Internal communication in the company

Internal communication plays a very important role in modern companies, where the flow of information is necessary to carry out projects. This is particularly important in large companies and corporations in which employees reside in various locations. So let's choose tools that facilitate this communication.

Effective internal communication isn’t a motivational factor in itself, but without it efficient management seems impossible. Internal communication is particularly important in a period of change, especially in the process of rapid development, when new people join the team, the business model and organizational structure change.

How to diagnose inefficient internal communication?

Depending on the problems, lack of effective communication can lead to the following symptoms:

1.Chaos and confusion - employees don't have enough information or don't know how to interpret it. The main source of information in the company are rumors that directly lead to the next symptom.

2.Lack of trust - employees don't know if the information they receive is reliable. This introduces a climate of distrust and positive relationships, official communication becomes completely ineffective.

3.Lack of motivation and a decrease in productivity - employees lose their willingness to work if they feel that they are neglected and no one counts on their opinion. As a result, you can expect a decrease in productivity and loyalty to the company. Lack of understanding of the common goal can lead to a lack of motivation and reluctance to achieve the company's goals.

4.Sense of exclusion - some employees are not in the first circulation of communication, so they feel that the information reaches them too late or is distorted.

Key principles to effective internal organizational communications

How to change the approach to internal communication?

You can limit the negative effects of poor internal communication by:

	1. Increased management involvement in the quality of internal communication. The conscious and committed participation of managerial staff in two-way communication with employees brings real benefits in the form of increased employee involvement and their efficiency. An example of this approach can be quarterly meetings of all employees with the president of the board, at which the company's results and the most important changes in the organization are discussed. At such meetings, employees can ask questions, so they can feel that their opinion counts (or at least is heard), and management can have direct access to feedback.
	2.Sealing the communication process. If some employees feel left out or communication channels stop being unobstructed, check where the communication route is interrupted. It is worth paying attention to the approach and communication capabilities of middle and lower level managers, because they are the direct source of information for their clients. This will translate into improved employee-manager relationship and trust.
	3.Regular collection of feedback. Of course, one-way "broadcasting" information is much simpler, but it does not allow you to assess the effectiveness of transmitted messages. It is necessary to create a culture of openness and willingness to obtain feedback, which requires a lot of work and commitment both in implementing and maintaining a lasting change.
	4.Providing the right channels for specific content. Employers often use inadequate communication channels, which affects poor reception and interest in content by employees. The introduction of a regular newsletter on general company information will help organize unilateral communication in which employees from various departments will be involved.