What is internal communication? Learn the 10 strategies to do your company’s! – WAU

Internal communication is essential to improve the relationship between employees and align all sectors of the company.

When we talk about communication and marketing actions, the first target audience that comes to the mind of most entrepreneurs is the external, predominantly composed of customers. Right?

On the other hand, the internal public is not always remembered, which is a big problem for companies. After all, it is the employees who make the machine work.

Without having good communication with them, their strategies are unlikely to achieve the expected results. Or do you believe that an uninformed and unmotivated employee will be productive?

Such problems can be resolved or minimized with the internal communication.

This tool is extremely important for companies that know they need professionals engaged to achieve their goals.

If you are interested in this, then follow this article to the end! You will see what internal communication is, its benefits and 10 more strategies for you to apply in your business. Stay with us!

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The concept of internal communication

Internal communication is an area of ​​integrated communication that focuses its actions on the employees of a company.

This is the transmission and sharing of relevant and strategic information in a corporate environment.

This exchange can be made either vertically (between superiors and subordinates and vice versa) or horizontally (between employees at the same hierarchical level).

But what is this information about?

Well, this can range from a broader message, such as the spread of values, missions, visions, market strategies and organizational objectives, to something more segmented and restricted to a group of employees, such as feedbacks and goals by department.

The main purpose of internal communication is keep employees aligned and engaged with the organization’s objectives, causes and discourses. In this way, conducts are established and stimulated that go against what the company preaches.

For this to happen, the relationship with the professionals in the house must be transparent, constant, empathetic and simple.

The importance of internal communication for a company

To better understand the relevance of this area, we will list the advantages of having an effective internal communication in the company. Check out:

Improves the organizational climate

If you were an employee, you must have an idea of ​​how boring a work environment is in which people interact little with each other, right?

Through internal communication, professionals are encouraged to develop interpersonal relationships and the spirit of cooperation.

The distances between departments are reduced, so that people can interact more and work in harmony.

With a greater involvement among employees, the relationship increases and the team leaves stronger, thus contributing to a lighter, more respectful and productive climate.

Increases internal productivity

From the moment that employees feel engaged with the company’s goals, it is natural that they try harder to contribute to the organization.

Each employee comes to better understand their role within the company, its importance and the impact that their work has on the company’s overall results.

This lets professionals know how much they and their respective teams need to produce for the business, as a whole, to benefit.

Anyway, with more motivation and focus, the trend is that productivity is also higher.

Decreases turnover rate

These notions of productivity and relevance to the organization also contribute to a longer time spent by employees.

But not only that. More motivated employees, recognized and inserted in a pleasant work environment are happier and have almost no reason to leave the company.

A change of scenery will be less considered when the quality of life at work is rewarding enough.

It’s like in a marital relationship: if the relationship is true, transparent and integrated (values ​​that the internal communication proposes), the chances of separation decrease.

Facilitates the integration of new employees

A new contractor who arrives knowing the company’s history, knowing the functions he must fulfill and being welcomed by current employees tends to integrate more easily.

As internal communication advocates the existence of a friendly and interactive organizational climate, it is essential that new employees are not isolated and adapt as quickly as possible.

It is important that there are no barriers. Thus, newbies will feel more comfortable asking questions, making suggestions and getting closer to other people.

Minimizes rumors and gossip

If there’s one thing that goes with any work environment, it’s rumors, rumors and internal gossip.

This is the result of information hidden, mismatched and poorly distributed by leaders and their employees.

Imagine, for example, that the director of a company has told a close employee that he is negotiating a move to another city, but without revealing his destination.

If that employee tells one more person, that incomplete information will gradually spread throughout the organization, opening up scope for speculation and unnecessary concerns about the company’s new headquarters.

If it is to take internal communication seriously, the game needs to be open with employees, ok?

Reduces the effects of a crisis

When a company goes through a difficult time and decides to show its internal public its real situation and the strategies designed to improve, it is able to reinforce the union between employees.

But it’s good to make it clear that this will only be possible if all the previous benefits are perceived by employees.

Do not expect commitment from a professional who is out of alignment with the company’s objectives, dissatisfied with the work environment or unworthy.

An example of an internal communication action that contributes to the reduction of a crisis is the openness for employees to participate in the company’s strategic decisions.

If there is a channel where they can leave their improvement proposals and receive feedback for that, the chances of solutions appearing will be greater.

10 best internal communication practices

Putting this concept into practice is not as complex as it seems. There are simple strategies that can greatly improve the exchange of information within the company.

Do you want to know these actions? So, check out the 10 that we list:

1. Know your company and your employees well

Let’s start from the beginning. As internal communication seeks alignment between employees and the organization’s strategies, it is necessary to study both very well.

Start with your company and its respective values, objectives, history, culture and market data. This information will be basic to know what will be shared with the internal public.

In turn, employees must be understood based on their professional experiences, personal values, personalities, levels of education and other characteristics that will help to define the ways in which the information will be passed on.

2. Draw up a plan for that area

Like any other project, internal communication requires planning to put everything in order later.

An organized and consistent strategy depends on planning that anticipates the actions to be performed and the objectives to be achieved.

In the case of internal communication, the objectives vary from company to company, but some of the best known are:

  • increase the alignment of employees with the organization’s speeches;
  • leverage the level of employee satisfaction;
  • decrease the company’s turnover;
  • improve the participation of professionals in strategic meetings or in the company’s social actions;
  • and boost the rate of goals achieved per employee or team.

3. Encourage clear and accessible communication

Simplicity in dialogues is a basic requirement in internal communication. It doesn’t matter if a message comes from top to bottom or between different departments, it needs to be understood by all recipients.

And, for this to happen, it is important that each one knows the profile of who will receive the information well.

The person responsible for the financial sector needs to avoid technical language as much as possible when communicating with someone in marketing, for example.

When a boss places an order for a new employee or an intern, he cannot let his hierarchical position or difference in instruction prevail in the message.

In these two examples, it is essential to print a more explanatory approach to avoid noise and errors in the tasks required.

4. Be transparent with employees

We have already talked about this in the text, but it is not too much to reaffirm the importance of transparency in the relationship with employees.

Keeping employees on top of the company’s good and bad news is one of the ways to have the confidence and commitment of the internal public.

Therefore, make them the first to know the changes that will impact their work routine. After all, they better know from internal sources than external ones.

To do this, you can send special communications by email, videos, internal social networks and in face-to-face meetings.

5. Reduce bureaucracy between departments

Any type of contact barrier between different areas of a company only reinforces the creation of isolated groups and the retention of important information.

There is little point in filling out forms or scheduling hours so that employees can communicate with their superiors or colleagues from other sectors.

Processes need to be simpler and faster. And this can be done, for example, with the elimination of physical barriers, with the inclusion of a joint leisure area or with the use of internal communication software.

The important thing is to open spaces for conversations and make information flow more freely.

6. Hear what the internal public has to say

The employee who is heard tends to feel more valued by the company. This is one of the factors that strengthen the feeling of belonging to the organization.

Employees like to see their opinions received, considered and recognized by their leaders.

They know that, because they experience more the tactical and operational part of the company, they are able to point out flaws and suggest improvements for many of the internal processes.

So, be sure to open channels, such as internal opinion polls, to receive employee ideas and criticisms. Be receptive and show that you are willing to listen to them.

7. Use different communication channels

We leave to exemplify the other channels in this topic due to the variety and the different ways of approaching each one.

The most common means are: email, videos, murals, conventions, meetings, intranets and corporate TVs.

You do not need to use them all, but it is good to vary between traditional media, face-to-face events and digital channels.

Thus, you will meet the preferences of all employees and have more options to adapt the content of the messages.

For example, the same financial statement for a month can be sent by email (text), audio, slides or video. That way, if an employee is busy and cannot read the content, they can hear it

8. Create relationship actions and events

In order to encourage better interaction among employees and speed up integration with new hires, the promotion of internal events is always a good idea.

This can be done with theme parties, joint lunches, happy hours, trips for the team (if it is small, obviously) and with celebrations for beaten goals.

Anyway, these social gatherings are great for bringing employees together and improving their interpersonal relationships.

9. Recognize the efforts of employees

If information, opinions, criticisms and suggestions are frequently exchanged in internal communication, why can’t recognition actions also?

In fact, it is highly recommended to publicly recognize and reward the efforts and good results of an employee or a team.

Promote the best and those with exemplary behavior for the organization.

Do this at internal events, in posts on the company’s Facebook groups or by any means that catches the attention of other employees.

The intention is to make the professionals of the house feel more valued and willing to do their best for the company.

10. Track and optimize sector indicators

To ensure that internal communication actions achieve the expected results and can have their value proven, you will need metrics. With them, it is possible to make a correct measurement.

For example, if the goal is to reduce employee output by 6 months, the turnover rate in that period should be measured.

Metrics and performance indicators are always closely linked to the strategic objectives of internal communication.

Your data must be collected by management and analysis tools (as in the case of turnovers) or by means of internal surveys (if the objective is linked to employee satisfaction or alignment).

The information collected will serve as a basis for continuing with what worked and reevaluating actions that did not meet expectations.

Internal communication is definitely a indispensable tool for a company’s success.

Its concept calls for a more open, integrating and close relationship with one of the most valuable assets of any business: employees.

And this is essential to promote better service for customers, a more engaged team, a strong organizational culture and a more competitive company.

Well, a concept that is very close to internal communication and that ends up confusing a lot of people is that of internal marketing.

Both are similar, but they are not the same! So, know what endomarketing is and how this method can also contribute to the motivation and productivity of your employees.

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