You’re in charge of internal communications. How can you keep everyone connected without breaking the bank?

Three key points: 1. The start of all communication should be listening. Find out how colleagues like to consume information. Depending on the size of your organisation this could look like 1:1 conversations, full team meetings, or regular surveys. Once you've listened, you can decide where to start. 2. One size does not fit all. Think about the type of information you need to communicate, and consider how best it would be conveyed. If it is lengthy, it may be better to share an email, but if it's a short update perhaps graphics will speak louder than words. 3. If working to budget constraints, optimise what you already have. If you must stick to email, make it as clear and engaging as you can, putting yourself in a recipient's shoes.

Plan before tools, strategy before plan, mission before strategy... all that being said, when you get to considering your tool stack, it's very easy to get shiny object-syndrome. Keep it simple - look at how and where your team works and choose solutions that will plug into this. Then ensure you create clarity on what tools are used for each purpose.

From experience, companies often lack an open, communicative working atmosphere, clear communication levels, workflow plans, communication rules, and templates for recurring workflow processes. This leads to either literally being littered or essential things not being transported/implemented and processed further in a targeted manner. Consequence: Employees become annoyed, switch off and resign. However, provided that this is clearly regulated internally, the internal communication channels for processes/technical topics can be via InTel, InMail, Inst. Messaging services (e.g. encrypted Signal, Threema, Proton, iMessage, etc.) and video calls (e.g. E.g. Google Meet, Zoom, Skype).

Para manter todos conectados de forma eficaz sem grandes investimentos, é possível recorrer a plataformas gratuitas ou de baixo custo. Ferramentas como Slack, Microsoft Teams, ou Google Workspace oferecem funcionalidades que facilitam a comunica??o e a colabora??o interna. Essas plataformas permitem a cria??o de canais para diferentes equipes, compartilhamento de arquivos e organiza??o de reuni?es virtuais, mantendo a comunica??o fluida e acessível a todos.

Promote cohesion through consistent email updates, engaging town halls, and an easily accessible intranet. Welcome feedback and celebrate achievements. Prioritize compassion and openness in all communications.

Le plan de communication est le pré requis pour une communication structurée. Les objectifs clairs, déclinés en actions et surtout un retroplanning réaliste pour anticiper et préparer correctement ses actions et surtout ne pas surcharger des périodes et laisser d'autres blanches. La régularité étant l'une des garantes de la fidélité des cibles.

Já sabemos que a realiza??o de campanhas internas bem planejadas contribuem sobremaneira, para o alcance dos objetivos organizacionais. Também promovem um ambiente de trabalho mais saudável e transparente, e impactam no engajamento e uni?o entre as equipes.

- **Objectives:** Clear goals for what we wanted to achieve with our internal communications, such as improving employee awareness of company values and increasing engagement with company initiatives. - **Audience Segmentation:** We recognized that different departments and levels of staff required tailored communication. We segmented our audience and customized messages accordingly. - **Content Calendar:** A detailed schedule that outlined what type of content would be shared, including operational updates, success stories, and educational content, ensuring a consistent flow of communication.

"Keeping everyone connected" means different things to different groups. Be sure to do an audience analysis to determine communication goals and objectives for each stakeholder group. Then, select the best channels to engage those audiences, based on your analysis. Each group should have at least one low-cost channel that resonates with them that won't break the bank. And finally, create a communication plan to reach your audience at the right time.

- **Objectives:** Clear goals for what we wanted to achieve with our internal communications, such as improving employee awareness of company values and increasing engagement with company initiatives. - **Audience Segmentation:** We recognized that different departments and levels of staff required tailored communication. We segmented our audience and customized messages accordingly. - **Content Calendar:** A detailed schedule that outlined what type of content would be shared, including operational updates, success stories, and educational content, ensuring a consistent flow of communication.

Internal Communications is a difficult proposition. While you may have a solid plan in place, until and unless it is supported by employees it loses its value. Involvement of leaders is critical - employees need to have that trust and faith and that sense of pride in working with an organization.

No 1 is having the right conditions It is not enough to point out their responsibility and support from time to time. ?? CLARIFY THE ROLE & RESPONSIBILITY What are the expectations? Is it included in the role description for leaders? What′s their role in the organization's communication? ?? PROVIDE TOOLS formulate messages, listen actively and choose channels for the desired effect. ?? PROVIDE SUPPORT Q&A, messages, presentations and questions that facilitate their work. ?? ENCOURAGE Good examples. Let them learn from each other. ?? TALK ABOUT COMMUNICATION Remind them of the value, making it easier to continue prioritizing communication. ?? MEASSURE & FOLLOW UP to know where and how you need to develop the manager's support.

Afin de garder tout le monde connecté dans la communication interne, il est nécessaire de considérer qu'il s'agit d'un échange à double sens en encourageant le dialogue via par exemple des sondages où chacun peut exprimer son avis.

Leaders - and influencers - play a key role in all communications plans. I would recommend getting to know your business, and then identifying the leaders who can speak to the business priorities. They are great candidates to be internal and external advocates of what the business is trying to do and the focus of your business partnering. This has much more ROI than focusing on one person or sporadic groups of people.

Les dirigeants fixent le cap et les priorités, leur implication est majeure mais il ne faut pas oublier d'impliquer aussi les collaborateurs qui peuvent très vite devenir les ambassadeurs de la com interne auprès de leurs collègues.

Instead of waiting until you have already communicated the change or update, consider having a small group of culture insiders or trusted advisors test and provide feedback on the messaging and communications strategy before launching more broadly. This works well for change communications, and is a great way to include employees from the start and make any adjustments before going out to a larger audience.

When within an organization, the different departments that work together in the processes are constantly in contact to provide each other with feedback. It is certainly advisable to implement this in a manner adapted to the environment, group meetings in person or via video call with the relevant groups or department heads. This allows any existing problems, but also innovative developments, to be redesigned and implemented from processes that previously did not work so well. Communication must be considered an opportunity within companies/organizations. This results in constant new processes for optimization, which must also be the goal and must arise from this.

Frequência e consistência s?o essenciais quando se trata de manter todos conectados. Aqui vale refor?ar que a escuta ativa é o que dará o tom do que é necessário para gerar fluidez e eficiência.

Starting meetings off with positive reinforcement, celebrating a success or recognizing an achievement is a great small action that takes 1-2 min and sets a positive habit in motion for your whole team. It also reminds everyone that while there may feel like times that everything is chaotic, there’s still SOMETHING worth celebrating!

If you want to make celebration a habit, start with yourself and your team. Lead by example by sharing your own successes and encouraging your team to follow your lead. When you create a safe space to acknowledge your gifts, your team will feel empowered to do the same. As a leader, it's your job to pay attention to your team and their individual pursuits. Keep a list of accomplishments and take 5 minutes every day to add to it. Being intentional about praise and kudos is crucial to creating a culture of celebration.

Explore free online courses, share your expertise through workshops and build an internal book club (or e-book, same flavor). Support each other in pursuing certifications and creating a positive feedback loop for growth. Stay agile through learning!

Internal communications doesn't need big budgets most of the time. It needs to connect with employees so that they feel interested to contribute. Owned media are good enough most of the time and basic inhouse creativity is also manageable but the most important aspects is that employees need to feel it is important for them. Then and only then it can work. Else you can pump in money but if employees don't connect it's all a waste

Every organisation/business/initiative is founded on a dna,or the fundamental drivers or beliefs of the business.Internal communication is directed to all people who are "internal" to the organisation. One perspective is to connect everyone at the core ,with stories that crystallize the beliefs of the organisation.The craft is to make these stories as engaging as possible.The science is once everyone is connected,you generate your first level "advocates" or "evangelists"that are ready for word of mouth marketing.