Posted by Sandy Yu on 8.30.2018
If you think your employees would recommend your workplace to friends or family, chances are you’re wrong.
An overwhelming 57 percent of employees wouldn’t recommend their organization as a good place to work, according to an ongoing OfficeVibe survey, State of Employee Engagement. Unfortunately, most company leaders are unaware of this epidemic. This shines an even brighter light on the major flaw deep within the core of organizations.
To begin repairing the damage, company leaders need to stop scrambling to resolve problems and start proactively enhancing internal communication efforts. Every internal communication campaign must revolve around empowering employees and making them feel included in company-wide decisions and successes.
In doing this, they can give employees a bigger, more impactful voice that will change the face of company culture, ambassadorship, and employee success.
Here’s what a few of our favorite experts said about how to enhance internal communication:
The best workplace cultures are those that foster employee engagement -- particularly a sense of empowerment that encourages employees to find and share ways to improve where and how they work. When that happens, organizations reap the benefit in improved productivity and innovation and lower employee turnover.
To engage employees and encourage them to speak up about their working environment, expectations and goals, employers should look to the internal communications method that has been around the longest: direct supervisors and managers.
These frontline employer representatives impact everything that matters most to employees -- from their assignments to working conditions to how they interact with the rest of the company.
Supervisors should be encouraged to show employees how their work fits into the organization’s goals and projects.
Once this is done, encourage and listen to your employees’ feedback, concerns, and ideas. The information should be shared with the next levels of management for discussion and consideration.
Finally, supervisors should close the communication circle by reporting back to employees, letting them know their ideas were delivered and sharing the feedback that was offered. As this cycle continues, employees will recognize that their input is valued and they will become more engaged in the company and its mission.
I've been helping leaders of all ranks and functions in top companies worldwide make fundamental changes in the way they lead so they achieve outstanding results. I’ve found with just four simple steps, leaders in any organization can give employees a bigger voice.