Internal Communications

The HR and Legal teams of US-UK-based National Grid were nervous about the potentially negative online behaviour and breaches to policy that could occur from allowing all of its 15,000 workers to access social media.

British Gas wanted to increase workplace motivation, engagement levels and performance through their employee recognition scheme, by ensuring their workers felt valued and recognised. A scheme - Simply Thank You - already existed and worked by inviting employees to send examples of where colleagues had embodied key priorities of the organisation. The scheme lacked traction, nominations often required prompting and the cost of rewards was becoming prohibitive.

The University of Leeds is one of the world’s leading centres for environmental impact and sustainability research. With more than 100 buildings and 70,000 tonnes of carbon emissions annually, its energy bill is over £10.5 million a year and expected to rise to £17.9 million in 2020/21 through taxation and tariff increases.

Lloyds TSB International is a global banking brand offering a world-class array of offshore financial services, primarily to UK nationals living overseas. Awareness of the brand was low amongst consumers and also, surprisingly, amongst UK branch staff. Rufus Leonard’s brief was to increase colleague awareness, helping them to identify and refer prospects in branch.

Following their acquisition of O2, Telefónica challenged Lambie-Nairn and SomeOne to bring together 22,000 employees from five countries to create a single culture in which all were proud to be employed by Telefonica. Many of them saw Telefonica as a silent owner rather than their employee brand with which they could engage.