Is Internal Communications really worth it?

Hello everyone, I hope you’re all well?

The last week has been an interesting one, with some highs and lows (more of that below), but a big welcome to you all – especially anyone who is reading this for the first time. ?

I’ve got to admit, I always try to keep away from politics in my posts, but I know for many it has been a week of mixed emotions following the US election. It’s really captured global attention, and Mr Trump’s victory over Vice President Kamala Harris surely will signal a significant shift in U.S. politics, not only in the US, but also across the world.

While the US markets seem to have responded positively to this change, there are many people who will not be feeling this way. From an internal communication point of view, here are a few quick thoughts that may help you in your organisation…

• Don’t be afraid to create a safe space for people to share and have an open dialogue with each other (I’ve heard that some organisations have set up forums to allow colleagues to share their thoughts in a respectful and open way). ?
• Keep the focus on your mission, values, and your plans: This is a great time to both recognise what’s happened, but also to reinforce the plans that you have in your organisation which can help to unify teams and maintain a positive focus.
• Don’t be afraid to be transparent, it maybe that the election outcome could impact your organisation. Try to reduce any whispers that may start by calling it out, and making your plans clear so people can understand them, and (more importantly) get behind them. ?
• Reinforce the support available in your organisation, some colleagues may have personal concerns, and this may re-ignite and open ‘old wounds’. Internal communication can help by both acknowledging, but also providing reassurance that support is available.

Some sad news:

This last week has been tough for many people at Asda, with many colleagues being made redundant. Speaking personally, this has opened up many old emotions for me (and others I know) who have also gone through the same process.

But there is light… one thing that has come through loud and clear is the importance of relationships and support networks (with many ex-colleagues offering help to those impacted – me included). This is great to see and doesn’t surprise me one bit as it shows how amazing people really are!

To those colleagues who are reading this who have been impacted… there is a life beyond Asda, and the skills that you’ve gained over the years will mean that you’re well placed to add value to so many organisations – you’ve got this. (to read about my experience and thoughts click here )?

So, onto this week’s focus question:

This week I wanted to go right back to basics… why is Internal Communication so important?

For me, internal communication is sometimes seen as something that ‘Jean on reception does’, an HR responsibility, or something that is only needed in large corporations with thousands of colleagues.

Every team, no matter how big (or small) will benefit from clear, consistent, and intentional communication.

The case for Internal communication:

Internal Communication isn’t just a nice to have, it going to impact your bottom line.

According to a report by Gallup, highly engaged teams show a 21% increase in profitability and a 17% increase in productivity. Internal communication is central to engagement, as employees who feel informed and valued are more likely to be invested in their work, and stay within your organisation.

Communication provides so many things to an organisation:

• Clarity: if everyone understands the overall vision or plan, they’re going to be able to work towards it, and feel part of it. By creating clarity through internal communication – everyone is on the same page.
• Building Trust: When you communicate openly and honestly, colleagues feel more comfortable sharing ideas, feedback, and even challenges (something I spoke about last week). This in turn creates a connection and a culture where people are happy to speak up and drive innovation.
• Motivation: If I’m informed, I can be part of this… regular communication (with feedback) will keep motivation high. A study from McKinsey found that productivity can increase by 20-25% in organisations that connect and communicate with their colleagues. Equally, this leads to a reduction in errors, if colleagues receive regular communication, they are so much more aware and can avoid any misunderstandings.
• Creating a Culture: “how we do things around here”: Sharing positive stories of great practice and success can drive a culture that allows your organisation (or even a small team) to get to the next level.

This is great, but how can I do this within my team?

If you’re still with me, great – because you don’t have to wait to do this…

Here are five pointers that can help you today…

Create some channels: How are you going to talk to your team?

Think about what ways you can communicate with your team… you could use a weekly team meeting, a chat group – whatever it is, set up a regular time when you can ‘check in’ with your team. Remember, this is a non-negotiable – this needs to happen. ?

Create and encourage feedback: Communication is not one way...

For me, listening is far more important than any ‘outbound communication’. How are you allowing your team to share their thoughts and ideas – do they have a voice where then can make a difference?

3: Cut the corporate jargon: we don't have time for BS

We’ve all seen it (I’m sure) where someone (typically in a senior position) uses what seems like a completely different language to provide an update.

Stop it

Clarity is your friend and will help avoid confusion.

4: Celebrate & Share:

As part of your updates, think of ways to celebrate achievements, it sounds obvious, but through this simple act it reminds colleagues why their work matters.

5: Be open: build trust

When colleagues know what’s going on, they feel more invested in the project or activity – and it also means that everyone can contribute to finding a solution.

These five pointers are geared towards smaller teams, but they can equally be applied to a much larger team or organisation. Let me know what you think, or if you’ve any questions – get in touch.

In summary:

Communication isn’t just a ‘nice to have’ – it’s much bigger than that, and should be rooted in your strategy (that has a direct link to your organisations performance, profitability and culture).

It's easy for internal communication to sometimes get forgotten about (especially for smaller teams). If your team has five people or five hundred, effective internal communication is essential and it’s key to aligning everyone with your overall goal, and enables colleagues to do their best work.

In the coming week, I’d encourage you all to take some time out to review how you’re communicating with your teams, and how effective it is… After all, your organisation depends on it.

Want to know more?

Get in touch, it'd be great to hear your thoughts

Thanks, and speak next week

Dave