Internal Communications

Outspoken? Occasionally. But we prefer positively disruptive. We want to work with likeminded organisations and people.

Make your internal communications audit count

A strategic communications strategy is important to make sure all your channels align and deliver a consistent message across all touch points and interactions – creating that meaningful employee experience. Giving employees a voice to shape the messages they receive and how they are distributed is key to this – and delivering on what they say is crucial.

This is backed by IBMs 2016 report The Employee Experience Index, which made several recommendations for cultivating a more positive employee experience, one of which was to:

Diagnose

  • Listen regularly to the voice of your employees (through platforms such as census and pulse surveys, social listening, etc.) to understand the nature of their experiences at work.
  • Conduct a driver’s analysis to diagnose the culturally relevant workplace practices that are strengths to build upon or areas for improvement.

We know from our work with clients that the key to creating a meaningful internal communications strategy that reflects what employees want and need is insight. Reaching employees in a way that suits their preferences is critical part of any company’s internal customer experience, and an internal communications audit is a tried and tested method of gathering this insight. But how do you engage employees in the process so that they want to contribute? And most importantly, how do you get buy in for what comes out of it, in particular from your senior leaders?

Be prepared for surprises

The key to any audit is being prepared that what comes out of it might be a surprise to you and senior leaders. You need to be prepared to make changes you weren’t expecting – this is the only way you’ll make the audit meaningful.

And like any internal communication plan – gaining buy in from the start from your audiences is key. Your employee champions group will play an important role in encouraging employees to engage with the audit, along with managers. Both groups need insight ahead of time as to what is going to take place, why and what the key objectives are.

Who needs to know what and when?




Our approach to audit

When we audit your internal communications we look at

  • What’s working well
  • How clearly messages have been communicated
  • Where improvements can be made

And we do this through looking at three types of data

  • Existing information – submersing ourselves in your organisation
  • Quantitative – surveys
  • Qualitative – talking to your people about what matters to them

The result

A report that not only gives you the insight, but also gives tangible recommendations on what you need to do to achieve your goals.

 

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