Connecting Teams & Driving Success with Internal Communications

For far too long, organizations treated internal communications as a “nice to have.” It was a tactic that could be leveraged when you needed it to communicate change or something that could simply be switched on whenever an executive thought their organization could benefit from a modicum of additional employee engagement.?

But here’s the problem: intermittent programing is immensely ineffective. And more profoundly: failing to focus on internal communications leaves tremendous value on the table and can create organizational vulnerabilities. Today, there is growing recognition of what internal communications programs really are: a must-have tool for driving business.?

Open communication drives engagement. Companies with engaged employees have 23 percent higher profits and can increase productivity by 25 percent. Well-executed programs also dramatically reduce employee turnover. Now, that’s real money.?

A combination of remote work, employee activism, and a younger workforce have brought internal communications to top of mind for many. But to best leverage this channel, it must be treated with care, based in sound strategy, consistency, authenticity, and yes, some fun.?

Below, our team explores how organizations can best engage their employees. But to dive deeper on your needs, drop Comsint a note.

Age Might Just Be a Number: Communicating with a Multigenerational Workforce

By Nick Puleo

Here’s something that should come as no surprise: the communications and media consumption habits of Millennials, Gen Xers, and Baby Boomers are wildly different. But does that really make a difference in the workplace?

While some may answer with a resounding “yes,” recent research tells us that generational differences are less impactful to internal communications than you might think. In fact, the MIT Sloan Management Review found that “subjective age” – that is, how old someone feels – is far more important than chronological age.

Regardless of age, one thing should be obvious to all communicators: people consume information differently (at every age), and internal communications programs need to consider this.

Let’s be clear: bridging the generational communication gap is essential for fostering a collaborative and inclusive work environment. But reductive stereotypes on age that have been built into communications strategies may actually hinder progress on this front.

For instance, articles over the last decade have insisted that older workers prefer face-to-face communication when receiving important information and value traditional hierarchical structures, while younger workers often lean towards digital communication and seek a more collaborative and flexible work environment.

In the post-COVID world, we now see a much stronger embrace of technology by Baby Boomers and a yearning for face-to-face contact and mentorship by younger workers, particularly Generation Y.??

So, what is a communications team to do?

Be flexible and give options. Creating a flexible communications program allows employees to choose the mode of communication that suits their preferences and work styles. This can include traditional in-person meetings, virtual communication tools, and written email communication. Offering various communication channels accommodates the diverse preferences of employees across different generations, ensuring that everyone feels comfortable and engaged. Remember: the goal is not to ensure that someone reads your email; it is to ensure that everyone in the company gets the message.?

Remember, too, that the rise of digital media has acclimated employees to the notion that they have a say on various topics, both in and out of the workplace. Employers need to be attuned to the needs and expectations of their employees, regardless of age, giving them an opportunity to elevate their voices. Actively seeking feedback and providing opportunities for open dialogue contribute to a more inclusive communication environment.

But be cautious when soliciting feedback, especially if your organization is reluctant to make changes based on what it contains. Employees want their feedback taken into consideration and to see meaningful actions taken because of it. Soliciting feedback that is destined for the proverbial circular file will have negative effects. Communicators should acknowledge feedback, mirror back accolades and concerns, and clearly outline how that feedback will be incorporated into future plans. When done correctly, gathering employee feedback helps build trust among employees and ensures their voices are heard, fostering a sense of belonging within the organization.

Additionally, recognizing and celebrating the strengths of each generation contributes to a positive and collaborative work environment. Employers should leverage the diverse skills and experiences that different generations bring to the table. Employee resource groups encourage knowledge-sharing between generations and can be instrumental in fostering mutual understanding and respect. Non-traditional mentorship programs have also been successful when they are guided by an employee’s role in the organization rather than their age.?

Effective communication in a multigenerational workforce requires a thoughtful and inclusive approach with less focus on age than you’d think. While employers must acknowledge and adapt to the unique communication styles of each generation, the ultimate goals of fostering flexibility, active listening, and the integration of technology can be achieved through understanding the preferences of your particular workforce rather than utilizing sweeping generalizations. By embracing the strengths of diverse age groups and promoting open dialogue, organizations can create a workplace culture that values and respects every employee, regardless of their generational background.?

Three Components That Need to Be Integrated Into Your Internal Communications?

By Jenna Matthews

In 2023, Forbes commissioned a study that surveyed 1,000 employed Americans working in an office. The results ranged from the majority citing burnout due to an “always on” feeling to the more nuanced insight that almost half of workers experience stress trying to form responses that convey the right tone of voice. Another report from Axios notes that ineffective communication costs U.S. companies an estimated $2 trillion a year.

This data indicates that employers must examine how they communicate with their workforce and implement strategies to make people feel supported. For 2024, here are three internal communications trends that need to be integrated into your strategy : emphasis on employee experience, data-driven communications decisions, and a continued commitment to celebrating and elevating diverse voices.?

Focus on the Employee Experience?

Employee experience has emerged as a focal point in internal communications, and with good reason. According to a Forbes study, 45 percent of workers feel more connected to their team due to digital communication. Still, nearly half also report that ineffective communication has affected their productivity. Those numbers clearly illustrate the double-edged sword of digital communication, and it brings to mind many memes about how “a meeting could have been an email.” Companies should invest in personalized content delivery, interactive platforms, and employee-focused initiatives to enhance overall satisfaction.?

They should also deploy these communications strategies thoughtfully. The refrain of “Let’s hop on a call” can quickly make workers cringe while their to-do lists pile up. While it can be nice to bring the team together via video chat when it comes time to send out a meeting invite, take a moment to consider if a meeting is truly the best way to communicate. Consider if other tools at your disposal could achieve the same goal as meeting that demands less of your employees’ valuable time and save face-to-face interaction for when it will bring the most value.?

Use the Data You Collect?

Feedback mechanisms in internal communication channels continue to grow in importance. Businesses are embracing platforms that facilitate employee feedback, empowering staff to voice their opinions and concerns. This fosters a culture of open dialogue and collaboration. Gathering this data is a good way to help employees feel heard, but it is also possible that when nothing comes as a result of this data, workers view this exercise as time wasted. This kind of failure to close the loop is an example of poor communication, which the Forbes study cites as a reason that 40% of workers have lost trust in leadership or their team. The remedy here is simple- use the data you collect to drive decisions and share that with your team. For internal communications, data usage can be integrated into campaigns in several ways. For example, analyzing company intranet traffic data can tell you the best days to post, the type of employees reading your content, and even which employee segments might be missing the message altogether.?

Understand That One Size Does Not Fit All?

Companies continue to incorporate the guiding principles of inclusivity and diversity in their internal communications strategies. Doing so underscores the importance of representing diverse voices and perspectives in their communication strategies to foster a more inclusive and equitable workplace. That said, there is no “one size fits all” strategy that will ensure your communications are landing as intended. Companies must work to understand the unique needs of their workforce. At the same time, organizations still must be wary of not tokenizing employees based on their identities. Successful internal communication strategies are increasingly tailored to individual employee preferences, ensuring that messages are relevant and resonate with diverse audiences.?

A well-executed internal communications strategy will positively impact every area of a company, leading to increased employee engagement, productivity, and revenue. The insights from the Forbes study underscore the critical role that communication plays in fostering a positive workplace. As your team looks to refine its internal communications strategies, we encourage you to embrace these trends and forge a workplace environment where every voice is heard, valued, and celebrated. Ultimately, the success of these strategies lies not just in their adoption but in the meaningful impact they have on the daily experiences of employees, propelling organizations toward greater productivity, cohesion, and success.

Beyond the Desk: Employee Stories as Catalysts for Business Excellence

By Sarah Farris

Organizations are increasingly recognizing the profound impact of employee spotlight stories as a potent tool for engagement, recruitment, and brand elevation. Employee spotlight stories can play a pivotal role within an organization's comprehensive communications plan, elucidating the reasons behind their significance and providing compelling statistics to underscore their efficacy.

Engaging the Workforce: A Strategic Imperative

Effective communication within an organization fosters a positive work environment and a sense of belonging among employees. Employee spotlight stories serve as a powerful medium to achieve this by highlighting individual achievements, milestones, and unique talents within the workforce. According to a recent study by Gallup, companies with engaged employees outperform their counterparts by 147% in earnings per share. This statistic underscores the critical role of engagement in organizational success and positions employee spotlight stories as a key driver of engagement.

Recruitment and Retention: The Competitive Edge

Companies are vying to attract and keep top-tier talent. Employee spotlight stories contribute significantly to this endeavor by showcasing the company culture, values, and the diverse skill sets of its workforce. Research by Glassdoor reveals that organizations with a strong employer brand see a 50% reduction in cost per hire. By incorporating employee spotlight stories into the communications plan, companies can build a compelling employer brand, attracting top talent and reducing recruitment costs.

Brand Elevation: Humanizing the Corporate Identity

Humanizing the corporate identity is essential for building a positive brand image. Employee spotlight stories provide a genuine and relatable narrative, showcasing the human side of an organization. A survey conducted by Edelman found that 63% of consumers prefer to buy from companies they perceive as authentic. By incorporating authentic employee stories into their communications plan, organizations can connect with their audience personally, fostering trust and loyalty.

Need more convincing? Statistics Speak Louder Than Words

• Boosting Engagement: As mentioned earlier, companies with engaged employees outperform their counterparts by 147% in earnings per share (Gallup).
• Cost-Effective Recruitment: Organizations with a strong employer brand experience a 50% reduction in cost per hire (Glassdoor).
• Consumer Trust: 63% of consumers prefer to buy from companies perceived as authentic (Edelman).
• Social Media Impact: Employee spotlight stories shared on social media can result in a 561% increase in audience engagement (Great Place to Work).
• LinkedIn Influence: Employee profile stories can drive a 30% higher InMail acceptance rate on LinkedIn (Bill Shirk).

Crafting Compelling Employee Spotlight Stories

To maximize the impact of employee spotlight stories, organizations must carefully curate content that resonates with their audience. Examples of successful stories include highlighting personal growth within the company, overcoming challenges, and showcasing unique skills or hobbies that employees bring to the workplace. Additionally, multimedia elements such as videos and photos can enhance the storytelling experience.

Recommendations for Inclusion

There are many ways to spotlight employees within your organization. Stories can trace an employee’s journey within the organization, highlighting their growth, challenges, and milestone achievements. Beyond personal achievements, stories can share an employee's unique talents and spotlighting skills that actively contribute to the team's and the organization's overall success. It is also important to demonstrate how the employee aligns with the company’s values and culture, as well as an employee’s positive influence on team dynamics and collaboration. These stories will come to life with multimedia elements like photos and videos to create visually engaging and compelling narratives.?

Employee spotlight stories are a key component of a comprehensive communications plan. By engaging the workforce, supporting recruitment and retention efforts, and humanizing the corporate identity, organizations can unlock a myriad of benefits. The numbers don’t lie- the stats laid out above underscore the tangible impact of employee spotlight stories, reinforcing their strategic importance in today's dynamic business environment. As companies continue to evolve their communication strategies, embracing the power of employee spotlight stories is not just a choice but a strategic imperative.

Mastering Change: Leveraging Internal Communications During Transitions

By Nick Puleo

Organizational change is a constant. Whether it's adapting to technological advancements, responding to market shifts, or navigating unforeseen challenges like a global pandemic, companies must be agile to survive and thrive. As these changes unfold, effective internal communication emerges as a linchpin for success, playing a pivotal role in guiding organizations through transitions. Simply put, the significance of internal communications in navigating organizational change cannot be overstated.

Internal communication serves as the lifeblood of an organization, fostering collaboration, alignment, and a shared understanding of strategic objectives. During times of change, a transparent and well-crafted communication strategy becomes indispensable. According to a study by Harvard Business School, effective communication during organizational change increases the likelihood of success by 42%. Communication plays a critical role in determining the outcome of transformative initiatives.

Effective communication must be clear. Unclear messaging can lead to confusion and resistance among employees. A clear and consistent narrative explains the reasons behind the change and also outlines the impact on individuals and teams. Research from Gallup supports this perspective, revealing that employees who receive clear communication during change are 3.5 times more likely to be engaged in their work.

Furthermore, internal communication is not a one-size-fits-all endeavor. Messages must be tailored to the various audience segments within the organization. Executives, middle managers, and frontline employees may have distinct concerns and perspectives, requiring customized communication approaches. The ability to address these diverse needs can enhance buy-in and cooperation across all levels of the organization. Leveraging technology is essential for effective distribution of internal communication. Online platforms, collaboration tools, and virtual town halls can facilitate real-time interactions and ensure that employees are well-informed. Comsint's commitment to utilizing cutting-edge communication technologies aligns with this perspective, recognizing that an agile approach to internal communication is vital in the face of organizational change.

Confronting change without a clear communications plan can be disastrous. There is potential for resistance and employee burnout during times of uncertainty, and a Gallup report revealed that 53% of employees feel burned out when leaders communicate poorly about change. Internal communication, therefore, becomes a tool not just for delivering information but also for fostering a supportive and inclusive organizational culture that can weather the storms of change.

In times of transition, where adaptability is the key to survival, internal communication emerges as the unsung hero. As the pulse that sustains collaboration, alignment, and understanding, effective communication during transformative periods is not merely beneficial—it's imperative.. Internal communication is not merely a conveyance of information; it's the backbone of a resilient and inclusive organizational culture that not only survives but thrives amidst the storms of change. As companies continue to evolve and adapt, recognizing the transformative power of effective internal communication becomes not just a strategic advantage but a fundamental necessity for sustained success in the dynamic business environment.