The Benefits of Great Internal Communication

Internal communications is not just the preserve of large corporates. Smaller organisations need to be aware of the benefits of instilling good internal communications habits from day one too, rather than assuming, because they are a small team or because that team is currently all based in one location, that it comes ‘naturally’ or ‘will develop as we develop’. 

There’s an app for that…
Just as we deliberate over and adopt new technology as a means of communicating our products and services with our prospects and customers, companies also need to take this approach when communicating internally with their staff. For example, the explosive increase in the use of social media and messaging apps is a clear signifier of how comfortable we now are communicating via these platforms. Companies should consider utilising these routes for internal communications rather than leaving them to the ‘after hours’ club. If your internal communications strategy is centred around a printed company newsletter every month, it may well be time to think again as it’s likely this just won’t cut it anymore - particularly with the younger millennials now joining the workforce.

However, not all communication problems can be solved by throwing new technology at them. Many are difficult to identify in the first place because employees tend to disengage when there are persistent issues…


I can see clearly now…
The worst communication problem is not communicating at all. Employees that are kept in the dark with regards your short and long-term goals or are left guessing about why decisions have been made, tend to become disengaged. Be transparent about your company vision, objectives and goals - both in the short and longer term - to give them context and a greater understanding of why certain decisions are made at certain points. It will also help staff visualise their place in delivering that vision, creating a greater sense of purpose and motivation.


It’s good to talk… as long as it’s peer to peer
Your people are your biggest asset… so listen to them. If communication is all one way, notably from top to bottom, staff engagement can plummet. A business owner or leadership team may feel they are communicating appropriately, disseminating the right level of detail via the right channels, but if it’s all one way, with no option for staff to feedback or ask questions, you could quickly lose them. Great leaders are good listeners as well as good communicators and understand the value of a two-way dialogue. Appreciating that your staff can add additional value and insight into the various aspects of your organisation that you don’t necessarily see on a day-to-day basis, and giving them a voice is critical. Inspire loyalty and motivate your people by putting yourself in their shoes. Think about how you can encourage and engage them to believe in the overall objectives and goals of your organisation. For example, could you introduce regular Q&A sessions with management; over a lunch and learn if teams are all in one location, or via webinar if not, to encourage open discussion and feedback and help remote working staff feel part of the wider team?


I’ll message you…
Choosing the right technology to help foster communication is key, but it counts for nothing if it goes unused. At the heart of engagement has to be a culture centred around healthy and active communication. Messaging apps and social media platforms can transport the message but the culture of the company will determine whether or not they resonate with, engage and motivate your people.



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