Internal Communications Tips that Keep Employees Engaged

Over the past 18 months, companies have had to uncover the best way to continue productive communication with clients and customers as well as with their staff. Pre-pandemic employees were often an afterthought audience when it came to company communications. Once workforces went remote, a lack of consistent and transparent communication became painfully apparent. 

When employees feel their employers appropriately inform them, they are happier, more satisfied with their job, and more productive. When a work environment includes transparent communication, employees feel valued, which translates to better business outcomes. 

Creating a formal internal communications strategy is one way to ensure that your employees remain informed and connected to your company and brand, even in a remote environment.

Here are four considerations for creating an internal communications plan:

1. Treat your employees like they are your most important stakeholders:

Employees should be considered a target audience for every company’s campaign – from a new product launch to expanded service offerings. Just as you would segment out external audiences and develop key messages and messaging channels for each, you should do that for your employees as well.

They should be just as informed and aware of their role and what’s expected from them to help make the campaign a success.

2. Ensure Your External Message is Communicated Internally: 

Consistency in external and internal communications is an essential element of a successful internal communications program. Employees should be aware of and comfortable with how the company is talking about its products or services.

This is especially important for staff members who are client-facing, allowing for brand consistency. 

3. Create Internal Communication Channels: 

Today it’s harder to pop into your boss’s office to catch up and potentially learn about company news or developments. Companies should have a regular mode of communicating updates and announcements with staff. Depending on company culture, size, and workforce proclivity, something as simple as a monthly internal e-newsletter might be enough.

Other considerations might be a weekly zoom with leadership, a monthly video message from the CEO, or even quarterly town halls. These are all regular occurrences that employees can anticipate that will include relevant and timely updates.

Regular transparent communication also keeps the rumor mill at bay. It has the potential to address any employee questions or concerns before they become a larger issue. 

4. Create an Environment that Encourages Input. 

No one likes to be told what to do all the time. If employees feel like cogs in a machine, job satisfaction and work productivity decrease, ultimately effective business outcomes and client relationships.

When employees feel heard and listened to, they’re more likely to embrace change, feel a vital connection to the company, and stay longer. All companies should have channels through which employees are encouraged to give feedback and Input.

Whether it’s a yearly survey or focus group, a dedicated feedback email, or even time set aside at regular staff meetings for open feedback, employees should have a company-recognized channel. 

By taking these four steps to prioritize internal communications, you’re also helping to ensure that employees remain informed, empowered, and, best of all, happy.

 

Posted In Crisis Communications