Communication allows relationships to happen. In companies this could not be different, and it is critical that organizations give due importance to processes involving internal communication.
 
The State of the Industry survey of 2017, conducted worldwide by Gatehouse, points out that 84% of respondents today think that internal communication has a clear purpose in their companies.
 
This means that after a few years, many entrepreneurs and managers around the world are beginning to identify the relevance of proposing structured internal communication within their organizations.
 

Why is it really important to invest in internal communication?

Imagine a company with 50 employees, divided into their departments. How do they communicate? How do people in one industry exchange information with each other's colleagues?
 
Working internal communication in an organization refers to analyzing and improving the processes of exchanging information among employees. And this is extremely important for the proper functioning of all departments.
 
The whole staff is impacted, whether the communication of the company is good or bad. But we assume that you do not want your team to be harmed, compromising the rest of the company, correct?
 

Productivity

The company that wants to have productive and focused employees should offer an environment that favors this.
 
Now, employees who can not communicate tend to be confused about their activities. If managers have difficulty communicating responsibilities, information and duties to the team, consequently there will be people failing to perform tasks or executing them in the wrong way, which will also lead to rework.
 
This shows that departments, staff, and collaborators who lack clear, fluid communication tend to be less productive.
 

Engagement

Happy and engaged employees present a number of benefits to a company, and motivating and involving teams promotes this engagement. Research shows that engaged employees perform better, and less turnover.
 
Internal communication directly affects this employee engagement. Do you know why? They want to know the company in which they work, be communicated about news and changes, feel part of the organization, and have a voice for opinions and suggestions.
 
Today there are many techniques and tools that enable communication that offers participation to the collaborator. This participation entails the engagement and retention of employees, who believe in the mission of the company and strive to develop it.
 

Collaboration

Promoting clear communication among employees encourages greater collaboration between them, and collaboration can be seen in a variety of ways. For example:
 

- Mutual help: this helps both old and new employees. They help themselves in daily activities, from the simplest to the complex ones, thus avoiding errors and reworking, mainly in the onboarding processes of the companies;

 

ONBOARDING: Simply put, it's a structured process where new employees are introduced into the company's culture in the very early days, getting to know their purpose.
 

 

- Innovative and creative ideas: When you bring together people, especially from different sectors, each with your experience and knowledge, new insights are generated, leading to excellent ideas that can solve problems and optimize the whole company;

- Better results: by joining the two points above, the organization achieves better results and a much faster and more remarkable growth.
 
All this promotion of collaborative ways of working in the workplace engages employees, retains talent, and builds the company's image as a great employer. We talked about this in a post about Employer Branding.
 

Barriers

As seen, investing in internal communication is an important requirement for the company to continue to grow in a sustainable way.
 
Among the several topics raised, the gatehouse research mentioned in the beginning of the text presents the main barriers that companies of different segments and sizes face to make their internal communication a success, even with the increase in the number of organizations that understand the purpose to invest in the area.
 
We list and detail some of the points raised in the survey, showing how these barriers affect business and what managers can do to overcome the conflicts. Check them out:
 

Lack of communication skills in managers

A good team needs a good lead. And one of the points of a good leader is the ability to keep communication in line with your work team. Encouraging this alignment should be the task of the manager.
 
Communication brings clarity and ease to the routine of the company, and those responsible must know how to communicate and also listen to their leads, offering opportunities for them to have a voice in the organizational environment. In addition, maintaining an open dialogue between the team will foster and strengthen the engagement of those involved.
 

Lack of involvement in strategic decisions

This item concerns the involvement of the internal communication function in the strategic decisions of the company.
 
Many companies today still do not understand how maintaining aligned communication makes a big difference in the work environment, impacting employee engagement and productivity.
 
Peter Drucker says that 60% of corporate administrative problems result from bad internal communication. That is, if your company is facing problems in any industry, try to analyze how the stakeholders have communicated, the means and techniques used, and the frequency of this communication.
 
We did a post punctuating some damage that your company may have because it is not investing in internal communication. See if some of these posts are present in your corporate environment.
 

Lack of resources within the internal communication team

Providing the right tools and techniques to any team provides much more preparation and training to perform the tasks and also resolve any conflicts that may arise.
 
Among these tools there must be at least one that facilitates and makes more effective internal communication between employees and departments. Imagine how much confusion happens in companies simply because of misunderstandings in communication between employees.
 
Today there are several channels that promote clear communication in corporate environments, and that optimize the organization and management of information. Some options are intranet, Corporate TV, Corporate Social Networks, Internal Chats, among others.
 

Difficulty in reaching employees

The lack of resources mentioned above causes difficulties to reach the company's employees.
 
Think about your company today: are all employees reached by reporting, communicating? If there is a difficulty in reaching, the communication may be misaligned, so be aware of where the bottlenecks are that leave employees without information and even lost in the company flows.
 
These failures occur not only in the communication between two individuals, but also in the allocation of information that should be aimed at a larger number of employees. Is access to this information easy? Can they all be notified without loss of information?

Lack of support from leaders

If managers do not give importance to internal communication and do not demonstrate how important it is to have that area aligned in the company, do not expect anything different from the ones led.
 
It is clear that proactive employees can identify failures and report to managers, proposing solutions ... but this type of employee has no interest in staying (and usually does not) in a company that does not value communication and does not offer this type of employee participation . According to Ultimate Software, 75% of employees would spend more time in an organization where their interests are heard.
 
Those responsible need to be supported, as this will not only optimize the entire company with assertive communication but, as already said, will be able to attract and retain the talents your company needs to grow more and more.
 

Lack of clarity about organizational strategy

The way people communicate within a company, whether vertical or horizontal, is a reflection of the company's culture, which serves as a basis for the strategies that the organization applies on a day-to-day basis.
 
Unaware of this culture and the way the workflows are carried out undermines internal communication because there is no perception by employees of how the company works, what it values ​​and what it seeks to achieve.
 
A very commented point in big companies by professionals of HR and People Management is the also mentioned process of onboarding.
 
In this process the employees can know the organizational strategy of the company, and this contributes strongly to the engagement of the team in the values ​​and mission of the company. Consequently, they understand how the company performs internal communication, making these processes much clearer for everyone.
 

Disengaged team

This point appears again, now proven by Gatehouse research. A team that is not engaged is really a barrier for internal communication in your company to flow.
 
If the employees are disengaged with the company, they have no desire to be there, which leaves them increasingly far from being proactive and performing their tasks with maximum excellence.
 
Without the interest of working based on the purpose of the company or understanding how the processes actually work, there is also no effort to promote clear communication with your colleagues.
 

Lack of quality of internal communication channels

If the lack of resources leaves poor communication, using poor quality channels will not be any different.
 
It does not matter if the company uses the best known channel, or the most renowned among the big companies. You need to understand the culture of your organization and which channels will truly succeed in reaching out and delivering the message to employees.
 
But remember that only a good internal communication channel will not solve your problems. In order to improve this in companies, it is important to connect to the tool good managers, trained and qualified for this position (we already mentioned in topic 1 that a good leader knows how to communicate and teach his team to do this), and a well structured internal communication plan .
 

Lack of skills in the internal communication team

Speaking of communication plan, who should be responsible for this planning is the team that manages this area in the company.
 
We know that good professionals are those qualified and who have the expertise of the area, but it is the company's role to also provide more knowledge and opportunities for personal and professional growth to employees.
 
Encouraging this in the CI area helps to improve the communication processes in the company in order to present and implement solutions. Remember that these processes involve people, and they are constantly evolving, and you have to keep up with them and be aware of the changes and new developments that can arise so that bottlenecks can be predicted and resolved as soon as possible.
 
That's why a well-trained and capable team will be able to promote communication processes that benefit the entire corporation.
 
Conclusion
As already mentioned, the processes involving internal communication in companies need to be always updated and attentive to those involved.
 
Pay attention to the behaviors of the managers and abilities of the responsible team, the conflicts that arise due to weak and low assertive channels, the employees and how communication flows in the company.
 
Evaluate your organization's internal communication by reviewing the barriers cited in this article. The sooner the managers look at the IC area and propose innovations and improvements, the faster and more sustainable the company will develop.
 
Want to know more about how to solve the barriers that prevent your company from growing by not investing in internal communication? Download our eBook focused on how the intranet presents itself as a solution for small, medium and large companies.