Internal communication business plan

internal communications strategy presentation

While the message, tone, focus, and audience of your external communications are very different from the internal, it is important consistency runs between the two. Understand that while your sales team might want to have access to a large amount of granular sales updates, the marketing team may be better served by a higher level digest of important events.

Do you believe we could increase our communications across departments? What tool or channel was best at driving traffic to important company messages?

Internal communication strategy and action plan

So, what does it take to develop an internal communications strategy? Download your free playbook 9. Establish your goals and KPIs. How quickly do you want to reach your goals? Assessing your audience involves a few simple steps; the first is to create employee personas , and learn what different groups of workers value and need to thrive. Tracking social shares of content shows the power of social reach. The internal communication plan needs to define, in measurable objectives: What will your plan achieve? For example, you could start with quarterly targets and then work toward a year-long plan. Consider the following: Where are you right now? Can staff make their voices heard and give ideas, feedback or raise concerns through forums? This means taking your raw data and using it to inform a new plan that achieves clearly identified internal communications aims.

Download your free playbook 9. Does everyone get the message? So, try to spend time thinking about these issues. Plan your initiatives and programs.

Internal communication strategy and action plan pdf

Along with the normal planning of timelines, deadlines, responsibilities, and setting of actionable objectives, all members of the planning team need to have agreed on clear outcomes. Reach your employees wherever they are—including gig workers and employees in the field. This will help you create a multi-channel approach that will reach employees, no matter their geographic location or department. Who is currently involved with your plan and who can you add to improve it? Are employees able to self-serve in finding the content, information, and colleagues they need to do their jobs? So, why not identify someone who is already an engaged and vocal part of your company? If you continually re-evaluate your internal communications strategy, you ensure your business goals are aligned with your staff, creating more transparency and trust. Remember what Jason says: your seat at the table is earned with data. Employee engagement programs and workplace communications are two of the most important factors to focus on when growing a business from the inside out. Does the objective align with corporate strategy? Is internal communication happening at all?

Finally, review communication campaigns regularly to evaluate their effectiveness. What will these measurable objectives achieve? Our employees need to be able to respond to information, express concerns and promote ideas without fear of censorship. You are more likely to engage and interest employee from across your organization with a range of channels: because quite simply, not everybody wants to converse in the same way.

What is really important is focusing on how the items listed impact on achieving the goals. Many employers recruit in age ranges from 18 to age 70, and that means handling numerous, complex generations at once.

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