As you may know, the role of internal communication is a key driver in the research of excellence within organisations.
At RB, planning and structuring our internal communication allows us to strengthen our our unique culture and engage all our employees into our mission, so we are all heading in the same direction.
But, what is internal communication really about? Isn’t it just paperwork or e-mailing our colleagues?
No! In general terms, internal communication consists of formal and informal communication depending on the channel we receive it (formal sources vs rumour or the “grapevine”).
And we can also distinguish between horizontal communication (between employees with the same hierarchy) and vertical communication (from the top to the bottom of the organisation or from the bottom to the top)
So when you develop an internal communication plan you must ensure that:
- The communication flows throughout the organisation
- The channels from where the information flow are multiple: electronic, print, face-to-face etc…
- Messages are consistent and clear
- All employees are included on it
- A diversity of tools is used: meetings, noticeboards, newsletter, intranets,
But why am I explaining all this to you? Well, first of all because I think that, in general, internal communication is sadly forgotten in some organisations and secondly because this is my main focus inside the HR department in Spain: developing and implementing an effective and engaging internal communications plan.
In this job I take advantage of the things I have learned in my master degree in corporate communications (that I have just finished) together with previous experience I had in this arena.
And at RB things are done with speed and efficiency; I think about our CEO Bart Becht, in the article Building a company without borders “You have to stand for something, no matter how bluntly you communicate it”.
RB recognises how vitally important internal communication is to the success of a company.
So, having the RB style in mind (“keep it simple and straight to the point”) we’ve developed this plan:
* Ensure all information about the company is shared on time: Updates sent via e-mail, monthly meetings prepared, ensure managers meet their teams monthly to talk in general terms about the company, etc.
* Promote communication between employees and engage them in CSR projects such as our support for Save the Children (you can read my post about it too, RB Spain’s Save the Children success): organising events where they can communicate to each other in a more relaxed environment than the daily one.
* Engage them with the company: allowing more participation between different areas
* Hear what employees have to say: increasing feedback requests or having follow-up interviews, etc.
My daily work then comprises actions like identifying all the information that needs to be communicated, and deciding how best to communicate it.
In short, it has a lot to do with creating positive communication synergies across the organisation.
And it’s great to know my job is helping to drive RBs success.
Tags: career opportunities, Careers, communication, company culture, Core Values, Culture, graduate
