Updated: Mar 18
COVID-19 variants and people’s changing ideas about where work needs to happen are keeping people virtual. The ongoing war for talent is disrupting traditional hiring and retention practices. And we’re all working faster and doing more than ever. These factors and others are driving more of my clients to start thinking about internal communications as part of their larger business strategy in a way they never have before.
Many companies focus all their communications efforts on external stakeholders and miss out on the power of employees who could be true ambassadors—and a conduit to even greater success—if they simply have the right tools.
But how do you know when you really need to get strategic about your internal communications?
In my experience, there are five questions you can ask yourself to determine when it’s time to focus internally and get strategic about how you’re talking to your employees.
Are your business model, strategy, or priorities changing? It is essential that you’re communicating any major changes in the way your company operates to your employees. But that’s not enough. In order to connect their work to your company’s objectives and, ultimately, its success, you’ll need an internal communications strategy that ties these things together in a way that is meaningful and actionable.
Are you growing? Many companies are seeing rapid growth, whether that means new products, new markets, or new acquisitions—all of which should serve as a trigger point to get strategic and thoughtful about how you’re talking to your employees who will need to sell these new products, work across these new markets, and collaborate with newly acquired businesses.
Do you need to boost engagement? It’s no secret that engaged employees have a significant impact on a company’s business results. However, today’s virtual working environment can make it challenging to build engagement, especially given the burnout and meeting overload many employees are experiencing. A strong internal communications strategy can help you disseminate your company’s culture across a dispersed workforce, making people feel more connected and engaged—and even help you address attrition as you seek to retain your talented workforce.
Do your managers need support to lead more effectively? You hire managers to make sure the work gets done, but not all good managers are naturally strong communicators. By developing strategic internal communications for your people managers, you can help them better connect with your employees—and connect those employees with what you’re working to achieve, driving engagement and business results.
Are you working to prioritize diversity, equity and inclusion (DEI)? With DEI becoming a growing focus, developing an internal communications strategy that addresses DEI can help you take your efforts to the next level. Lots of companies say they care, but getting it right when sharing about the importance of DEI will bring your initiative to life, make it tangible and real for your employees, and help them see how they fit into the bigger picture.
Do you need assistance building your communications strategy or a team of experts to help manage your communications function? Let’s connect and discuss how Tschida Communications can support your business and communications goals.