Managing Internal Communications in a Hybrid World
Keeping employees engaged and up to speed has never been an easy task and requires planning, preparation and dedicated resources. Throw remote working into this mix and it’s far more difficult to communicate with staff.
So, how can firms ensure they are best managing internal communications in a hybrid world?
Take a step back
While it may feel like we’ve all been working at least semi-remote for a long time, many of the communications channels and tactics that we initially implemented as we moved to a hybrid working environment were only launched out of necessity. Now, though, it is a prime time to step back and really analyse what has and hasn’t worked in keeping employees engaged.
With productivity a challenge for many firms (particularly in the UK), assessing how people collaborate and co-ordinate in remote settings will add real value to a company. Employees could be suffering from Teams fatigue, inboxes might be over-loaded with company messages and WhatsApp groups might be silenced to drown out the digital noise that has become so common place in the new hybrid world.
Meaningful conversations need to be facilitated, and that will likely require an initial step back and rethink from internal comms teams.
Consider communication channels
Of course, that will also mean that employers must consider which communication channels are really best for the needs of their business and each individual function. One of the core objectives that firms want to achieve is a replica of the successes seen when face to face meetings were common place.
Being in the office together naturally provides team cohesion and facilitates collaboration. Achieving this remotely will require different tools and channels. And that doesn’t mean simply sending emails or setting up group chats.
There are a growing number of platforms and software being developed that claim to provide the tools needed to help communicate with, and receive engagement from, staff. The challenge now lies in identifying which one will really deliver what a business needs.
The message matters more
It has also never been more important to ensure that companies are getting the message right in internal comms. Aside from a growing need to retain staff as skills shortages grow in almost every sector, sharing the right information will also add to improved productivity within the workforce.
Successes are easy to share in person, so may naturally come up in conversations in the office. Remotely, though, it’s more unnatural for people to boast about their recent wins, big or small. But this information is hugely valuable. It helps motivate others, provides development or learning opportunities for those growing in their career and, if delivered in the right way, helps staff feel rewarded and recognised.
Internal communications in a remote environment will be reliant on a strong messaging strategy that makes the most of the varied content options that are available in today’s digitally-enhanced world.
Timings really matter
Businesses operating across time zones will be acutely aware that timing really matters when it comes to striking a chord with staff and getting teams engaging. A careful balance needs to be struck that allows teams who are in closer contact more regularly engage and communicate, while also encouraging global collaboration. After all, what’s the point in investing in a robust internal communications strategy for remote working if it can’t be globalised?
However, it is critical that this engagement doesn’t have an adverse impact on the work life balance of employees.
There is a slight Catch 22 scenario in relation to this, though. While it’s important that communication doesn’t encroach on the personal lives of employees, team cohesion is often built outside of work conversations. Those water-cooler and coffee break conversations of old added real value to businesses.
Internal communications teams must find a way to facilitate these scenarios in a remote world, and that may require a carefully controlled step into the grey-zone of out-of-hours engagement.
The people matter
Of course, one of the ways to best ensure that an internal communications strategy is effective in a hybrid world is to ensure the right people are managing and implementing it.
With the need to understand communications preferences and trends, it will be crucial to have some data analysis skills on the internal comms team. Hiring individuals with an interest in and desire to learn about new platforms and tools will also be critical in ensuring that a firm is using the right channels to keep people and teams engaged with the business and each other.
A skilled wordsmith also really matters in a world where the written message adds significant value (or leaves people disengaged if delivered incorrectly). As video content also becomes more accessible and easily digestible for staff, the ability to translate messages across different platforms and content is also key.
And that’s just the start of what makes a good internal communications professional. There also needs to be a good cultural fit between the individual and the business. They need to be adaptable. We could go on.
The best way to both identify what type of comms person is required and how to find them is to work with an expert recruiter. That’s where VMA GROUP can help. Our team includes people who have lived and breathed internal communications in roles prior to becoming recruiters. That means that we can deliver real results.
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Contact the team today to find out how we can help you.
