Effective communication is critical to any HR programmes and services. Employee buy-in is paramount on initiatives designed around benefits of HR plans and programmes. Just like with every process, there should be a plan even for internal communications. According to a report by Gallup, about 69% of employees are not effectively engaged on the job.
Here are a few steps you can follow to formulate an effective HR communications strategy.
Define the objectives
Before you jump into writing HR Communications Strategy, take time to reason why would you want HR Communications Strategy? What are the problems with the current internal communication methodology? What do you want to achieve with the current strategy? Identifying answers to these questions will help you take them into account while building strategy.
An HR communications strategy would differ for an entry level employee compared to senior management. An effective HR communications strategy should keep the target audience at the heart of the message to create key communications.
Identify appropriate tools and channels
There are a plethora of tools and techniques to communicate with employees. But not all tools are effective in every given situation. Based on a specific situation and depending on the outcome you want from the campaign, the communication strategy will change. Flyers, brochures, and posters are traditional means of corporate communications. Online newsletters and email are electronic communications tools and best suited for employees who spend most of their time online to perform their job.
Use simple language
Employee communication should be thorough, but it should also be brief. Make sure the employees both read and also understand the message. This is possible when the message is short and to the point. Avoid information overload. It will only make them overwhelmed. Also make sure not use ambiguous language or technical jargon. The people you are communicating with should be familiar with the terms you use. Bigger organisations with diverse group will have unique communication needs and should be addressed.
Make the content engaging
Making communication more informative and entertaining should be part of the communication strategy. Start by asking yourself questions such as what is the best way you like to receive the information or what are the types of content that delight you? Consider the format in which employees would be more interested to consume the content. You can incorporate video into your HR communication strategy, such as a video message from the CEO.
Think about employee first
Things have changed dramatically over the last one decade. We live in an on-demand society where people spend more time on mobile devices communicating than PCs. There is also an increase in a distributed workforce that includes non-pc workers. Communication strategy should take into account mobile usage to make it more convenient for employees and deliver a more impactful employee experience.
An HR Communications Strategy should be such that address multiple situations in which an employee would need access to information. The most effective approach to developing an HR communications strategy should not start with what needs to be done, but why it should be done and how is it going to make the HR communications easier for the target audience.
If you are in the process of formulating an HR communications strategy for your organisation, we may be able to help you. Get in touch with our team at Reddsand and and we’d be happy to discuss possibilities.