Steps For Forming An Effective Strategic Communications Plan
Change is a necessary component in company evolution, but without strategic communications, internal change management and organizational transitions can hit speed bumps rather than effortlessly progress. A strategic communications plan is needed to cultivate effective and hassle-free growth within a company. In fact, it is one of the defining factors that allow companies to be both successful and have satisfied employees who feel secure in their positions.
Employee satisfaction plays a pivotal role in company success. Not to mention, successful and ethical companies care about their employees and value the flow of communication within an organization. The good news is that employee satisfaction is rising, with The Conference Board estimating that 62% of people in the US are now satisfied with their jobs. This is a 19-percent jump from the Great Recession in 2010 and an over 5-percent increase since the start of the pandemic.
Job satisfaction impacts many areas of company success. These include:
Employee retention
Customer loyalty
Performance
Initiative
Productivity
Profit
In order to gain satisfied employees and grow successful companies, internal change management needs to be optimized through strategic communications. Numerous components go into developing a strategic communications plan to assist with internal change management. However, they can be broken down.
Targeting an audience: The baseline of strategic communications is a deep understanding of the target audience. Understanding the needs and values of the target audience plays a pivotal role in crafting the communication. Communications leaders should understand their company, the employees, and the core values. When delivering a message, it’s essential to remember who is being addressed. Always remember ethical standards such as respect, honesty, and transparency.
Defining the objective: Strategic communications always rely on a carefully laid plan. Defining an objecting sets a measurable goal that outlines what should be achieved with the strategic communications plan. During organizational transitions, it’s necessary to inform the internal organization of planned changes in a clearly defined way. Communications leaders should consider what they want to say and not stray from their objectives.
Developing the message: The target audience should always be kept in mind when crafting the message. Focus should be placed on tone to deliver a clear, concise, and compelling message. The goal of the message should be to provide employees with informative news that clarifies feelings of uncertainty and answers pressing questions. The message should never contradict itself.
Mastering timing: When the message is delivered is also a key factor. Plan a time to deliver the message to ensure maximum impact and minimal overshadowing by other events. Relying on employee communications platforms can allow messages to be timed to reach all employees regardless of geographical locations and home offices.
Monitoring the results: Always ask for employee feedback to monitor internal satisfaction. Make future adjustments based on audience reactions. Utilize platforms such as employee communications apps to gather employee feedback. Listen to what your audience has to say about your communication methods.
Strategic Communications Matter
Hopefully, this short article has aided in clarifying the importance of developing a strategic communications plan for internal communication, especially when dealing with internal change management and organizational transitions.
Employees are the heart of a company, and how they are informed of major changes can significantly impact their well-being, performance, and security. That is why strategic communications plans should always be implemented when delivering important news within an organization.