the principles of effective internal communications
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Public relations and the principles of effective internal communications.TRANSCRIPT
Internal CommunicationsCreating effective internal communications
© Kenton Larsen | Twitter: @Kentonlarsen | Blog: www.kentonlarsen.com | Podcast: Media Nerds 2
The context in whichindividuals and organizations function.
Organizational climate/culture
© Kenton Larsen | Twitter: @Kentonlarsen | Blog: www.kentonlarsen.com | Podcast: Media Nerds 3
© Kenton Larsen | Twitter: @Kentonlarsen | Blog: www.kentonlarsen.com | Podcast: Media Nerds 4
Organizational climate/culture Environmental factors
Values (policies)
Behavior
Structure
Leadership (heroes, role models, mentors)
Employee perception
© Kenton Larsen | Twitter: @Kentonlarsen | Blog: www.kentonlarsen.com | Podcast: Media Nerds 5
Organizational climate/culture Products/services
History
Core values
Competitors
People
Vision
© Kenton Larsen | Twitter: @Kentonlarsen | Blog: www.kentonlarsen.com | Podcast: Media Nerds 6
Employee communications
Part of the PR function devoted to:
Identifying
Maintaining
Establishing
mutually beneficial relationships between an organization and its internal publics.
© Kenton Larsen | Twitter: @Kentonlarsen | Blog: www.kentonlarsen.com | Podcast: Media Nerds 7
Role of employee communications Attract, select, indoctrinate employees.
Provide instruction, rules, news.
Publicize achievements.
Exchange information.
Increase employees’ effectiveness.
Solicit and encourage input.
Satisfy employees’ desire to be informed and involved.
© Kenton Larsen | Twitter: @Kentonlarsen | Blog: www.kentonlarsen.com | Podcast: Media Nerds 8
Communication tools
Posters, memos, newsletters, magazines, bulletins, etc.
Speeches, meetings, grapevine, guest speakers, videoconferences, etc.
Displays, presentations, videos, etc.
Social media, email, intranet, YouTube, etc.
© Kenton Larsen | Twitter: @Kentonlarsen | Blog: www.kentonlarsen.com | Podcast: Media Nerds 9
The IRP rule
Demonstrate an interest in employees.
Respond to employee concerns.
Provide opportunities for employee participation in decision making.
Interest • Respond • Participation
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Guidelines Candid, two-way flow of info.
Must be:• A priority• Planned, sustained• Relevant, understandable to employees
And avoid:• Propaganda• Rigid tone
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Guidelines Don’t try to be all things to all people –
know your audience, service the needs of your organization.
Newsletter:
• 50 per cent organizational info
• 20 per cent employee info
• 20 per cent non-company info
• 10 per cent small talk
© Kenton Larsen | Twitter: @Kentonlarsen | Blog: www.kentonlarsen.com | Podcast: Media Nerds 12
Guidelines Promote awareness and understanding of goals.
Interpret management policies.
Meet employees’ info needs.
Facilitate two-way communication.
Encourage productivity.
© Kenton Larsen | Twitter: @Kentonlarsen | Blog: www.kentonlarsen.com | Podcast: Media Nerds 13
Symptoms of poor employee communications
Absenteeism
Theft
Inefficiencies
Higher production costs
Low morale
Strikes
High turnover
Accidents
Rumors
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Barriers to effective employee communications Failure to recognize importance of communications
Failure to communicate hard issues candidly
Failure to trust employees with information
Resistance to change
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Barriers to effective employee communications Unclear corporate image.
Negative organizational climates.
Lack of mutual trust.
No employee communication policy.
Employee communications flow one way.
“Towing the company line” in communications.
© Kenton Larsen | Twitter: @Kentonlarsen | Blog: www.kentonlarsen.com | Podcast: Media Nerds 16
The ideal situation Confidence and trust between employee/employer.
Candid information.
Satisfied sense of status and participation.
Low stress.
Healthy environment.
Success for the organization.
Optimism for the future.
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Your Role: Establish relationship between
employees and organization.
Build and transmit organizational culture.
Interpret management policies.
Help build employee awareness.
Provide means for “upward” communication.
Devotion to customer service: “Weird and fanatical.”
“Every employee is an advertising vehicle.”
Slow to hire, quick to fire.
Corporate culture is everything: importance of core values and transparency.
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© Kenton Larsen | Twitter: @Kentonlarsen | Blog: www.kentonlarsen.com | Podcast: Media Nerds 19