by | Jul 12, 2018

Identifying organizational blind spots is a key benefit to engaging a communications partner like Tribe to audit your communications platform. Recently, one of our clients was surprised to learn that a district office that was located on the main campus (within 100 yards of its headquarters) was experiencing the same issues regarding leadership communications as offices in other cities and states.

If you want to be in the loop, there are advantages to being at headquarters. Employees at HQ offices almost always report being more in the loop regarding corporate vision, strategies and large initiatives than employees in outlying offices. In addition to the digital communications channels that are in use, HQ employees get the advantage of proximity to leaders for face-to-face meetings as well as impromptu hallway and cafeteria chats.

It’s great when internal communications are strong at the main office. But this can drive an inflated perception of the effectiveness of communications company-wide. Therefore, leadership may not feel a sense of urgency regarding communications to other corporate locations – not to mention to field or remote employees.

Employees consistently report that face-to-face communications are best regarding leadership communications. It’s important for leadership to talk to employees regularly. It doesn’t have to be the CEO in every meeting. But based on a company’s size and geographical scope, regular face-to-face communications can be difficult or even impossible to maintain. But employees need to know that they’re contributions are valued by leadership. And when it’s leadership doing the talking, there is a strong likelihood for consistent communications.

Digital solutions are the next best thing to being there. Intranets, collaboration tools, newsletters, blogs, leadership videos, etc. can help ensure that a consistent message is getting out to employees. What’s important here is remembering that we’re using these digital channels as a surrogate to face-to-face conversations. Communications should feel genuine to the leader’s voice. They should feel human. And to the degree possible, they should reveal some of the leader’s personality.

This shouldn’t be a one-way conversation, though. In a face-to-face conversation, someone can raise a hand and ask questions or provide valuable input. With digital communications, we should be allowing for the same. There are lots of great ways to hear from your employees –pulse surveys; communications surveys; internal social media tools as well as allowing employees to comment on leadership articles and blogs.

Interested in understanding what’s going on in your silos? Tribe can help.

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