Internal Communication Strategies to Improve Workplace Engagement
The team communication tactics used in business significantly impact business outcomes because communication is the glue that binds an organisation together. The pandemic was one of the most testing times that we have experienced in recent times. Many organisations across the globe have reported a decline in employee engagement levels since early 2020. With remote and hybrid work styles gaining popularity, the necessity of effective communication between employees and immediate managers is more important than ever.
Internal communication is a significant element of employee engagement. It is a prerequisite for developing long-term productive relationships between employees and employers for achieving all the business objectives successfully. Internal communication is a mechanism for offering assistance and empowering staff members to do their best work and managers to achieve organisational goals by exchanging high-level information based on the company mission and values. Shared knowledge of the organization’s vision, goals, and values is always reinforced by internal communication. To achieve corporate and personal objectives, internal communication does include conversations between employees and between employees and management.
Although it may seem obvious that good team communication is critical, it is not always apparent how to implement a strategy for it. The challenges of driving employee engagement can be overcome by developing a solid internal communication strategy.
Foster clear, regular and deliberate communication
Clear and effective communication is inevitable in any business. Regular and deliberate communication should not be confused with staying connected the entire day and micromanaging the team. That would be a sure recipe for disaster. Managers can schedule times in a day to connect with their team members on a one-on-one basis. This ensures that the tasks are being carried out seamlessly making the employee feel valued. If managers make use of this opportunity to check on the well-being of the employee, the engagement levels are sure to skyrocket.
Written communications during remote working need to be handled with care. Since interpreting the tone of text messages is difficult, it is better that messages sent on communication apps are followed up with a call. This keeps unwanted friction and confusion at bay.
Apart from the above, managers can make the employees feel important in the business by employing a few tactics consciously. A simple smile here and there, a moment taken to appreciate the hard work put in by the employees, and talk in terms of their interests.
i. Sharing regular updates
If the managers share regular updates about the performance of the business and the contribution of employees towards it, employees feel motivated to be better each day. Making all review meetings only about individual performance can be distressing to the employee. Instead, if regular updates are shared regarding the performance and how it is enabling the business would be a good strategy for improved engagement.
ii. Appreciating efforts
Any additional effort put in by the employee should be generously praised by the leaders. The results that public appreciation does to the future performance of an employee are immense. Recognising good work needs to be a regular practice and should not be overlooked as something that is expected of an employee.
iii. Training and Upskilling
Regular communication is essential to identify the struggles and gaps in the performance of employees. It is valuable for an employee when a manager identifies areas of improvement and supports them by organising training programs and workshops.
iv. Provide a platform to engage
The goals of strengthening internal communication can be made more engaging and interactive where the entire team contributes their views on business problems. Regular internal surveys and discussions in the internal group are helpful where everybody irrespective of seniority comes together to find a solution to improve bonding within the system. The improved rapport between employees and leaders improves engagement.
Strengthening the link between internal communication and employee engagement
Employee engagement and internal communications should be integrated by design and through the utilisation of leadership communication skills. Enabling the practice of feedback gives employees a feeling that their voices are being heard. A lot of leaders and businesses still think that internal communication is the same as engagement. In fact, it is just one aspect of employee engagement. Communication can be informative but driving engagement is a different game altogether. Each employee should be aware of what is expected of them at work, opportunities to be seen and heard, a sense of purpose, room for growth and recognition for work. Trying to see concerns from the employee’s point of view and appealing to nobler motives aids in employee engagement while also showcasing your leadership skills.
For improving engagement, leaders need to adopt top-level communication skills. Leaders need to attain impeccable communication skills to strengthen their teams and their relationships with others in the organisation. Dale Carnegie Training offers training programs in communication and people skills to thrive in any environment. The program empowers participants to project an enthusiastic attitude, motivate others to take action, communicate clearly and logically, and energize and engage listeners. The program equips participants to be influential and focused leaders and problem solvers. The training program works best for all leaders who wish to take charge of the well-being of their team members, nurture interpersonal relationships and improve employee engagement and retention in their organisations. Dale Carnegie’s Golden Book has a multitude of principles to motivate, coach and mentor employees.