Effective internal communication is one of the most important factors in the success of an organization. Every day, employers send millions of messages to their workers in order to make announcements, deliver policies and procedures, communicate strategy, and improve moral.
While larger organizations may have public relations and communications departments, messaging at smaller to medium-size companies is often handled by HR professionals. Communication is considered a core competency in SHRM’s new competency model and is absolutely necessary for professional success in the workplace.
Changes in attitudes, behaviors and technology are making the job of communicating more difficult. Technology has increased the number of options for communicating with employees and social sharing has blurred the personal and professional lines. Although it’s fairly easy to send a message to onsite desk workers, pushing the same message out to hourly, nondesk workers such as those who work in retail, restaurants, manufacturing or construction-—who don’t have access to company e-mail—can present some challenges.
Reaching the hourly nondesk worker
A study conducted by Edison Research reports that “56.7 percent of the U.S. workforce is hourly. But we know very little about this worker’s behavior. Because they aren’t connected to a desktop most of their day, they aren’t included in typical employee surveys. Nor do software companies target them for user studies.” More and more, “employers are using personal e-mail, personal text and social media groups to distribute company policies and procedures” but “have no documentation, control or security over messages sent using personal accounts.”
Employers often send messages without thinking through the objectives or the impact. Organizations are over-communicating and workers are drowning in the inefficient and ineffective dumping of information. It’s important to identify the communication styles that fit your organization’s culture and to be strategic and thoughtful in planning your messages. Does your internal communication add value or noise?
How do you know if your messages are reaching all employees? What methods work best and how are you making sure the communication is secure?
Q1. As an employer, what are your biggest challenges with internal communication?
Q2. What are the greatest challenges in communicating with remote and hourly employees?
Q3. How does your industry affect the ways in which you communicate with your employees? Is it different for nondesk hourly workers?
Q4. Are social platforms an effective method for communicating with all employees? Why or why not?
Q5. How do you regulate the communication that is sent to all employees from the various departments in your organization?
Q6. What methods of internal communication do you use for emergency communication to employees?
Q7. How do you measure employee satisfaction and the effectiveness of your internal communication methods?
Q8. How are you protecting your internal communications to employees from security breaches?
Q9. How do you ensure that your internal communication to employees is adding value and not creating “noise”?