What do you do if your Internal Communications need improvement?

1. Define goals 2. Strategize 3. Prioritize 4. Demographics analysis 5. Audit 6. Project plan 7. Comms plan 8. Phase one roll out 9. Analyze and refine 10. Phase two roll out

Internal communication can be considered a living organism. It feeds on the dissemination of different views and readings on certain subjects. Therefore, the greater the clarity in the exposition, the less possibility of creating noise in this sharing. To be efficient at this time, you need to understand the most friendly way to communicate with different teams and explore these paths. Good internal research helps a lot to have a guide on how to start the approach. There is no single formula for achieving results, you need to understand how your audience responds to the information received and how they interact with it.

Basis my experience : 1) Run ongoing checks on your campaigns , content , resonance of your messages etc with short surveys 2) Continuous engagement with business stakeholders also tells you what's working & what's not 3) Check the gaps - Look at what's missing - resources , creativity , right information wrt company vision & plans , content dissemination timing , storytelling , complex content etc 4) Take corrective action - example - improve story telling styles , play around and experiment with different channels (static , audio , video) , create more engaging designs. Key is to get keep getting feedback , experiment with new channels , create visually appealing content , ensure there is no overdose of information.

Not all employees participate in internal surveys voluntarily. The way in which the need to know what employees' pain points are so that the company can improve its working environment is presented is very relevant for qualitative adherence. Don't expect to have 100% qualitative adherence. However, those who respond are the same ones who are ready to share the news - for better and for worse. Hence the importance of creating truly relevant, clear and straightforward information. Seeking to receive contributions from employees for each newsletter can be a good strategy.

Concrete objectives are key. They must ladder up to business performance indicators NOT only open rates, readership, reach or participation. The purpose of IC is to drive business results. Understand the business priorities, objectives, challenges and opportunities and align your effort against them. Build concrete lead and lag metrics that are both quantitative and qualitative and directly support achieving business goals. Open rates may be a lead indicator. Belief in the company’s future, knowledge of the company’s top priorities, employees saying they know how their work addresses customer needs - those are strong IC objectives.

Information and access to it must be made easy and as simple as possible. As tools used for this, we must prioritize those that are already part of the team's daily life, this avoids digital stress, which occurs when transitioning between different apps for different activities in the same company.

Don't "copy" and "paste" the same message for all platforms! The message should be tailored to fit the platform as people consume the message differently.

Messages can't look like an annual report, but they can't be funny either. A friendly tone, when possible humorous, but seriously and without distracting from the purpose is an important and determining focus for the message to reach the recipient efficiently. Pay attention to the quality of writing, well-designed texts attract reading. Less is more, be brief enough to get the message across.

An environment of synergy only happens when there is transparency in actions and communication. Participation will not be spontaneous, or rarely will be. Encouraging time to collaborate by telling short personal stories about something can help break the ice. The more user friendly you are, the greater the connection with the message.

Openly reward employees who are engaged. When expectations are set, engaged employees generally strive to meet them. You should recognize your employees’ efforts when they go above and beyond on a task and ensure that recognition is made public. It acknowledges and rewards exemplary effort. We, as humans, like to receive recognition, especially when working toward a goal. Receiving one-to-one recognition from your manager is nice – receiving it in front of your colleagues, even your entire company, is even better! It sets an example for your entire organization and gives employees something to aspire to.