Better Understanding = Increased Productivity

How interactive is your intranet? You're paying a pretty penny for that communications management platform because you want to build a strong business culture. But somehow you're still stuck with the top-down model of sharing content (boo 👎🏽 ) and your team's valuable ideas are somehow still left unseen.

Improving your internal comms strategy

The first step to unlocking a strategy that works for you and your team is studying your current engagement metrics and seeing where improvements can be made. Are documents being opened or shared? How do you know if users are reading the content? Does the content move through the right channels? Or, to take a step back, are users even logging in?

If your numbers are low, you'll want to start making some adjustments to the workflow. Here are some suggestions:

1. Build Visible + Discoverable Profiles

Do your team members have visibility on the platform and are their profiles complete and/or up-to-date? You want your people to feel connected. That'll be hard to do if they don't know each other. A profile image and a brief bio goes a long way and amps up the human-to-human component of your team's online dynamic.

There are other ways in which you can highlight your team members so that get to know one another via the platform - i.e. by project, by location, by the content they've contributed. Giving them access to one another and creating familiarity is a logical step to forming trust and transparency. Your team will advocate for the organization if they can advocate for one another.

Create an IRL experience via URL.
Employees have long been recognized as the number one stakeholder of an organization not only because they are the production force but also because of their role as corporate ambassadors.
- Dr. Rita Men, co-author of Excellence in Internal Communication Management

2. Co-Create Insider Content

Are your content managers sharing quality and relevant content? If the content is not compelling, your team will seek useful intel elsewhere, likely on external channels (where you cannot measure anything). You want to produce and distribute content that pulls your team together. That said, you should be distributing content that they've helped to pull together. This is an opportunity to present and credit participants to the broader organization.

Appreciation drives motivation.
Acknowledgement in itself can be rewarding.

Remember to use different formats too - video, white papers, podcasts, infographics, externally sourced articles that you bring into the platform. Your engagement metrics will tell you what resonates with your team.

3. Designing the Employee Experience: Ask, Listen, Refine

Designing an employee experience that engages users daily or even weekly won't be quick or easy. Doing away with one-way practices of yore in lieu of a more relevant, joint effort in content and communication will show its worth in employee confidence and productivity. So experiment with ways to make your internal comms strategy more interactive.

• Consider running short surveys or polls to crowdsource reports or updates. Do so regularly as you review engagement.

• Be flexible. The workflow in your internal comms should change as your organization finds new ways to grow.

• Use your internal comms for brainstorming or beta testing new ideas, because (newsflash 📡 ) internal comms can and should be social.

Stop. Collaborate and listen.

When you have space that sparks conversation, collaboration and ideas to swirl, you know you've got a great internal comms strategy. If you engage your team, their level of interest and retention will grow organically.