Updated: Mar 20
Many companies are undergoing transformational change to compete in an evolving world and aren't sure how to bring their employees along. 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 our 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 our 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 to communicate in a way that ties these things together while making the information 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 think about how you’re talking to your employees, since they're the ones who will 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, making them 21% more profitable*. 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 many managers are not naturally strong communicators. By developing communication tools 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.
Ready to get started communicating proactively and intentionally with your employees to boost retention, productivity and profitability? Let’s connect about how Tschida Communications can support your business goals.
*Gallup State of the American Workplace report