How can you create an internal communications plan for non-desk workers?

Assessing your audience isn't about just thinking about them, or coming up with solutions you think might work. In my experience (and view) effective communications with ANY audience comes from understanding them. So spend time with them, talk to them, hear first hand what their challenges are and what they need. Please don't make generic assumptions - hear it from them directly. This also has the advantage of building your networks and influence, as well as create employee advocates of communication and change, which enhances their and everyone's employee experience in the workplace.

It's really important to regularly spend time with your frontline employees to understand their barriers to communication engagement. Host a regular morning tea or shadow a team for a day or a week, to build trust but also deeply understand what they want to know more about and how they currently gain that information.

Like any communication challenge, connecting with non-desk workers (and all employees, for that matter) starts with thinking about your audience, then understanding how they want to get information. What is important to them? What best attracts their attention? What information do they need to do their jobs? How can you help connect the dots?

A crucial factor to consider when assessing your audience is what their current and biggest challenges are. Spending time with your non desk workers is also crucial. Not only will you experience firsthand what their daily lives are like, which will inform how you communicate with them, but you'll also begin to build a relationship and rapport with them too.

Picture this: you're an outdoor worker, zipping around like a superhero. But sometimes, you feel like you're operating in your own little world, away from the important stuff. ?? That's where an internal communications plan comes in! It's like a secret weapon that helps you stay connected, informed, and engaged, even when you're not glued to a desk. ???♀? Here's what a good plan can do for you: ? Get you on the same page: No more feeling missing out on the big picture. ??♀? ?? Make you feel valued: Your contributions will be recognized and celebrated. ?? ??? Give you a voice: You'll have a chance to share your ideas and feedback! ?? Front-liners are the backbone of any organization, engage them and foster a sense of belonging!

A key distinction is whether your objective is to inform or educate vs. drive an action. The objectives will determine the communication methods to be used and how the message is crafted. Understand the think/feel/do

Make sure you set expectations that communications is two way. Ensure you build that into your plan. There are too many instances of a top down comms and it often bristles.

The fact that a frontline employee may feel disconnected or left out from company communications and decision-making can often be due to practical reasons: a frontline employee is, frankly, just harder to reach. Often, they don’t even have a company email or a way to reach them via instant messaging. They’re working on a set schedule, often in shifts, and they are incredibly busy; they aren’t sitting at their desk all day, because they don’t have one. The best ways to reach a frontline employee during a big change is: - face-to-face - through their manager - SMS - QR codes/displays in the office - podcasts

In my experience for this group of employees (or almost any group of employees) the best communication channel is their own manager. When planning communication I take into account all the meetings and info sharing sessions that they already have and provide material that can be presented there. I think that even though people would have access to intranet or email they would rather hear the most important news from their own manager who knows his/her audience (and most importantly who they know and trust) and knows how to speak to them and what information they need to be able to be convinced and engaged.

Remember that non-wired employees must see themselves in your communications to drive their awareness and desire to engage! Celebrate their achievements - link them back to the business purpose or values - spotlight how they are part of your organisation's story and are appreciated for it.

Communicate predictably. Be planful and strategic about keeping in touch with your team, especially in uncertain times when they might be worried and need encouragement. Set regular meeting times and encourage dialogue during meetings. Be sure team members know out of sight doesn't mean out of mind and explain the best ways they can reach you if they need to. This helps them know that their input and questions are welcome and gives them a sense of when to expect feedback.

Ao implementar o plano de comunica??o interna, é vital reconhecer a importancia da consistência e autenticidade. Ou seja, evitar mudan?as bruscas na linguagem ou no tom, pois isso pode gerar confus?o entre os colaboradores. Além disso, devemos considerar a relevancia contextual. Estar atento aos acontecimentos internos e externos que podem influenciar a percep??o dos funcionários sobre a mensagem transmitida. Adaptar a comunica??o de acordo com o ambiente externo e as necessidades internas demonstra sensibilidade e aten??o. Considerando a frequência das comunica??es, regularidade n?o significa monotonia. é possível variar os formatos de comunica??o para manter o interesse e a aten??o dos colaboradores.

Consider creating a text only campaign that includes links to other content like videos, landing pages, etc. This will allow you to get good metrics.

People who work outside of a "desk" or "corporate" environment are literally fuelling the business; they live in hospital wards, in classrooms, underground, in cockpits, behind wheels, behind cash registers or conveyor belts. If they aren't in front of a laptop and you really want them to connect with them, you need to provide them with 2-way communication channels that meet them where they are. A combination of a branded employee app, digital screens, crisis comms via a push notification, regular pulse surveys for example. Invest in modern, mobile-first communication and intranet experiences so you can create meaningful moments with news and content that's targeted and relevant. Build quick clever integrations with the EX in mind.

Empezar desde arriba: la comunicación interna debe ser considerada como parte del trabajo, no un adicional prescindible (y los primeros que deben adquirir está perspectiva son los mandos medios). Si hay un interés corporativo genuino en mantenerse informado al personal, además de recursos económicos para campa?as y canales tecnológicos, se debe facilitar el tiempo y la oportunidad, dentro del horario, para consumir mensajes; no se puede esperar que lo haga en su hogar o en sus 15 minutos de descanso. La situación depende de cada tipo de trabajo, y hay opciones siempre que se entienda prioritario.

Consider job-shadowing for a week or two. This will transform the way that you approach communication. Until you experience their daily experience, you will not know the felt needs or what their day to day really looks like. My recommendation is to get out of the office and into the field before you implement anything. The insights you gain will help you create communications that will reach your audience better.

Schedule more personal touch points. Hearing your voice and knowing that you took the time to reach out shows employees that they are valued. Use these opportunities to check in on how they are doing personally, what support they might need, and how you can help. Take the opportunity to listen to their needs and gather input on what affects them.