Three common cultural challenges in business

There are a number of factors that will determine success or failure in business; and each one of those factors will probably be determined by your organisational culture. Each organisation is different; and as a general observation many organisations may reflect the personality of the person leading the business. It is at the leadership level … Continue reading Three common cultural challenges in business

Turning your strategy into a story

One of the most important roles for Internal Communications in business is translating organisational strategy into a digestible narrative for employees. Most successful businesses will have a clear roadmap to what success looks like in the mid to long term. Sharing that roadmap with employees and engaging them on how they fit into it and … Continue reading Turning your strategy into a story

Communicating bad news internally: 5 top tips

One of the key roles of Internal Communications is to provide advice and expertise on how to position messages to employees. When a business has negative news to communicate this may impact on engagement and moral: and that is when Internal Communications steps in to demonstrate its value. One of the key misconceptions that employees … Continue reading Communicating bad news internally: 5 top tips

Leadership Communications

Fairly often in an organisation the strength of your communications will be defined by your leaders. Ultimate accountability for communications is the responsibility of the CEO. There are some leaders that are natural communicators; and are at ease working with a communications function to drive good organisational communications. But, there are also leaders that are … Continue reading Leadership Communications

Managing change: 5 top tips

Change management is one of the fundamental pillars of an organisational journey. It can make or break your strategy. How effectively organisations manage change will be the single biggest influencer in trust between the Leadership and its stakeholders and employees. In the current economic climate; change is embedded into organisational psyche. The path to a … Continue reading Managing change: 5 top tips

Beating the Silo mentality

One of the biggest obstacles to organisational harmony is when teams, departments, business areas, and individual directors are influenced by single minded thinking. Rather than looking at the bigger picture: they will look at the impact on a single agenda. This can have a negative impact as quite often it is a barrier to good … Continue reading Beating the Silo mentality

Telling your organisational story

Internal Communications can be defined in a number of ways; but the primary objective of the function should be to share your organisational narrative with employees, and facilitate and encourage conversation about direction and future. A culture of high engagement is best achieved when you create a sense of unity within a business. If you … Continue reading Telling your organisational story

What makes a good Internal Comms Strategy?

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 … Continue reading What makes a good Internal Comms Strategy?

Increasing engagement in a volatile economy

When the economy is creaking and business is suffering, maintaining and increasing employee engagement levels is a challenging task. The business narrative will naturally be based upon a negative message where cost pressure and declining profitability equate to pay freezes, redundancies, and efficiency measures. An employee relationship with its employer is based upon a number … Continue reading Increasing engagement in a volatile economy

Employee Engagement in 2012: 80% hosting employee survey

Against a backdrop of Government austerity and economic volatility organisations will have to be innovative to drive engagement over the next 12 months; especially when the core of the business narrative will be influenced by external factors that are more negative than positive. In a period of commercial turbulence where cost and efficiency are the … Continue reading Employee Engagement in 2012: 80% hosting employee survey