Employees
come first… or…
Turning communications inside out!
When people think about internal communications, the first thing - sometimes the only thing - that comes to mind is the infamous employee newsletter. Certainly, a newsletter does play an important role, but it should be only one of a variety of communications tools used to keep in touch with employees.
No matter what the size or nature of your business, your employees are the "face" of your organization. They are your ambassadors and their potential to support the goals of the organization, or to misrepresent it, is huge. They can also provide valuable feedback to you about what's working and what isn't. Therefore, a high priority in your communications program should be ensuring that internal communication is ongoing, effective, motivational and two-way. The tactics you choose don't need to be complicated or expensive, but they should be thoughtful and appropriate.
Here are 10 ideas to help improve communications from the inside out…
- Teach new employees about your organization. Use mentoring, buddying, or orientation sessions to help new employees learn about the mission, vision, values and operation of the organization.
- Set up cross-departmental networking groups to help employees learn about other parts of the organization. This helps to eliminate communications silos that often form as organizations begin to departmentalize.
- Ask
employees for their thoughts, ideas and feedback on what they need to
do a good job. You can do this through a questionnaire, suggestion
box, departmental meetings, focus groups, or motivational sessions involving
your whole company. Make a commitment to respond to each suggestion
or comment. If it's not possible to deliver on a request, explain why.
- Keep
them regularly informed.
Tell employees about issues as well as opportunities and successes.
Employee newsletters work well as long as they are read. Other methods
of communication include regular emails from the CEO or members of the
executive, notices posted in key spots, and weekly or monthly staff
meetings.
- Reward
success. When an employee does something good, reward them and acknowledge
them among their peers. This builds family and loyalty.
- Let
employees help you to sell. Marketing and sales staff are not the
only people "selling" your business. Let employees know what
your annual financial goals are and help them to understand how their
role in the company can add to the bottom line.
- Have
an annual meeting for employees
where you celebrate company, team and individual successes and consider
future solutions for issues and problems.
- When
the firm is doing something new, let employees be the first to know.
Arm them with information so that they can handle questions from curious
clients and community members.
- When
an employee leaves to work elsewhere, ask them for their perceptions
and suggestions. Stay in touch with them once gone - they could be future
investors or clients!
- Listen, listen, listen! This point deserves a second mention. It's easy to dispense information, but that's only half the game. Create clear avenues for employees to reach company executives with their ideas and questions. Salute those whose ideas are put to use and thank everyone who takes the time to contribute constructive feedback.
in.sight
communications can assist you with your internal communication strategies
and tools. Contact us for more information at insight@insightcomm.ca.
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