Is your internal communication as good as it should be?
The Covid-19 pandemic has changed so many things in our lives and wider society. For many organisations, this resulted in a swift move to remote working from home. This was a necessary step to adhere to lockdown rules and government guidance.
Unfortunately, little time could be given to the potential issues that might arise because of this new way of working - such as effective communication, performance, and specific individuals’ needs. Yet with lockdown measures starting to be eased in the majority of the country and several months to reflect on, it is becoming easier to identify areas for improvement.
In truth, minimal thought was given to the internal communications process. This isn’t the case for all businesses and options are of course limited by the inability to have face-to-face interaction. But when employee communication platform, Smarp, describes it as “the cornerstone of your organisation”, it deserves to be given proper time and attention.
According to a study by management consulting company, Watson Wyatt, businesses with effective communication practices were more than 50 percent more likely to report employee turnover levels below the industry average. They added that productivity improves by up to 25 percent in organisations with connected employees.
Despite this, Smarp reports that 60 percent of organisations don’t have a long-term plan for their internal communications. Meanwhile, 72 percent of employees say they don’t fully understand what the overall strategy of their company is.
These statistics are shocking. Yet the reality could actually be worse. For instance, who is brave enough to run a similar colleague engagement survey now, in the current climate?
So how does a business seek to rectify this - particularly when remote working and the effects of the Covid-19 crisis look set to continue for the foreseeable future?
First, consider the preferences of individuals. This is generalising, but think of how your current way of working would affect the introvert, versus the extravert. Introverts might need time and space to reflect, while an extravert often thrives off the office environment. Consider how different personalities have different needs and a ‘one size fits all’ approach may not be the best way to engage and connect with your staff.
Second, make sure they are getting the right information; but don’t bombard them. A string of video conferences may end up being counter-productive as employees switch off. Also, when can they speak with their colleagues about other matters - the ‘water cooler conversations’, if you will? Mental wellbeing should be at the forefront of an organisation’s thoughts when it comes to internal communications.
These are unprecedented times and businesses can’t be expected to constantly get it right, but they must be willing to improve and that involves investing in communication and engagement with their staff.
By Tom Seymour, an online content writer for alterniq inspired growth.
