text: Long-term employee engagement strategies | Savage Brands
  Long-term employee engagement strategies
  Posted on July 15, 2013 April 22, 2020 Author Savage BrandsCategories BrandonomicsTags Blog
  Getting employees excited about vision and values at the launch is one thing. How do you keep employees engaged with the corporate strategy in the long term? Monica Silva, Team Lead of Internal Communications at Phillips 66, discusses employee engagement strategies on Brandonomics.
  Robin: Hello and welcome to this edition of Brandonomics, an inside look at top brands and their marketing strategies. I am Robin Tooms, Vice President of Strategy at Savage. My guest today is Monica Silva, Team Lead of Internal Communications at Phillips 66. Monica, welcome back to Brandonomics.
  Monica: Thanks, Robin. I'm glad to be here.
  Robin: Well I know that last year your team was in charge of helping to generate excitement from employees around the spinoff of Phillips 66 from Conoco Phillips. Doing that during launch day is one thing, but keeping that excitement going is quite another. So how do you keep the excitement going around all of these changes?
  Monica: You're exactly right. The launch day was exciting, but we knew that we had a road ahead of us to keep up the momentum, to make sure that employees were aligned and inspired by our vision and value. So two of the key pieces of that communication plan included a connecting-the-dots type of series that we put online that showed the connection of how employees were living out vision and values while delivering on the Phillips 66 strategy. It's been proven to be pretty good. People really like it. Then another way is a video series where we're interviewing people one-on-one and asking them why the vision and values inspires them. It's been really fun.
  Robin: Good. Well so how are you gauging feedback and perceptions moving forward? What are you doing to get employees involved in that ongoing feedback loop?
  Monica: So we know how important that feedback is to make sure we're on the right track. So we have a group of employees who have opted-in into a process that we're calling our employee panel. We send them surveys intermittently, ask them to be parts of focus groups so that we can test our messages, test retention and make sure that we're still doing the right things to make sure that our messages are getting out there and that employees are retaining them.
  Robin: So all of that's extremely important. I'm so glad that you shared these amazing ideas with us.