Organizational Clarity Part 2 :: Leveraging Internal Communications

How can internal communications enhance organizational clarity?

Internal communications keep the company’s team current on the happenings within the organization. Typical forms of this communication are newsletters, company updates, and memos from upper management. These play the role of delivering a message. The other, informal forms of communication are the ones that reinforce this message. These are the ones that are powerful. Here are a few examples:

• When the company measures something, it tells employees it is important (customer satisfaction)
• When the company rewards something, it communicates that the action is in alignment

• When the company disciplines an action, everyone learns that it conflicts with the company goals

It is similar to body language coupled with words. If they line up, things are clear. When they are not in unison, there is confusion, doubt, and angst. 

 

Why do I need to do this?

The way a company communicates internally needs to be just as effective as the way it communicates or markets itself publicly. There must be organizational clarity for the company to reach its potential. Growth and profits will be limited and there will be more issues arising from the team acting outside of what the company promises. 

A company risks its viability and the management risk their sanity when organizational clarity is missing. A small company may be able to endure this because the leader has a pulse on everything going on, however, as the business grows, the company has a higher likelihood of imploding.

 

How do I get it?

Here are the first steps to bringing this type of internal communication into your company:

• Review your discipline and reward processes to see if they are consistent with what the company goals and values.
• Mention the components of the strategic plan when rewarding or disciplining an action. This reinforces how important they are and work towards weaving this importance into the culture of the company and its employees. 

• Measure the things that line up with the values and mission. For example, if one of your core values is around customer satisfaction, figure out a way to measure it. This will reinforce that this is so important to the company that management tracks it.
• Celebrate when people act in accordance with the values and purpose.
• Make this a part of your management discussion. Ask questions related to the values. For example, when someone does something questionable, ask them “Does that line up with our core values?” or “Does that bring us closer to our goals?” 

This approach to internal communication will prove to be key in reinforcing the company strategy and deliver organizational clarity. This will help the company capture opportunities and avoid dangers.