Frequently asked questions

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About Employee Engagement

About Internal Communication

OPC and you

How OPC works

About OPC


What is more important?

 

Select one of the above answers.  Once you know the answer please read on . . .

About Employee Engagement

Why poor internal communications means your management strategy is likely to fail

Here are the top 5 internal communications problems that most businesses face:

  • Inconsistent messages being sent to employees;
  • Lack of visibility of leaders – especially during tough times;
  • Lack of employees’ trust in leadership;
  • Managers who don’t understand their roles in employee communication, or don't have the required skills or tools, and;
  • The overload of information confronting employees in their daily work lives.

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Why employee engagement and internal communications are fundamental to a successful business
  • Your strategy will only succeed if your employees are fully committed to your strategy and give it heart and mind rather than hands and feet
  • They’ll only do that if they understand it and accept it and believe in it
  • This isn’t an easy task, especially if you don’t have a strategy to communicate and engage everyone in the organisation

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How much could you be losing right now because of employee dis-engagement?

The majority of Great Britain’s 27 million employees are uninspired at work. And the situation hasn’t improved over the past couple of years. In fact it’s getting worse.  How many of these employees are yours?

Here’s what you can gain by improving employee engagement and internal communications

  • boost productivity;
  • reduce operating costs;
  • raise quality standards;
  • cut attrition rates;
  • get change implemented faster;
  • unite disparate operating units;
  • reduce levels of absenteeism;
  • improve customer satisfaction, and
  • create aligned activity to achieve your goals

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Why you need employee engagement
  • Your business is made up of people with different perspectives, different concerns and different lives
  • They all perceive the same things in different ways
  • So unless you have a tool to enable your people to explore those difference views and calibrate the meaning of your message, you are unlikely to engage them, which means you do not secure their commitment or align their efforts and your strategy will fail.

”Any company trying to compete … must figure out a way to engage the mind of every employee”

Jack Welch, former CEO General Electric

 

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Could engaging a critical mass help your business?
  • If none of the above benefits would help your business, we’d be amazed
  • The biggest single advantage a business has is its people
  • Until your people are fully engaged, aligned and motivated, they could be your biggest disadvantage

"When engaged employees utilize their natural talents, they provide an instant, and constant, competitive edge. They build a new value: emotionally driven connections between employees and customers."

Curt W. Coffman and Gabriel Gonzalez Molina

 

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What does employee engagement really mean?

A fully engaged employee is intellectually and emotionally bound with the organisation, gives 100 percent, feels passionately about its goals and is committed to live by its values. This employee goes beyond the basic job responsibility to delight the customers and drive the business forward. Moreover, in times of diminishing loyalty, employee engagement is a powerful retention strategy. The truth of the matter is that employee engagement does have a strong tangiable impact on the bottomline.

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What are the key benefits of employee engagement?

Here are just some of the key benefits of employee engagement:

  • Increased passion for, commitment to and alignment with your organisation’s strategies and goals
  • Increased productivity and improved morale
  • Boosted business growth
  • Your employees become effective brand ambassadors for your company
  • You create a sense of loyalty in a competitive environment

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Give me some examples of approaches to employee engagement?

Most organisations have a range of programmes to improve the engagement level of their employees.

Best practise recommends starting right at the selection or recruitment stage by:

  • Choosing the right fit and giving a realistic job preview
  • Strong induction and orientation programme
  • Rigorous training and development, from technical to soft skills to leadership development programmes

Beyond recruitment and induction by:

  • Regular feedback to all people
  • Developing a safe, clean and inspiring work environment
  • Intranet forums, including blogging for an active dialogue with Leadership
  • Monthly updates on corporate goals and directions
  • Idea collection schemes
  • Demonstrating a commitment to employees’ well being

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How do you measure the effectiveness of engagement programmes?

Employee Satisfaction Surveys (ESS) used to be considered the most popular method for measuring how happy an employee was in the organisation. But a happy employee is not necessarily a productive employee. Even an employee who is doing his or her best might not be fully productive or aligned with the organisational goals or values.

Employee engagement can be revealed in several ways

  • Annual surveys and/or questionnaires
  • Tracking changes in the staff attrition rate
  • Increase in the number of employee referrals for recruitment and commercial purposes
  • Growth in productivity

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About Internal Communication

What does internal communication mean?

Internal communications can be defined as the direct two way communications between employers and their staff. Effective internal communication - which can be said to be "downward, upward and horizontal”, is a vital means of addressing organisational concerns.

Effective internal communication has been shown to help improve employee engagement through; increased job satisfaction, safety and decreased absenteesim, grievances and staff turnover. Such improvements are linked to improved productivity and overall profitability.

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What are the key benefits of internal communication?

Whether an organisation has two or 200,000 employees, its ability to achieve its business objectives depends on how well it engages, aligns, and motivates its employees.

The ability of a company to carry on an effective dialogue with its employees directly affects the bottom line performance, driving such objectives as productivity, quality, safety, customer loyalty, and employee retention.

Most experts on organisations, management and leadership, assert that effective internal communications is a key factor in the effectiveness of any type of organisation.

Most CEO, HR professionals and consultants agree. How about you?

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Give me some examples of approaches to internal communication?

The formal and informal channels of internal communication many and various; intranets, e-mail, newsletters, periodic speeches by the CEO / managing director, open house sessions, etc.

While formal channels are important, it is imperative to make informal communication a continuous effort by senior management. Informal forums also enable two-way communication, which gives the top management a fair idea about how the company is perceived among employees.

Those organisations which have understood the significance of internal communication encourage employee feedback to continuously improve the process. Curbing the use of misinformation in the grapevine of is not easy and it is much easier to keep it topped up with the correct information.

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OPC and you

When would we need OPC and why?

When?

  • When you have a key initiative to launch across your organisation that requires high levels of understanding, alignment and ownership then OPC will secure the required level more rapidly and more effectively than ever before whether the audience are employees, members or independent distributors.

Why?

  • If your organisation would benefit from people who are more intellectually and emotionally bound with your organisation such that they give 100 percent effort more often or not, feel more passionately about your goals and more aligned to live by the declared brand values. Then internal communication through OPC is a must.

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How can you help me inspire and engage the people in my company?

OPC is a specialist ~ the only service we offer is an internal communication process that delivers high levels of employee engagement.

We want to be known for only one thing ~ giving birth to your vision in the hearts and minds of all your people where it can be nurtured and grow…

We know more about how to inspire and engage large numbers of people than probably anyone else. Our experience and track record across a range of industries, government agencies, countries, cultures and topics is without parallel.

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What makes you think you can work with a company like mine?

Provided you have a key message to get engagement from 1000 or more people that does not require skill development there are no reasons we have come across since 1999 that would stop us working with your organisation, unless of course you have no budget…

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How long does it take to deliver a programme?

The self-directed learning events themselves are typically designed to run for 4 hours each

To understand your message and create the learning activities and materials that can take some time. It has been done in five weeks before, from first ever meeting with the client to finished design, print and training of Workshop Hosts. It would be realistic to expect 10 design meetings with a small design team from both sides to get the all the design and logistics sorted out prior to printing and training.

Training of the Workshop Hosts itself takes only one day with our unique "One-day-ready-to-go" coach training process and it is possible to train 80 Hosts at one time.

How fast can you cascade the "message" across your organisation is determined by the number of Hosts you train and the numbers of people you can gather in groups of 80 - 100. The more employees you wish to engage, the more Hosts you train. Most clients do this in a controlled yet rapid way by running all the events over one or two months

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What else can OPC do for my company?

OPC is a specialist ~ the only service we offer an internal communication process that delivers high levels of employee engagement.

We want to be known for only one thing ~ giving birth to your vision in the hearts and minds of all your people where it can be nurtured and grow…

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When do we get started?

Give Bob a call ~ 07798 930755 and will we see when we can fit you in.

If you are already clear on your message and our team is able to start straight away then the whole initiative could be ready to roll in five weeks time.

Typically eight weeks is more common design period. Why?

Our approach is highly collaborative and requires the input of a small design team alongside you. It is rare for us to need more than 10 design team meetings or go beyond version 4.2 of the materials. Outside of the meetings we hold with you we typically have a team of 3-6 people working flat out for 15-25 days to bring all the strands of your message to life in the OPC pedagology

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How OPC works

Why should we believe what you say about the problems of getting internal communications right?

You do not have to rely on us. Many researchers, including internationally respected organisations like polling organisation Gallup, the Institute for Employment Studies and the Work Foundation have conducted exhaustive studies and produced numerous reports over the years.

The key components are pretty similar but don’t take our word for it have a look here.

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What kinds of companies aren't suitable clients for OPC?

Every process has it’s natural limits. OPC is not suitable where skill development is required

The level of research, design and printed materials required by the OPC approach means the costs per head are higher when you have less than people to engage. The intervention is based on a project price not a fixed price per delegate or a consultancy day rate. Like any intervention the importance of the message and the potential return on investment has to be compared to the costs.

OPC is a strategic implementations tool designed to launch key initiatives and would therefore not be used for everyday company communications.

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What evidence do you have to back up your claims about the results you get for your clients?

The proof is always in the pudding.

  • Many clients choose to buy and use OPC more than once over a number of years.
  • Our clients are typically large if not global and successful if not market leader and the decision to use OPC is typically strategic and made by board members.
  • Some of our client organisations have won independently assessed awards for the OPC implementations programmes.

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Why do you train "visitor hosts"? Why don't you just use trainers and / or senior managers to deliver company messages like everyone else?

Part of the power in the OPC approach is the self directed learning group that works through a range of activities and discussion that utilise a pull influencing style. The self directed learning group is exactly that. Self directed. Insert an expert into the room, whether as a senior manager, a consultant, a trainer or well prepared presenter and in simple terms you move to a push style of influencing, you start telling.

A key principle for effective internal communication and employee engagement is let your listeners have their say. Put an expert in the room and the high level of engagement required for internal communication to work is lost.

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We run a consultancy and have partners and associates, not employees. What makes you think your methods will work for us?

If your organisation would benefit from people who are more intellectually and emotionally bound with your organisation such that they give 100 percent effort more often or not, feel more passionately about your goals and more aligned to live by the declared brand values. Then our methods will work for you whether they are associates, members or independent third party distributors.

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Why can't you tell us more about how your process works?

We will answer what ever questions you have face to face as best as we can. That theoretical discussion might help; it might not…

You like us are likely to be more interested in how your people can best be engaged with your message such that your vision is born in their hearts and minds. That we can only do when we can explore the building blocks of your thinking.

Only once you see your message coming alive as we begin the design process we call “Ping-Pong” are you likely to understand exactly how it is going to work.

This is partly because while we do start with a clearly defined process much of the process is a clean sheet of paper. Apart from our unique communication process everything we do is based on you, your organisation, your issues and your objectives.

We will happily start work on your message with no obligation on your part to commit to purchasing our solution. So you will know it will work before you buy.

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About OPC

Who are OPC?

OPC International Group ("OPC") was established by the Swedish consultants Bengt-Arne Svennberg and Kent Fäith 1999 after many years of working alongside each other. While Kent sadly left for personal reasons during 2005 Bengt-Arne continues to develop the brand and expertise with the moral support of his long term friend.

Bob Hayward and Bengt-Arne opened OPC (UK) Ltd in 2004 to channel appropriate projects through the UK. Goran Sandwall is a key player at OPC, his design and logistic skills are second to none.

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What does OPC stand for?

OPC stands for the Optimal Process of Communication

The first time those letters came together was through the output of Australian Learning expert Jon Warner. During the research for his PhD in the retention of learning John developed a unique way that significantly improves the way information is absorbed and retained by the learner.

The work of Bengt-Arne Svennberg and Kent Fäith saw this learning model absorbed into a strategic internal communication process and OPC was born.

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How did OPC get started?

OPC International Group ("OPC") was established by the Swedish consultants Bengt-Arne Svennberg and Kent Fälth in 1999 after 25 years experience of creating self directed learning activities for educational and business purposes. Bengt-Arne and Kent integrated a blend of learning theories, self directed learning and pull influencing to create the Optimal Process of Communication.

Bob Hayward travelled to learn about OPC in 2003 and subsequently brought OPC back to the UK with the help of Paul Robinson of Management Learning Resources and Pauline Crawford of Corporate Heart.

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Who has OPC worked with?

We've worked with all kinds of companies including some very famous names. Here are some of our previous clients:

  • Vodafone UK - A leading UK mobile phone operator
  • SEB - One of the world’s top 20 banks with over 20,000 staff across 16 countries
  • Somerfield PLC - One of the UK’s top supermarkets combining both the Somerfield and Kwik Save brands
  • SAS - The Swedish airline
  • Husqvarna AB - Global leader in professional landscaping and forestry equipment
  • The Swedish Teachers Trade Union - an organisation with over 110,000 members
  • Volvo Power Train - the world´s largest manufacturer of heavy-duty diesel engines
  • Kommunal - The largest municipal and hospital workers trade union in Sweden
  • Peugeot Express Fit - The branded fast exhaust and tyre fitter
  • Swedish Golf Federation
  • SAAB Training Systems
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What kinds of companies or industries have you worked with?

We've worked with all kinds of companies and industries, including:

  • Health Services
  • Trade Unions
  • Teaching / Education establishments
  • Airlines
  • Manufactures
  • Retailers
  • Sports
  • Supermarkets
  • Mobile phone operators
  • Automotive
  • Distribution
  • Merchant Banking
  • Retail Banking
  • Health & Safety
  • Total Quality
  • Performance Management
  • Internal Branding
  • Core Values

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What makes OPC's approach different from that of other companies?

There are two main schools of thinking around internal communication.

  • The theories which focus on the logistics and controls required to ensure the same message gets from the top to the bottom.
  • Those theories which relate to the exploring and exchanging of meaning between people.

OPC is unique in that is combines both schools enabling the same message to travel throughout the entire organisation no matter how large while ensuring everyone has the time and respect required to explore the meaning of the key components of the message.

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What do you actually do?

We help organisations that are trying improve their performance

The kinds of things we help them with include:

  • boosting productivity
  • reducing operating costs
  • cutting levels of employee turnover
  • raising quality standards

Why not take a look at our About Us page, where we go into more detail on ourselves and on why our process works. You can also take a look at our Downloads page, where we've created a range of white papers that explain the benefits of employee engagement

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How much time do you need to prepare an event?

Your event hosts will be trained in a special one day ~ lunch-to-lunch ~ programme we call One-Day-Ready-To-Go.

The smarts are in the OPC materials and process not in the host.

No facilitation, training or presentation skills are required which is why they are called hosts…

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How much time do you need to deliver a programme?

That depends on your message, your objectives and the results you require:

  • The shortest small group mass meeting we’ve created for a client was 75 minutes
  • The longest has been one-day
  • Typically the small group mass meetings are four hours or a little less.

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Where can we see OPC in action?

It is not us you need to see operating. With the OPC process it is your people that become the hosts for the small group mass meetings, not us or even the senior management of your organisation.

Of course in meeting with you and with the small number of your people who are on the design team you of course be seeing us in action as facilitators, consultants and designers of strategic internal communication initiatives.

If you want a reference point even before meeting us we will arrange for you to talk with someone who knows us well ~ one of our clients. But be warned they are highly likely to give us a glowing reference…

It is not always possible to allow “outsiders” into the OPC sessions because the message they contain is generally confidential and commercially sensitive. Besides everyone at an OPC event is expected to be part of the organisation, even we do not attend the sessions once we’ve trained the hosts.

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Who can we talk to for a reference?

We're confident our clients will be happy to talk to you about the results we've help them achieve

If you're happy to contact us, we'll put you in touch with one of them

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Ask a question?

What else would you like to know? About internal communication, employee engagement or how the OPC approach might help you. If you have a question fill in the form below and send it to us.

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