What do you do if your executives struggle to convey the company's values and mission to employees?

If there is this struggle, it is because internal communication has not been working. It is necessary to map whether the problem lies with the audience, who may be resisting receiving a message, the type of message that is being conveyed in the wrong way or even with the executives who may be taking an engaging stance in their role as promoters of the company's values. . It is necessary to map this to know where to actually act.

The famous media training also serves for internal communication. There is nothing worse for an organization's climate than executive leaders who don't know how to communicate properly. They often believe they know. Understand what the company's voices are. If necessary, prepare short speeches, practice these presentations. The result is always better when the speaker is sure of what he is going to say.

Developing communication skills is possible, but it is important to consider the characteristics of each person. Empathy is fundamental. There is no point in knowing how to convey a message clearly without being able to create empathy.

Not everyone consumes information the same way. To effectively address grievances during change, leverage a variety of communication channels. - Some employees might prefer clear, concise emails, while others might seek more in-depth explanations. - The key is to diversify your communication channels to ensure maximum reach and engagement. - Remember to tailor the content to each medium, using concise language for emails and more detailed explanations on the intranet. - Encourage questions, feedback, and open dialogue. This not only fosters a sense of trust and transparency but allows you to gather valuable employee insights that can aid in resolving grievances and navigating the change process more effectively.

Cultivating a culture that aligns with your company's values and mission starts with the leadership. - Leaders set the tone, and when executives consistently embody these core values in their decisions and actions, it has a ripple effect throughout the organization. - When employees witness these principles translated into concrete behaviors, the abstract concepts of mission and values become tangible. They become a guiding force that shapes decision-making and daily interactions. - This authenticity fosters trust and inspires employees to internalize these values, reflecting them in their own work. The company's core values become part of everything the company does, making whole organization work together towards a clear goal.

It may be that the mission and values aren’t clearly defined, not so much that the executives can’t articulate them. Revisit the mission and values to make sure they are succinct, consistent and digestible.

Consider a survey to understand how the vision and mission is landing, and allow your employees to share feedback in a open, honest, and constructive way. Utilize any key themes from feedback to take a closer look at the messaging and determine if changes should be made.

Na minha experiência, quando os empregados s?o convidados a fazer parte do processo de constru??o ou manejo da cultura organizacional, existe maior chance de se corresponsabilizar e se comprometer com propósito, valores e comportamentos que refletem a cultura. Essa escuta é importante pois traz vis?es diversas e enriquece a jornada.