1. Everybody knows the CEO didn’t really write that blog. Instead of ghostwriting, look for authentic ways for your leadership to communicate without putting too much of a strain on their calendar. That might mean a short video or town halls or an article for your intranet or magazine based on an actual interview with that executive.
2. Values like honesty and respect are just table stakes. The values of your culture should reflect something more than just the basics of being a decent person. Identify the unique values that are intrinsic to your organization and the way you do business. One of the best values we’ve ever heard — for a company that empowered employees to quickly solve problems on their own — was “Kill the snakes.”
3. When a channel isn’t working, it might be the content’s fault. If employees aren’t clicking or viewing, it’s tempting to assume that channel is not a good one for your company. But before you ditch the channel, try improving the content you push through that channel. Is the content relevant? Is it interesting? Could it be shorter? Is it written in a human voice and designed to be visually appealing?
4. Less is more. Especially in video. It’s easy to make a long video. To create a short video, you need discipline and strong editing skills. People will only watch for so long. Would you rather them watch all of a short video or the first minute or so of a long one?
5. Managers don’t always cascade that info. Just because you send all those communication tools to managers to share with their teams, that doesn’t mean they’re always following through. Some managers are better than others at cascading communications from corporate. And there’s no way to know if the message was actually delivered. Try to find at least one channel that goes directly from corporate to frontline workers.
6. Too much internal communications can be worse than not enough. Are your employees getting so many emails from corporate that they ignore all of them? Do you have several different intranets or sites for employees, with none of them getting much traffic? Make sure you’re not spewing communications without intention. Instead, offer employees a carefully curated collection of fresh, engaging content.
7. The purpose doesn’t mean much until it’s personal. To make the company purpose meaningful, help employees make the connection between their individual roles and that purpose. They need to see that what they do in their jobs day-to-day is truly driving the company forward. That’s how you align an entire organization towards one vision.
Interested in improving your internal communications? Tribe can help.