Welcome to Inside Comm’, the podcast in which I explore the internal communication landscape!
I’m Hélène Renaud, the host of this podcast. You’ll get to know me throughout these episodes where I alternate between shorter episodes with some quick tips & tricks and slightly longer episodes where I discuss with internal communicators some best practices and some of their inspiring projects.
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Advice to turn managers into better communicators
Today we’re covering a subject I consider strategic and important: helping managers to be better communicators inside the company.
It’s a simple observation: not all company managers are aware of the importance of internal communication. It’s simply not a priority for them. Their objectives are very often anything but passing on the communications you can implement using different tools. Rather, their job is to manage a team and to keep it motivated and committed over the long term.
It’s up to you to prove to them that internal communication is a powerful lever for them.
It’s clear that to give meaning to someone’s work, you have to go further than simply helping them in their day-to-day work. Going further means communicating with employees to explain how their work is part of a joint effort and how the company’s results depend on the work of each individual.
Employees will therefore be keener to get involved and share their ideas, which in turn will bring the teams closer together around common objectives.
A true virtuous circle you could say!
To achieve this ideal scenario, here are our 3 tips:
#1 Training
The first is not to overlook training managers in internal communication and its objectives! If you clearly and transparently explain the different issues to them, it’ll be easier to get them on board! The training can also focus on how to convey your messages and what you expect from them. Be very clear!
#2 Tools
Our second piece of advice is to provide them with the right tools to make their lives easier.
Don’t be afraid to develop a toolbox with a user manual and save it in a separate area on the intranet.
You can then list the different tools and their publication frequency, and can also create practical guides to be followed in particular situations, such as personal interviews.
Context, a reminder of the objectives and specific advice will help make it an effective HR and communication mechanism.
#3 Two-way communication
Our final tip is to encourage two-way communication … meaning both ways between you and the managers.
Ideally you want to be able to listen to those on the ground and also all intermediary levels, so you can be as targeted as possible in your communications and in tune with any given reality.
Don’t hold back from getting people on board and creating opportunities to gauge situations.
Tensions will be spotted more quickly and conflicts better understood. Change more efficiently managed.
An interesting tool in our new world of working asynchronously and remotely from each other is the new app launched by French start-up TeamBakery. It’s an application called “le journal” (the diary or logbook), which results in better communication between teams without the onslaught of notifications of the other company applications.
And finally, I’ll end this episode by giving you my last argument to convince managers. Once all management levels are on board and willingly disseminate, their role as managers will in return be made easier because:
- employees are more committed, motivated and involved
- staff turnover decreases
- teams are more productive
- the quality of life at work improves
- the employer brand is boosted and the company recruits better profiles
Not bad as a manager, don’t you think?
See you soon for a new episode!
By Hélène Renaud
