|Scooped by Karen Dietz|
Article LinK: http://bit.ly/1zuFmvc
A colleague here in San Diego, CJ Westrick of HR Jungle (providing HR expertise to companies) sent me this piece to share with you.
I like it so much that I agreed to curate it. Why do I like it? Well for one, because it speaks to the value of storytelling in HR, particularly around compliance issues. Who knew?!
And there are great lessons in writing business reports for all of us in this piece. Such as:
- Convey your story in 3 sections: (1) about your policies; (2) the progression of the story with only the relevant facts and details of your story that are not overstated; (3) an application section that shares why the company took action
- Keep the legal (and business) jargon to a minimum. Share a story/relay the experience instead. In this case, the EEOC is looking to understand what happened. Avoid complexity and technical language.
- Keep the information and story to a minimum. Make sure there's a clear theme and it's readable.
- Use descriptive sub-heads. There's a good example of how to do this in the article.
In other words, focus focus focus your report. For specific HR recommendations when responding to EEOC requests, read the post because they are right on.
This is another solid application of storytelling in the business world, and it just goes to show that the reach of storytelling goes far beyond marketing/branding, advertising, and PR.
How do you want to apply the advice in this article to your own company?
This review was written by Karen Dietz for her curated content on business storytelling at www.scoop.it/t/just-story-it