Discuss the mechanisms for effective Internal Communications. A Chinese proverb which easily explains the importance of Internal Communications.
Tell me and I forget
Show me and I remember
Involve me and I understand*
An effective Internal Communications plan provides motivation, builds loyalty, will increase productivity and counteract rumours. It will give staff a sense of belonging and purpose, it will also encourage feedback and participation.
The different mechanisms that can be used for an effective Internal Communication plan are as follows:
For the purpose of the exam you should develop and explain the purpose and benefits of 5-6 of the below mechanisms.
•Staff email
•A staff intranet site
•Electronic newsletters
•Podcasts
•Blogs
•Internal social media tools
•Internal Communications Audit
•Suggestion Box
•Induction Literature
•Staff events / awards
•Exhibition’s and displays
•Clubs and societies
•Work Councils / Committee’s
•Company Magazines
•Company Newsletters
•Company Brochures
•Internal Posters
•Memos
•Staff notice board
•AGM
•Conference
Failure to communicate with staff could result in a loss of Key Staff, a decline in productivity & profitability and a loss in staff relations.
Internal Communications should a priority for management in an organisation and a yearly communications plan should be planned, known and tested.
The Business plan on Communication Plan, Monitors And Controls
... (LFSCS) to succeed, management has developed an effective communication plan that will assist in solving issues efficiently and ... staff issues. Continual improvements on employee training are necessary for producing the best services to customers and to improve internal ... plans to have management meet weekly for the purpose of focusing on learning best practices from each other along with communication ...
A successful Internal Communications plan would be that of Meteor Mobile Communications. In March 2007 Meteor launched the ‘Meteorite Awards’, a staff recognition awards programme which recognise staff that go above and beyond for the job. The awards are run on a quarterly basis and when launched, were held in Meteors Kingswood canteen.
Post the 2008 ‘Meteorite Awards’ the in-house PR decided to issue a staff survey in relation to the awards. The results of this survey showed that 54% of staff felt the awards needed to be changed and only 12% rated the awards as excellent.
The awards needed to be refreshed to increase an interest in them and engage the staff and management. Firstly a survey was issued to ask the staff what they wanted to see from the awards, following on from this the following was introduced
•New award categories linked directly to brand values
•Introduce a staff text vote
•New Venue
•New judging process – Heads of Department selecting the short listed nominees in each category
•Planet Meteor video on each shortlist nominee
•All shortlisted nominees receive a commendation even if they don’t win
•Competitions around the event
•Heads of departments to present the awards
Shortly after the awards another staff survey was issued and the results were as follows:
90% said the awards were significantly better
95% said they understood the nomination process
96% said the awards were now a prestigious event
73% said the awards created excitement amongst the staff
