Types of Internal Communication You Need to Be Doing in Your Organisation
It’s shocking to think there are still companies out there who undervalue the importance of internal communication.
Many might not realise how disconnected their staff currently feel - a feeling which can affect productivity and quality of work.
Firstly, What is Internal Communication?
The aim of internal communications is to promote effective communications among people within an organisation - keeping staff aligned, engaged and even reinforced your culture.
There are so many types of internal communication in business to help diminish that. Here are some of the most common...
- Leadership and Top-down Communication
- Change Communication
- Crisis Communication
- Culture Communication
- Bottom-Up and Two-Way Communications
Leadership and Top-Down Communication
Senior leaders and managers play a pivotal role in shaping and communicating the culture and direction of a business, so getting them heard in a way that resonates across the workforce is essential.
Hearing from the boss makes a difference in how staff define purpose in their work. This is especially relevant in enterprises where many staff may not ever meet their directors in person. In these cases, internal communication has an even more important role to play.
Top-down communications inform staff of the overall business strategy and direction of the organisation, usually company-wide and inherently formal in their nature - such as on-site meetings, video streams, corporate newsletters.
It’s likely these types of communications are already firmly placed in your organisation. However, reviewing how information like this is conveyed to staff and making sure it doesn’t alienate anybody with overly corporate language can help keep engagement up.
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Regardless of what your industry, business size or strategy are, change is part of the natural growth of a business. Communication is the most significant ingredient for the successful management of change.
Whether it’s a new office, software, process or industry-related change like policies, communicating change internally requires some planning and an understanding of your staff concerns and needs.
Each team in your organisation will be affected differently by the change so your approach needs to reflect that. A company-wide blanket approach won’t cut it for everything. Smaller groups, with the opportunity for feedback and Q&A, will be more receptive to change and have a reduced negative response.
Getting the right information to the right people quickly and effectively is important. However, it’s absolutely vital during a crisis situation.
Unlike other forms of internal communication, crises don’t come with much warning - that’s what usually makes them a crisis in the first place. However, having a refined crisis communication plan in place before anything happens can mitigate risk and keep staff safe.
The biggest consideration for this type of internal communication is the tools you’ll need. Can you reach everyone you need to, regardless of location? This includes staff who aren’t typically at a desk and don’t have easy access to a computer.
A broadcast tool is essential as it will push a single message out through multiple channels. For example, text message, push notification, email and more. It’s equally important to ensure you have a way to confirm staff receipt or safety too.
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78% of CEOS & CFOs believe that culture is one of the top five drivers of value for an organisation which shows company culture is an often intangible yet hugely influential part of an organisation. Organisational culture is typically defined as the shared values, beliefs and perceptions held by employees within an organisation.
Positive culture is an essential aspect of running a business. More than 50% of executives say corporate culture influences productivity, creativity, profitability and growth rates.
From talent attraction and retention, through to engagement, financial performance, business stability, longevity and more - it’s at the heart of the business.
It starts with your ethos. However, defining and sticking these values on the office wall doesn’t manifest a company culture. Making sure you are implementing all these types of internal communication can help nurture, communicate and facilitate its prosperity.
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Bottom-Up and Two-Way Communications
Information flow in an organisation isn’t limited to top-down. To engage, retain and siphon the insights of staff; two-way and bottom-up communication is imperative.
As employee engagement and experience becomes widely recognised as big contributors to the business bottom-line, the value of this type of internal communication can’t be understated.
A whopping 90% of employees want to work for a company where issues are talked about efficiently and inclusively. It’s the job of internal communicators to ensure staff have the right tools, support and channels to get their individual voices heard.
Virtual surveys and regular feedback sessions are more accurate ways of seeing how staff feel. Giving every employee - regardless of role, position or location – a voice and active role in contributing to the organisation is undoubtedly empowering.
This type of internal communication is arguably the one that can have the biggest impact on the business.
Improve Your Internal Communication Skills in Your Organisation With Our Handbook
In our guide, we’ve covered the essentials of communicating in your organisation. Whether it’s internal communications that reinforce your company culture or learning how to communicate that to the wider team in a presentation, you’ll find something in there for everybody in your organisation to gain.
To get your free copy, click on the link below.