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Defining a creative, dynamic, and comprehensive internal communications strategy promotes healthy communication. Most organizations welcome the need to define a refined internal communication strategy according to the changing conditions. It can effectively help organizations manage the changing work environment’s increasing influence. This allows businesses to think about how well they can communicate with their employees.

A well-implemented internal communications strategy ensures essential information is conveyed without being lost, misused, or ignored. Internal communication needs the same attention and planning as customers and partners.

Why do you need an internal communication plan?

Defining a creative, dynamic, and comprehensive internal communications strategy promotes healthy communication. Most organizations welcome the need to define a refined internal communication strategy according to the changing conditions.

It can effectively help organizations manage the changing work environment’s increasing influence. This allows businesses to think about how well they can communicate with their employees.

Steps for internal communication strategy

  • Review the current internal communication strategy

If you have already defined a strategy, you should assess what works and what does not. Below listed are the points requiring immediate attention while rebuilding your plan.

  1. Performance: Assess how effective is your current strategy. What are the benefits and drawbacks? Who are the key persons of your current plan, and how are they executing the ideas? Whom can you add to enhance the existing program?
  • The future goal: What are the purposes? Who is your audience? Is it a selected specific business unit or the entire organization? Answers to these questions will be the brightest points guiding you to build the strategy.
  • How to meet the goals:  Resources budget, tools, etc., are the various resources to accomplish business objectives. Moreover, what kind of content will be vital for your staff, and what timelines will meet the goal.
  • How is your team: Is your current team too small, or do you have too many people than required. Reviewing the current strategy will help streamline the teams’ strengths.

Answering the above questions and finding solutions to the challenges will be necessary for re-evaluating your strategy.

  • Define realistic goals and timelines 

The refined internal communications program does not revolutionize the employees’ experience overnight and requires considerable time. So, defining realistic goals is practical.

Internal benchmarks and identifying areas that can make an impact immediately help set smart goals. Also, a survey will help gather information desired by the employees.

Significant points to include:

  1. What are the advantages of an internal communications strategy?
  2. What works best and what requires improvement
  3. How soon do you wish to achieve your goals
  4. What are the available tools and technologies considering the company’s size, priorities, and employees’ expectations?
  • Recognize the key metrics:

The internal communications strategy should be measurable, requiring the core metrics to prove your plan is working. The metrics will prove whether employees optimize the resources provided and let you penetrate deep to know the areas requiring more attention and what can be skipped. For example, employees may listen attentively to the communications from executive leadership rather than their peers.

Informal feedback cannot be measured. Nevertheless, it is significant to understand employees’ experience with the data. Here are a few key metrics:

  1. Social shares:

Organizations have to focus on the social shares received by content. Employees’ connection over a social media platform is highly considerable. Allowing your employees to share business updates on social media will help you attain your business objectives.

  • Engagement metrics

Do the employees find interest in reading the internal content? The content engagement metrics tell you what your staff is interested in. The human resources have their relevant insights based on how they are collecting information for their programs. Collaborate with them regularly so that they can accompany your internal communication describing their information.

  • Project management

Remote and hybrid work models have posed many challenges. Project management has turned digital, simultaneously leading to streamlined work and obstacles.

In particular, remote workers always have to be in the loop regarding communication. Otherwise, they could be frustrated and look for new jobs. Always speak to the teams proactively about project management bottlenecks. Also, try to establish communication standards through tools and platforms.

  • Target the audience

The content you generate should target the right audience, even if it is internal communication. Focus on the message and format to best suit the employees. Overcome the misconception that all employees have to be informed about updates considering transparency. If this is the case, crucial organizational information will miss the employees’ attention when expected.


To sum up, focusing on the overlooked audience through a robust internal communications strategy helps drive deeper employee engagement. This leads to high productivity and profits even if your work model is remote or hybrid.

ONPASSIVE’s O-Peer, an internal communication tool for easy interaction at your workplace, is designed to enhance your business activities. Please make the most of it for optimal benefits.

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