The fundamental problem with internal communication is it focuses on how companies should work instead of reflecting the actual employee experience. Behavior always speaks louder than words. Conor Neill, a communications expert from the IESE Business School at the Navarra University in Spain, writes an interesting article on Forbes.com.
The second problem, according to him, is the strict top-down direction of internal communication. Corporate management uses e-mails, newsletters and other internal channels almost exclusively to announce that something has happened or was agreed upon. And that's a shame. If you want to gain your employees' trust, you should not only announce facts but show that you are listening to your people and are able to see thr actual situation in the company. Try the following three steps.
1. Get managers involved
Your task as an HR professional or internal communication expert is not only to share company-wide information but also to educate executives. Your managers and leaders must understand communication as an essential part of their daily work. They should not only talk at their subordinates but also listen to them.
2. Do not preach water while drinking wine
Your words and actions must go hand in hand. Again, this also applies to managers and especially those in the highest positions. Even if you define the most beautiful vision of your corporate culture, you can't implement it in practice unless it is embodied by the direct supervisors.
3. Speak your people's language
Beware of professional jargon. You have to communicate with employees in an understandable way. It is important because even the best strategy will fail if you don't speak the language of your people.
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