Chapter 8
Personnel Announcements
“The key for us, number one, has always been hiring very smart people.”
—Bill Gates
Some personnel announcements target public audiences through media outlets such as newspapers, magazines, trade journals, websites, blogs, and tweets. These are designed to let clients, customers, shareholders, and other existing or potential stakeholders know of a positive change within your company. Others target the company’s employees. These are internal marketing pieces designed to maintain a positive climate and create one of acceptance for those joining the company or being promoted within it.
Perfect Announcement Mindsets
Changes in personnel within your company affect others within the department or division, those in departments or divisions who work with the one facing the change, and clients and customers.
Bringing in new energy may be necessary, but the need is not always evident to those immersed in the day-to-day issues.
Remember that any addition to a team or unit changes its dynamic. Any new person, in any role, affects all others in some way.
Evaluate your need and plan your objectives carefully before seeking a new hire.
Word your ad, whether online, in print, or through an agency, objectively and clearly.
Consider an in-house posting before reaching beyond your company team.
Be as clear and detailed as possible about responsibilities, expectations, requisite skills, education, hours, and any other detail that will define the position and streamline the process by inviting in only the most appropriate applicants.
Phrases
“Are you an experienced human resources professional looking for a creative work environment? We’re looking for you!”
“Are you seeking a challenging but rewarding work environment? Working with disadvantaged families is challenging, but the rewards of giving are immeasurable.”
“We are fast paced, results oriented, and sometimes a bit frantic. We achieve results and compensate well, but we’re a small company working in a competitive industry. If you’re the kind of person who can stay calm in the eye of a storm, we need you!”
“XYZ is looking for managers with strong leadership skills and a passion for inspiring others. We offer a competitive salary and benefits. If you have managerial experience and you’re inspired to inspire, call today!”
“AZ: A company you can grow with. Apply today!”
“At Miracle Company, we’re expanding our Human Resources Department. Following are requisite skills and experience: . . . .”
“To all YK employees: We seek qualified applicants for our management training program. Do you know someone who’s qualified? If we hire your referral, we will say Thank You with a $50 Universal Gift Certificate (good at hundreds of stores)!”
“Please check our website for job qualifications and applications.”
“Our first priority is to promote from within.”
“Previous, related experience is essential.”
“Experience is not necessary; only an eagerness to learn and a friendly disposition are required.”
“The customer service representative will be responsible for taking phone calls and answering e-mails, maintaining records, resolving issues, and providing outstanding customer service. Each new representative is given a paid two-day orientation to learn our policies and procedures.”
“If you’re looking for a friendly work environment, strong earning potential, and a great benefits package, apply today!”
“Energetic, creative work environment.”
“To join the BCA technical support team, you’ll need experience, problem-solving abilities, people skills, and a lot of patience!”
“Be part of an imaginative, innovative team in an exciting growth industry! Sunshine, Inc. is a cutting-edge R & D company dedicated to developing sustainable energy technologies.
“Requirements:
“Three-plus years of experience in the field.
“Bachelor’s degree in mechanical engineering.
“Responsibilities:
“Manage R & D projects from initial planning and negotiation to execution and final reports.
“Conduct lab experiments and report on them.
“Collaborate in the evaluation and selection of proposed projects.
“Benefits:
“Competitive salary.
“Great compensation package, including bonus and 401 (k) plan.”
“Servers Wanted! Winheart Hotels offers a generous compensation and benefits package. In addition to competitive wages, our benefits include:
“Medical, dental, vision, life, and disability insurance
“401 (k) retirement savings plan; stock options
“Tuition reimbursement and ongoing training and development programs
“Hotel (room and food/beverage) discounts around the world
“Career advancement”
Perfect Announcement Mindsets
New management frequently leads to concerns among staff about job security, “the way we do things,” priorities—how work will be different.
Promoting from within has its advantages and disadvantages. Stress the advantages.
Bringing in outside talent also has its advantages and disadvantages. Stress the advantages without belittling the current staff.
New management may mean that change is necessary.
Whether new management is the result of people moving up or moving on or a merger or acquisition, realize that your announcements are being made to people who are waiting to see how these changes will affect them.
If new management will continue to follow the company’s former mission and goals, announcements should stress that. Announce what’s changing, what’s staying the same, and where there might be some flexibility. Communication is the key to employee comfort with and support of new management.
The company’s mission and goals can only be achieved by strengthening trust, support, and teamwork.
Adding a partner to any organization affects the dynamic of the entire team.
Stress the characteristics of the new partner that complement the strengths of those who are already in place.
In announcing the new partner internally, state clearly the roles and responsibilities this partner will have. Everyone’s watching his or her toes for scuff marks—make sure to assuage fears that the new partner will “step on current employees’ toes.”
When you announce new management or staff, always thank the outgoing team members.
Phrases
“John E., formerly manager of Sunshine Properties for South Jersey, has been promoted to director of Sunshine Properties Northeast. Congratulations, John! We know you’ll be happy with the support you’ll find here at Sunshine Properties!”
“In line with Macro’s new direction, we are pleased to announce that Marguerite Lennon will assume the role of vice president of Operations. Marguerite brings a decade of experience in helping growing companies grow stronger and adapt to changing times. Marguerite is known for taking an approach that’s personalized to the company and team and for listening to the existing team before making any changes.”
“Our policy of internal promotions continues to produce strong company leaders.”
“Tsui Lin, formerly a team leader for the Client Services Division, is now vice president of Client Services.”
“Oval celebrates 20 years of successful design work for a growing client base by promoting three key employees to management positions.”
“Please join us in congratulating Deena Orson on attaining partnership status with B&L.”
“Nigel Bell, our new operations manager, has expressed a desire to bring this company back on track with its original vision.”
Perfect Announcement Mindsets
Recognize that any addition to the team changes the dynamic and may meet resistance.
Don’t “spring” additions on a working team if you can avoid it. Announce the addition(s) gently and with regard for the value of the team members who already are working hard together.
If you need to bring in someone new, you’ll find the best match for the team by soliciting input about the team’s needs, strengths, and skill gaps. Whenever possible, include a group interview in your selection process.
Solicit input from the team to find out where they sense gaps in the process and what strengths and qualifications they feel would make the best contribution to the team.
Think about the “larger” team. Adding a member to a working team also affects others who interact with that team or support it.
When adding to any team, consider the team culture and the best fit.
Announce new team members in a way that will garner good feelings and support.
Phrases
“In keeping with the team concept that has been working so well, we are adding one project manager to the department but are not filling the management position opened up by Pete’s retirement.”
“As we’ve grown, our support staff has become overworked and overwhelmed. The best way for us to support them is to open two new support staff positions. We will post an ad and begin interviewing next week.”
“Although the Beta team has made great progress in compiling research, a thorough search and review of the published papers on this topic can be achieved on deadline only if we bring in an additional team member to help.”
“As general manager, I’ll be interviewing new hires to round out our work teams. Please identify one member of each team to participate in these interviews.”
“Will Hecht will assume the leadership of the Capital Improvement Committee. The former committee chair, Lois Hanson, is transferring to our California location. We congratulate both.”
“Our newest department member, Jim Rollins, brings exceptional financial skills to the Human Resource Department. For this reason, Jim will be the department liaison with Accounting, effective immediately. I’m delighted to fill this vacancy with such a talented member of our team.”
“We’ve added two interns. They will rotate among departments for the first month. After that, we’ll discuss the best permanent placement for each.”
“Welcome to our new team members! We’re excited to have you working with us!”
Perfect Announcement Mindsets
Promoting from within creates a strong sense of teamwork and an incentive to succeed.
Promote because of skill, knowledge, and accomplishments, not because someone “has been around for so long” or “really could use the money.”
When considering promoting someone from a line or staff position to a management or supervisory role, keep in mind not only the employee’s knowledge of the job, product, or service, but his or her interpersonal and leadership skills as well.
Promotions should be earned; they should not be “doled out.”
Promoting fairly promotes ready acceptance of your choice.
Promotions should be announced widely and enthusiastically.
The promotion itself may feel like a slight to someone else who felt he or she deserved it. Praise the person who earned the promotion, but be careful not to say anything that denigrates anyone else, such as expressing that no one else came close when making the decision.
Phrases
“We are pleased to announce that RG, formerly assistant supervisor, will be promoted to the supervisory position created by LM’s promotion to manager.”
“MB has been with the company for 20 years and brings not only invaluable experience and knowledge but also a clear understanding of our mission and values.”
“Jeffrey Jones, a pivotal member of the team that launched our successful online marketing campaign, now assumes leadership of the new Online Marketing Division.”
“You’ve all worked side by side with Mona Cooper for the past several years. I look forward to your supporting her in her new leadership role, replacing Tom Nelson, who was promoted last month.”
“I’m pleased to announce that two people from our department will be promoted to the newly created International Division. Congratulations, Max Fiske and Kisha McMoore!”
“Donya has worked with KRZ for decades; she knows our culture, our goals, and those areas that need a boost.”
“Malik has led this team informally for years. His assuming the leadership role is natural and fitting.”