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Snap – Internal Communications Solutions.
16
Hot Tips for Internal Communicators
Make it easy for management to communicate effectively?
I don’t have time to see everyone.
Don’t ignore the people side of change. Change management is usually studied from a technical
viewpoint. For example, how can the changes be implemented and what processes, procedures or
approaches are required. Buzz words such as process re-engineering and corporate re-structuring
appear to deny human involvement. But change affects staff and the effect on staff cannot be ignored.
Managers need to hone their employee communications skills so they communicate with tact and
diplomacy.
Work as a team and plan alliances that will help you smooth the path to change. Note that ‘data from
25,000 employees, in diverse industries, consistently rank front-line managers No 1 in credibility.
Employees are also more comfortable speaking up with questions and ideas to their immediate manager
than with any other management level’ (Ref 7). If senior management does not have time to see
everyone, maybe they should delegate some employee communications to their front line managers.
Train managers to deliver the right message to their unique audience. Their role is to provide context
around key business messages in a way that suits their team’s style and emotions.
You may need to train managers to play an active role in planning and delivering messages about change
initiatives. This training could include motivational techniques, team building, negotiation, delegation or
dealing with conflict. Managers need to understand that resistance is part of the normal reaction to
change. Anticipating this through proactive planning enables management to prepare their staff for
change, so that they move quickly along the change curve, from Denial and Resistance, to Exploration,
Hope and Commitment. Managers, who are movers and shakers in the change management process,
may need a reminder that many staff need time to come to terms with change. Planning some ‘being
patient’ time could save time in the long run.
Contrary to popular belief, management often find it very time-consuming to write reports to staff, or
even if they find time, you, as internal communications, may feel that their language or approach makes
their report inaccessible. Support them and make it easy for them. Having a variety of communication
channels available is very helpful, especially if you select approaches and tools that make everything as
quick and intuitive as possible.
If your CEO is not able to meet face to face to deliver a sensitive message, then maybe a video
presentation would be an effective alternative for conveying the message. Staff will still be able to hear
the emotion and see the passion. Good communicators can instill confidence and enthusiasm, and in so
doing they still the rumor mill and quell unfounded anxieties.
If writing a report seems too formal or time-consuming, then consider submitting a short article in your
company newsletter or staff magazine. A slightly less formal format may assist management to use a
more ‘user-friendly’ and ‘human’ approach.
‘Success can be enhanced if managers play an active role in both planning and delivering messages
about change initiatives.’ (Ref 5)
Try these Snap Internal Communications Channels
Snap has many tools that can assist you and your management team.
Snap Staff Discussion Forum or Snap Helpdesk: Managers can meet online to discuss strategies,
share ideas and to plan. This is especially useful when managers are in different locations.
Snap Staff News Feeds: Managers or their PAs can be set up as Administrators in the Snap Content
Manager. This enables them to send out news feeds advising their teams of information relevant to
specifically to them.
Snap Staff Poll can be used to measure managers’ skills as communicators.
insights and ideas with their staff.