Before developing any form of strategy for improvement it is important to identify your starting point. Start with a departmental audit, identifying any potential blockages. The audit should help answer a number of important questions including:
An effective approach to developing an internal communication plan starts not with what you need to do, but why you need to do it.
By asking the following questions you should be able to identify...:
Communication within any organisation serves as a channel or network that links parts of the organisation together.
Much of the communication that occurs in an organisation is informal and uncontrollable, other communications are structured and intentional and carefully planned. Even not actively communicating on a topic says a lot! If you are not actively communicating on a regular basis, your staff will – even if they have to make it up.
Staff need to know the direction of the organisation, how they can engage and participate and need feedback – on the progress being made. Examples of employee communications include:
Intranet, website, newsletters, emails, memos, notice boards, staff magazine, blogs, employee forums.
It is said that there are 12 steps required for an effective internal communications strategy and plan:
Creating your communications plan to include crisis and contingency plans can help reduce and avoid unnecessary crisis. Part of your plan may include the creation of an emergency notification cascade system. During your crisis communication planning stage, collect contact information from all employees and other key resources.
The following table, shows how an organisation may plan and manage its internal communications.