is communicated to your customers and potential customers.

210
00:46:38.930 –> 00:46:49.429
Lisa Battaglia: Marketing and communications will shift the conversation about your internal safety culture to the outside in a way that illustrates that safety is a non-negotiable core value.

211
00:46:49.560 –> 00:47:05.760
Lisa Battaglia: So, what I mean by this is part of marketing your marketing communication strategy when it comes to building your internal safety culture. It’s got to then shift to the outside. How are you going to take that same message and show your clients or potential clients

212
00:47:06.260 –> 00:47:16.140
Lisa Battaglia: the importance of safety and everything that you’re doing to ensure that your team is safe. The public is safe, your customers are safe, and you are reliable and doing the right thing.

213
00:47:17.320 –> 00:47:23.390
Lisa Battaglia: Your safety, culture and bottom line depend upon building a strong marketing and communication strategy.

214
00:47:23.820 –> 00:47:25.649
Lisa Battaglia: and at the end of the day.

215
00:47:26.280 –> 00:47:45.489
Lisa Battaglia: not only is it your organization’s bottom line, of course, but it’s the safety of your team, the safety of your customers, and the safety of the public. And that said, you cannot afford not to have a strong safety culture that is driven by perfect marketing and communications. Strategy.

216
00:47:46.530 –> 00:47:50.260
Steve Kessler: And with that I will wrap up excellent.

217
00:47:50.874 –> 00:48:00.340
Steve Kessler: We have a couple of questions. Lisa. There’s 1 here from Ed this is referring to you. You talked about Newsletters.

218
00:48:00.340 –> 00:48:00.770
Lisa Battaglia: Yeah.

219
00:48:00.770 –> 00:48:11.739
Steve Kessler: And he said, were these newsletters available in digital format as well? For example, a mail emailing list that is subscription based.

220
00:48:12.650 –> 00:48:15.480
Lisa Battaglia: No, in this case. No, because

221
00:48:15.630 –> 00:48:35.480
Lisa Battaglia: the newsletters were just going out to employees. They weren’t going out to customers. So, the organization had all of the home mailing addresses, and we sent them to the Homes. I would say that, of course, you know, having a digital version of it, but it’s not necessarily something that you want on your website, because this is really

222
00:48:35.480 –> 00:48:54.179
Lisa Battaglia: focused on your employees, not necessarily your customers, but on the flip side of that you can take some of that same messaging and flip it for the appropriate audience. So, if it is your customers, take some of those ideas and make them more about how that would affect them, or what that means to them would work.

223
00:48:55.140 –> 00:48:56.033
Steve Kessler: Very good

224
00:48:56.660 –> 00:49:11.329
Steve Kessler: one question that I have, Lisa, you know. Obviously, there are a lot of wonderful things that you talked about here that companies can do to help work and build this culture of safety? Are there places were.

225
00:49:11.919 –> 00:49:18.069
Steve Kessler: where is the pain in this? Do you? Do you have any examples of

226
00:49:18.360 –> 00:49:23.300
Steve Kessler: where might this get pushed back? Or is that an issue.

227
00:49:24.300 –> 00:49:33.649
Lisa Battaglia: You know where it doesn’t. Work is lack of follow through. If you’re going to do it, it’s not just a 1 off thing. For example, you can’t just

228
00:49:34.510 –> 00:49:46.510
Lisa Battaglia: create an internal brand and then call it a day and expect everyone to know. That’s where I think your strategy is so important because I was talking with someone recently. They have

229
00:49:46.830 –> 00:50:07.829
Lisa Battaglia: ton of great ideas, and they do it once, and then they kind of drop the ball on it. And so, nothing’s sticking. So that strategy in place to make sure that you know you’ve got a 3 month, 6 month, year, year, year strategy. How are you going to continue? This conversation is important. You got to have a plan, and you’ve got to have to follow through.

230
00:50:08.940 –> 00:50:13.709
Steve Kessler: Very good. There’s another question here from Tim, or maybe it’s a comment.

231
00:50:13.940 –> 00:50:23.269
Steve Kessler: said the concepts are great to create a good culture. How does a small company with limited resources implement the critical elements.

232
00:50:23.860 –> 00:50:28.757
Lisa Battaglia: Yeah, and feel free to reach out to me about that, too, because I’m always happy to talk through ideas. But

233
00:50:29.380 –> 00:50:42.609
Lisa Battaglia: start with easy things. Start with, you know. Welcome home. If you’re not doing that. That’s an easy place to start. You know, creating a brand

234
00:50:42.660 –> 00:51:06.140
Lisa Battaglia: is still something that you know can be a very reasonable thing to do. I do think that it’s sort of the starting point, right? Is starts with that brand and then builds around it. But if that’s not something that’s accessible to you, think about your communication strategies, for example, you know the letters home, shout outs, you know, how are you recognizing your employees?

235
00:51:06.240 –> 00:51:14.799
Lisa Battaglia: Is there communication an opportunity for people to respond? So, if your executive team is sending emails out. But then you can’t respond. Back

236
00:51:15.570 –> 00:51:43.700
Lisa Battaglia: there you’re not. Your kind of dictating down, right? Let communication flow. Bring together a marketing communications team that frontline employees get people’s ideas. But I do think that there are ways that you can just take some of these ideas, the little things you know the critical roles of life. And that’s not a little thing, right? That could save someone’s life. So, starting small like that can help.

237
00:51:45.010 –> 00:51:48.100
Steve Kessler: Great Lisa. Is it there?

238
00:51:48.691 –> 00:52:03.150
Steve Kessler: One of the things we talk about a lot with training and safety is the frequency of the messaging, you know. Is there a kind of a too much or not enough? Are there any ideas, or on that.

239
00:52:03.150 –> 00:52:12.610
Lisa Battaglia: Yeah, I don’t think that there’s too much, but I think if you’re communicating it in the exact same way all the time, then people stop hearing it. Right? So that’s why.

240
00:52:12.720 –> 00:52:38.539
Lisa Battaglia: having different ways of reaching families, it can’t just all be emailed to, you know, having postcards that you mail home, which is surprisingly not as expensive as you would think. You can find those and do them, you know. Get those home, or send letters home, have posters, have wallet cards, and have talking points for your managers, too. I have worked a lot of times with companies were the

241
00:52:38.610 –> 00:52:43.410
Lisa Battaglia: people are all over the country right. And so sometimes messaging isn’t consistent.

242
00:52:43.540 –> 00:53:09.870
Lisa Battaglia: providing clear, easy talking points for your managers when they have meetings, so that everyone’s communicating the same thing rebranding. You know your meetings. If it’s d. 2 P. It’s your weekly. 2 P. Meeting. If it’s your employee, spotlight, it’s your d 2 p. Spotlight but coming up with those different ways to start to think about it and try to avoid everything being via email for sure.

243
00:53:10.800 –> 00:53:12.046
Steve Kessler: That’s great.

244
00:53:13.150 –> 00:53:41.979
Steve Kessler: quickly. I’m going to pose a little poll question here on the screen. Obviously, our company is all about training. And the system that we have the INFINITI system is also a great communication tool. You can easily upload any kind of content that you would like. So maybe some of the messaging that you want to send out you could do through the platform. So, if anybody’s interested in our system, we’d be happy to talk to you about it.

245
00:53:42.040 –> 00:54:00.620
Steve Kessler: Also, I know that we have some certified directors of safety out there, that through the NATMI group, and if you need a certificate for having attended our webinar today, they do provide some recertification credits or points towards that

246
00:54:00.630 –> 00:54:13.969
Steve Kessler: designation. So wanted to put that up on the screen. So let us know if you need a certificate and let us know if you want us to talk to you about how you might be able to deliver some training and information.

247
00:54:14.340 –> 00:54:16.950
Steve Kessler: One last thing before I

248
00:54:17.910 –> 00:54:30.499
Steve Kessler: wrap up today, we see a lot of companies out there that have a little slogan that says, Safety is our number one priority. Any comments about that Lisa.

249
00:54:30.500 –> 00:54:33.030
Lisa Battaglia: Yes, and.

250
00:54:33.030 –> 00:54:33.530
Steve Kessler: Practice.

251
00:54:33.530 –> 00:54:37.112
Lisa Battaglia: Yes, having worked with Brian Fielkow for many years.

252
00:54:38.010 –> 00:55:02.350
Lisa Battaglia: you know, priorities change. And so, when we say it’s our top priority, you know you may come to work in the morning, and you’ve got a list of the top things that you must do. And then something happens, and all those things change, but those were your priorities for the day. So, if you’re saying that to you to your team members, I would encourage you to rethink that that safety is not a priority. It’s a core value.

253
00:55:02.480 –> 00:55:14.520
Lisa Battaglia: And our core values don’t change. Those are consistent. Those are what we always uphold. So, I would, you know, if you’ve got that poster that says safety is our number one priority

254
00:55:14.950 –> 00:55:16.560
Lisa Battaglia: time to rethink it. I think.

255
00:55:16.790 –> 00:55:19.030
Steve Kessler: Absolutely very good.

256
00:55:19.780 –> 00:55:47.309
Steve Kessler: Well, I don’t see any other questions I’d really appreciate. The information you gave us today is a lot of things that we could all be doing in our companies to build that culture. You know. Sometimes it’s the little things that we recognize in our employees and other people that can build that sort of community. You know, we for many years that I’ve been involved in trucking

257
00:55:47.380 –> 00:56:07.159
Steve Kessler: companies always want to try to have a family atmosphere, even if they’re a big company. And to me this is really what you’re talking about here that everybody feels a part of the company that Mom or dad, or whoever works for and to me that

258
00:56:07.310 –> 00:56:08.343
Steve Kessler: will help

259
00:56:09.540 –> 00:56:22.256
Steve Kessler: in a lot of areas in your company. But certainly, it will help with safety, and that’s going to improve the profitability of your company, and we’re protecting our employees and the motoring public out there. So.

260
00:56:22.710 –> 00:56:32.159
Steve Kessler: Lisa, thank you very much. If you all need to reach out to Lisa and have some further questions. Her contact information is here on the screen.

261
00:56:32.350 –> 00:56:37.610
Lisa Battaglia: Yes, and find me on LinkedIn, too. I’d love to connect with you. So, I kind of see what you guys are doing.

262
00:56:37.830 –> 00:56:39.199
Steve Kessler: Perfect as well perfect.

263
00:56:39.680 –> 00:56:53.979
Steve Kessler: Anyway, I think that’s all the questions I see, Lisa. Thank you very much. It was a great program, and maybe we’ll have you back in the future and kind of reinforce the message. How about that?

264
00:56:53.980 –> 00:56:59.160
Lisa Battaglia: I would love that. Thank you so much for the opportunity, and thank you to everybody who tuned in. I appreciate you guys.

265
00:56:59.160 –> 00:57:06.439
Steve Kessler: Great. Thank you all very much. Thanks for everybody coming, and we’ll look forward to seeing you on our next program. Thank you all

266
00:57:06.550 –> 00:57:07.340
Steve Kessler: bye.