Internal communication is essential for the development of companies; even more so today, where processes occur much faster with the advancement of information and communication technologies.
However, not all the efforts of organisations focus on the potential of internal human resource, since one of the most common mistakes is to mismanage communication, thus generating problems, conflicts or misunderstandings, known as ‘buzz,’ hindering the path towards the teams’ objectives.
An effective application of internal communication favours the following aspects:
- It improves the company’s effectiveness: the more information its workers have, the better their self-confidence and trust in the organisation, and as a consequence, both their team and individual work improve. Employees will feel completely integrated into the organisation and, therefore, will be committed to it.
- It keeps workers aware of everything that goes on in the company: there are no surprises and everyone knows the changes that take place in its environment.
- It allows for simpler problem solving: if workers are asked for their opinion on a specific topic, the resolution is likely to be easier because more ideas will be provided.
- It allows the organisation to respond more quickly to changes.
- It promotes trust and good relationships between workers, since territorial problems are avoided. When workers feel insecure, they can become suspicious of their co-workers and fail to share information.
- It fosters a sense of belonging to the organisation: a sense of unity is generated, with respect to the workers’ ideas and opinions being heard and valued, and everyone working together to reach the same goal, regardless of their position. It generates homogeneity within the company.
An internal communication policy’s key to success lies in having a good strategic communication plan conveyed through various tools, such as digital media (corporate intranet, newsletter, blogs, internal television channels, hard-copy and digital magazines, etc.); group actions (breakfasts and strategic meetings, communication meetings, visits to managers); training for managers and supervisors (coaching programs, seminars, courses, etc.); and general and specific measurements (satisfaction surveys, assessments, etc.).
In short, achieving healthy and effective internal communication allows the company to competitively position itself, because these strategies are what enable employee-company engagement and with it comes a stronger organisational culture.
