Setting up an Internal Communications function from scratch can be daunting task, but it is also a real opportunity. I have been fortunate enough to work in two organisations where I have been able to create an Internal Communications function: both were exciting change and transformation projects, and there was plenty of scope for creativity in developing strategy.
I have a framework I use for developing strategy when going into an organisation; it is the pitch that I make to Leaders on how to structure Internal Communications to ensure maximum effectiveness.
The framework is based upon four pillars as follows:
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5 thoughts on “What makes a good Internal Comms Strategy?”
This is very useful thank you.
Great post, thank you for sharing. In my experience it’s key to define engagement, particularly if you’re talking about it for the first time in an organisation. I wouldn’t combine it with ‘softer’ areas, but encourage demonstrating the impact and potential business results of a truly engaged workforce. For example affecting safety rates, productivity, lower turnover/higher employee retention etc.