The mission of international communication is the same as that of a CEO: to align, to connect, and to engage.
To create support for a new strategy, unlock silos and transmit the right reflexes – sustainability, agility, customer satisfaction, innovation, reputation,… – internal communication is at the heart of every challenge.
However, due to recent transformations to the workplace, which include tele-working, mobility, digitalization, cross-functionality and accountability, the traditional hierarchical structure is being diluted. Internal communication – top-down, cross-functional and bottom-up – has become a real challenge.
Our approach to improving your internal communication is based on
- SURVEY – Knowing the degree of alignment, loyalty, knowledge and commitment of your employees
- CHECK – Producing an honest assessment of the situation to define areas for improvement: is it leadership, culture, style, content, channels, resources,…?
- STRATEGY – On the basis of the check, defining concrete projects that take into account the reality of the company, its leaders, its culture, its resources, etc.
- PROJECTS – Management by improvement projects, which may include leadership coaching, production of an editorial charter, selection and implementation of tools, newsletter customization, sessions, events, internal campaigns…
The task is simple: to open up a conversation with all company stakeholders. Internal communication addresses a company’s key elements, its employees, and can thus greatly influence general performance.
Two ears, one mouth
Internal communication is similar to interpersonal communication. Its quality is based on a real capacity to listen, a willingness to exchange, an audible and relevant message, a sincere tone, and a wow factor. How would you judge your company’s internal communication?
Internal communication follows the same rules as external communication
Nowadays, a winning external communication campaign is omnichannel, engaging, simple and sexy, adapted to its target and credible. These success criteria are exactly the same for an internal campaign. Whether it’s about encouraging participation to a survey, creating support for a new strategy, raising awareness for new behaviours, celebrating a success or a retirement, the requirements are always the same: start with strategic thinking, follow-up with a design/implementation phase, and finish off with a well-structured implementation. Is this the way your internal communication works?