How can you use internal communications to retain top talent?

Internal communication is essential to maintain key talent within a company. Helps foster and strengthen work culture, reduce staff turnover, develop talents. Having adequate and different internal communication channels builds a work environment where employees feel valued and committed. A place is created where each employee perceives that he is informed, listened to, his opinions and ideas are all considered for the benefit of the company, as well as his work needs.

I'm constantly advising leaders that a company culture is built on communications and sharing in momentum. Job terms differ from Sales to Business Intelligence to the lady or fella running the DevOps or SOC. Celebrating growth is "termless" and 100% should involve everyone in the company. It's not just about paying bonuses, its about why they cannot be paid too. In the USA, people spend most of their time working. Especially, with remote work, video introduces us to families, pets, all of it. The work family is a strong player in your employee. My advisory here is to do an anonymous survey asking what rewards and incentives are important to your team. Review the data and execute a plan.

Focus on the difference makers. The change agents. These are the people who are driving the future. Feed their curiosity. Challenge their thinking. How? Immerse in the business Be provocative Discover vs Sell (let people make the arguments themselves) No cheerleading Share lessons - good and bad Dissect products and services Discern competitive moves Discuss strategy Convey personalities Balance recognition with consequence Diluting internal communications to spread over the entire enterprise dumbs down the workforce and culture. Raise the bar on excellence and performance.

Fa?o a gest?o da plataforma responsável em unificar o processo de comunica??o interna da empresa com as suas unidades. Numa dessas andan?as, fiquei conhecendo a bonita trajetória de um pai com filho na empresa. Ambos s?o formados no curso técnico em radiologia. Aliás, o pai ensinou o filho e também foi professor de outros profissionais que atuam na empresa. Essa caso interessante virou nota. Escrevi e compartilhei com foto e postei na plataforma, para que todos pudessem ler. O resultado n?o podia ser diferente. Manifesta??es de carinho, mensagens foram surgindo. Trajetórias como essa pedem apenas que sejam descobertas e replicadas. S?o armas poderosas para reter talentos.

Internal Communications help to connect the purpose of the organization to the individual's or employee role. By communicating the values, performance, innovations and key events happening in the organization and related to the organization, you are able to connect the goals of your employees. This helps them to see the bigger picture and how their daily routines contribute to something bigger. IC also help you shape the culture of the organization. The messages sent, channels used and who said what at what time becomes part of the culture and if done well over time, it helps to build the lifestyle- culture of the organization It is easier said than done but can be done. I love IC

Internal communication isn't just about announcements and updates; it's about building a community where everyone feels respected, supported, and inspired. ? By sharing your organization's purpose and goals, employees understand how their daily tasks contribute to the company's success, making them feel like a vital part of the team. But it's not just about top-down communication; it's about creating a space for open dialogue and feedback. ?Encourage employees to share their ideas, opinions, and concerns. This allows you to address issues, gather valuable insights, and build trust. Focusing on employee culture is a win-win situation, happy employees are more productive, engaged, and likely to stick around!

Four tips to use IC to create a positive work culture: 1. LISTEN Make listening an central part of your IC strategy. Employees who feel seen and listened to feel more valued. 2. FEEDBACK Remember to feed back what you have heard and tell what action you should take, or why you will not take action. 3. PEOPLE, it's all about the people! Let the employees be seen and heard with their stories that show how the company's strategies and goals become reality in everyday life. 4. CELEBRATE big and small successes, both in the team and in the company at large. Encourage your managers to celebrate the successes of their teams.

One potential pitfall awaiting internal communications when they exclusively focus on positive messages, is cynicism and a lack of credibility amongst employees. It is important for the most senior leaders to strike a balance and also be transparent about what hasn′t gone well and what needs to be improved. Transparency on these issues sets the tone and seizes the opportunity to have both a positive and a high performance culture.

Here are 3 things you can do tomorrow to improve internal communication at your company. 1. Create an internal company newsletter; make it fun, spotlight employees, tell a joke, highlight, recent successes. 2. Organize a company town hall… a virtual meeting for all staff to learn about company updates, meet new staff or touch on a particular topic. One that we did recently was on the topic of collaboration and what collaboration really means. 3. Organize a company giving back event to your local community. This allows employees at all levels to participate. Let those in non-leadership positions lead the charge…you’ll be surprised what they can accomplish.

One of the most important aspects of Internal Communication and how to make it an instrument of a positive culture is respect. Respect through transparency, clarity, appropriate form and language, but above all, looking at employees as adults and professionals. And this also applies to all the work that Internal Communication must develop with leaders so that they have this communicative role and can thus build trust with their teams - after all, people resign from their bosses and not from companies, right?

As mentioned above, the willingness to share information and to include the employees within the overall strategy, and share it with them, is always fostering commitment, and the willingness to go the extra mile, because everybody knows what the goal is. And again, taking pride in what you as an individual contributor can deliver for a company he is driving loyalty..

O IC deve ser uma.via de m?o dupla. Um colaborador que sabe o que a empresa está fazendo, conhece as estratégias e as a??es trabalha mais motivado, mas um colaborador que é ouvido se sente parte do processo, portanto está engajado para que a empresa dê certo sempre.

In today's world, people don't just work for money. They work for purpose; They work for feeling engaged; They work for joining a larger cause that can help an entire generation or a community. Internal communication is the tool that helps the employees connect better with the management and feel relevant. They feel valued. They feel that they make a positive contribution. Hence having a two way conversation through internal communication can help in better understanding and bonding between employees and management and thereby enable the talent in the organisation to be aligned to the larger goals and stay

There is nothing better than a boss that trusts and believes in you. This is the kind of leader you follow no matter what company you go to. This is done through authentic trust and communication. It doesn’t mean divulging every detail, employees know some things are confidential. Showing trust by sharing insight when appropriate go a long way to building a long lasting professional relationship. This can even be a leader having the courage to have a difficult performance discussion but taking the other step to talk about how to find their way back, and the belief that they will.

Realmente acredito que bons funcionários se casam com o propósito. Com uma causa justa a tendência é que queiram levar isso adiante e impacte até mesmo a vida pessoal dos colaboradores. No meu entendimento é algo que vem mesmo antes de alguém come?ar a trabalhar na organiza??o; se temos um propósito claro, uma causa justa que vale a pena buscar, a "lealdade" é dada, é organica... pessoas buscar?o participar e contribuir naturalmente.

Tell the truth and don’t sugar coat it. Employees deserve to know what’s happening. You will build Loyalty that way. Spinning up a narrative to gloss over the obvious is a great way to create discord.

IC can be linked all the way to the bottom line much like marketing. With the right systems and processes, you can make the connection between communications measurements, survey measurements, turnover and referral data and the cost in dollars of having poor turnover and referral metrics.

In my experience when using Internal Communications for talent retention, you have to consider who your main stakeholders are: people leaders. They are the ones who interact the most with employees, and if given the right tools (job-aids, communication guidelines, and feedback) you can turn them into efficient communicators and, at the same time, key partners in identifying cultural gaps amongst teams.

This is a really good article about internal communication and it's importance. I completely agree on this as in the current market situation, not just retaining clients but also retaining employees will be equally challenging as it plays a very important role in the growth and success of any organisation. Appreciate the idea of an internal communication team. Thank you for such a nice article.

If you are able to do regular check-ins between managers and their team members. These can be one-on-one meetings to discuss progress, challenges, and career aspirations. Consistent communication helps managers understand their employees' needs better and reduces the gap of Not addressing issue early, Non recognition issues to help reduce turnover.

It's vital to be careful on this topic. Many people still conflate 'Internal Communication' with 'the work of the Internal Communication Team'. They're not the same thing. The ability of the Internal Communication Team to 'retain top talent' will always be limited by the remit it's given by the C-suite. As the saying goes: "People rarely leave bad jobs; they usually leave bad bosses". And while it's all very nice to talk in terms of the IC Team's hypothetical potential to impact retention, it can't get close to doing the job on its own. Until IC Teams are able to support line managers with their communication activities (much as Finance Specialists do with those managers' budget management) their impact will always be limited.

In my experience leading internal communication, I would like to add that it is relevant to have a communication strategy that covers all business processes. It has worked well to build a strategy that is deployed in different dimensions: business and results, market trends, people and culture, sustainability, safety and security, and compliance. Each dimension has its own content, frequency, and scope, and the most important is co-created by the employees themselves. I thinks this is one of the best ways to appreciate their talent and their knowledge of the organization and it’s an open invitation to them to continue contributing to the organization.

Ensure there is no employee burnout. See there is not too much workload. Fun events, office social outings de-stress and rejuvenate

Trabalho numa empresa do ramo de diagnóstico por imagem. Ao visitar uma das unidades para conhecer a realidade local, procurei conversar com colaboradores e pacientes para conhecer melhor a empresa e sua cultura. Fui surpreendido com o relato de uma paciente, que muito me emocionou. Ao sair da ressonancia magnética, ela estampou um lindo sorriso. Disse que estava feliz e se sentia mais confiante e segura. Entendo aqui a importancia do trabalho acolhedor do colaborador com a cliente. Saber ouvir, perceber a emo??o, oferecer conforto, seguran?a com palavras e a??es que demonstrem acolhida fazem toda a diferen?a. A maior revolu??o de uma organiza??o come?a das coisas simples, do jeito como se comunica e acolhe seus clientes.

Leveraging internal communication to retain top talent involves creating a transparent and inclusive dialogue that emphasizes their value within the organization. Regularly sharing the company's vision, goals, and milestones fosters a sense of purpose and connection. Acknowledging achievements, providing growth opportunities, and seeking feedback are crucial components, demonstrating a commitment to individual development. Additionally, recognizing and addressing concerns promptly ensures a supportive work environment. In essence, effective internal communication not only enhances job satisfaction but also contributes to a strong sense of belonging and loyalty, critical factors in retaining top talent.