5 ways to improve your company’s internal communications –

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Now, I hope everyone who regularly follows this column understands the importance of effective marketing and communications for business (if not, give me a call, ASAP!). However, there is still one key area that companies sometimes overlook when it comes to creating a marketing strategy, and that is internal communication.

It’s amazing to think that there are companies that still undervalue or neglect corporate communications, especially internal communications. But they do exist, and I’m sure their businesses probably suffer.

So, one can ask “why is internal communication so important? We will come to that. But first, let’s define internal communication.

Internal communication is about promoting effective communication between people within an organization. This involves producing and disseminating messages and campaigns on behalf of management, as well as facilitating dialogue with the people who make up the organization. Simply put, internal communication is responsible for the active flow of information between people within an organization. The purpose of internal communication is to ensure that everyone in the organization has the information they need to work towards, and eventually achieve, a common goal. This can mean anything from announcing a new policy, to informing about an upcoming event, to conducting an organization-wide engagement or culture audit. organization. Internal communications is usually a merged responsibility of the communications and human resources departments, but I prefer it to be anchored professionally by the communications department.

Some companies may not have the resources to invest in planning an internal communications strategy, while others have planned a strategy but may not have the capacity or tools to maintain it. It’s understandable, but by continuing to read this article, you will understand why communication, especially internal communication, is imperative for the health of any organization. Why? Because if an organization has people, it will need to communicate with them clearly and regularly.

Here are some ways to redesign your internal communications for improved, effective, and well-motivated results from people in your organization.

I. Create “Brandstanders”, not Grandstanders

We all know people who like to show off. They talk about a good game, but ultimately they have a lot of sparkle and very little substance. When your employees talk about your brand, what are they really saying? To make sure they communicate the message you want, you need to create “brandstanders” – these are people who will support your brand, believe in it wholeheartedly and work to convey the values, core beliefs and mission of the brand. Mark. For example, Coca Cola offers a “Coca Cola Ambassadors” program for employees, which is essentially a brand boot camp. This program ensures that anyone representing the brand is familiar with what it stands for and how it works.

What to do: Take a look at your onboarding and training procedures for your employees. Are they primarily focused on mobilizing deposits, meeting targets and increasing the bottom line (this is important, I know)? If so, start thinking about ways to make new hires feel like they’ve found a home, not just a job.

Also Read: The Benefits of Aligning Your Personal and Professional Branding

ii. Listen first, talk later

When we talk about communication, we often forget that listening is one of the most important components. We spend tons of time and money on research that tells us what your customers think, but what about your employees? Have you taken the time to ask your employees what they think of your brand and what they need to be better ambassadors?

What to do: Schedule time to listen to your employees. Whether it’s a survey (don’t forget the incentives) or an “Ask the CEO” session, make sure you prioritize hearing your employees’ perspectives. Or better yet, have a third party solicit feedback from your staff! Then you can craft better and more relevant communications.

iii. Stay calm

Playing hard to get doesn’t always work when it comes to romance, but it can be an effective marketing tactic to keep your audience coming back for more. Overwhelming your employees with emails, meetings, reviews, retreats and more can have a negative impact and lead them to burn out for your brand.

What to do: Build a carefully mapped and optimized communication schedule with the right messages, at the right time. Limit internal campaigns, but be prepared to find a balance between restraint and respecting the frequency necessary to retain your message.

iv. Refine your focus

When the whole company is inundated with emails, day after day, the messages become little more than white noise. And in fact, most of the time, there are very few messages that need to be communicated to every person in the organization.

What to do: Break down communications by audience and send them only to the relevant department. Also, make sure that all information comes from the right person. The CEO probably isn’t the person to communicate about HR policy changes, and likewise, the marketing manager shouldn’t send messages about major organizational restructuring.

v. Be an open book

It may seem like playing your cards close to the vest takes the easy way out when it comes to major communications, but keeping big news a secret can lead to anxiety, confusion, and even resentment from employees who have the feeling of having been intentionally kept in the dark.

What to do: If big changes are on the way for your business, resist the urge to remain silent. If you’re planning a merger, expansion, or other major change, work on a strategy that will help team members feel included in the transition. As a bonus, some of your staff may have real, actionable insights into managing change… while others seize new opportunities to progress and grow.

last line

Achieving goals can be difficult. But it’s even more difficult when you have an uninformed team. Prioritize internal communication. It engages your team, reduces conflict, builds relationships, motivates, and fosters mutual trust and respect between you and your employees.

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