5 Simple Tips to Keep Your Employees On-Side and Informed

Our employees are our biggest asset… blah blah blah…

How many times have we heard this? I’m sure there are no MDs or CEOs who would willingly insult their employees. But thousands are doing it every day just by sending out hapless employee communications.

Let’s face it most internal communications are organised by the marketing or communications department and often badly. ‘Not me’ you protest. I beg you, just have a look at the five pointers below and if you can’t check all of them off then there’s room for improvement.

We all know that the best way to find out what’s really going on in the company is:

a)      At the water cooler

b)      In the smoking area

c)       In the coffee area

d)      If you’re a woman, in the ladies bathrooms. (Possibly that goes for the gents too?…I invite your comments?)

So how do you harness this mire of gossip and underworld activity?

Here’s how.

1.       Nominate Communications Champions for each department. Give a real communications job to the office gossips. Filter the communication through them and keep them informed, both with the good and bad news.

2.       Not on computers? These days most people are on email. But for field based staff, technicians on the road, etc. this isn’t always possible. Ensure you have an effective and well understood system for communicating messages: SMS, noticeboard, or team briefings just for starters.

3.       No bullsh1t. This is fundamental. People will see through it and it will cause more harm than good. It’s essential to be 100% sincere in your communications. No stock standard phrases and no waffle.

4.       Love the media, but not too much. Don’t let employees find out what’s going on in the company through media reports. (Yes, this actually happens – I know. It happed to me on more than one occasion.) Ensure your employees are briefed BEFORE the media.

5.       Direct from the horse’s mouth. If it’s important (and by that I mean significant re-structures, mass redundancies, takeovers etc), let your employees hear it directly from the CEO. Call a mass meeting and talk to everyone together. And CEO’s: don’t be defensive when your staff ask questions. Answer truthfully and openly. It will do wonders for the CEO ‘street cred’ to be seen communicating directly with the staff.

Do you have anything to add to these five tips? What’s your experience? What works for your organisation? I’d LOVE to hear from you. I'd welcome your comments below.