We’ve started working considerably more on internal comms with our clients and it’s involved a lot of research. Some inspiration has come from a fellow CIPR member, Rachel Miller (@allthingsIC) from All Things IC, who is not only an internal comms specialist, but she has a passion for it. It shows. Have a read of her blog and you’re sure to be inspired!
More companies, but not enough, are beginning to realise that if you’re ‘feeding’ your employees/staff/members, you’re more likely to get a return. Getting buy-in is one of the most important factors in internal comms strategies and to get that, you need their input! It does require investment both in terms of time and financially but if you’re good a measuring success and impact, you should also see a return on your bottom line.
Culture, structure, ‘voice’, trust, development opportunities, management styles, change and individual ‘differences’ are part of the make up of a strategy, but before you write strategy, you need to understand where you are, include people to help inform the strategy and deliver it with their help.
Some questions you need to ask:
What matters to employees? Are you listening and acting?
How do you interact with employees? Is it engaging and do they respond? The ‘voice’ you use, including choice of words, language and tone, all have an important role in connecting, or in some cases, don’t.
What are the jobs of your internal comms? What reaction/impact do you want and how do you get it?
You may notice whilst asking yourself these questions that it’s actually logical. You may also observe that the answers to the above will impact on your brand and what its doing and saying.
Your employees/staff/members are your biggest asset. They will be your biggest ambassadors if they are engaged. They will also assist in developing perceptions and the reputation of your business or organisation. Now do you see why internal comms is important? And indeed, do you see the impact disengagement may have, if you’re not valuing your staff and their input?
Internal comms isn’t just about you telling your employees and staff about something – it’s about engaging with them. Having a conversation. There are multiple platforms you can use, depending on the function of your business and its audience(s). There’s also giving your staff ownership of something.
Social media is becoming an increasingly popular tool for recruitment – see our last blog post as evidence! We’ve had over 300 views of the post so far. Let’s wait until 14th February to see the impact and how many people are inspired to apply! You can also check out applicants online prior to inviting them to interview – recruiters are all over LinkedIn.
Internal comms is such a huge topic to cover (especially skimming over some key points in one blog post) and fascinating to be involved with. Every business and organisation is different. It’s culture and brand is different as well as the people they employ. As with any comms strategy, there’s no one-size-fits-all approach.
To discuss any aspect of your comms strategy or if the penny has just dropped that you need to consider your comms strategy, get in touch.
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Thanks for reading.