Members only
Since last year’s IC Index, some things have remained unchanged.
The perennial questions around how we deliver messages to people are as present as ever. Are we sending too many emails? Is our intranet any good? Should we be using TikTok to share updates? What about employees who don’t have work computers or phones? How do we tell them everything we need them to know?
All perfectly good questions. But are they the right ones? Because while some things are the same, many, many others have changed.
It’s been a tumultuous time for global politics and economies with ripples that affect organisations everywhere, in every industry. Leaders have changed at organisations, and in governments. Jobs are changing. The conversation around AI has advanced. How we work is changing.
We wanted to understand how employees relate to their organisations, as we all try to maintain our footing on shifting sands. This year’s IC Index delves deeper into the complexities of that relationship and how it informs the way we communicate.
Our analysis reveals that the very best internal communication experiences are when employees have a meaningful and direct connection with leaders. And, crucially, when leaders listen to, understand and care about employees – far beyond making sure they know what the organisation’s strategy is (although that’s important too).
Methods of communication will always be a part of the discussion, but it’s clear that leaders need to offer the human touch: listen more, break down hierarchical barriers and have real conversations. And not just because it’s a nice thing to do. There are tangible organisational outcomes – higher employee advocacy, engagement, retention.
The data shows there is still a long way to go, particularly in larger organisations, where building a sense of community and creating connection is naturally more challenging. This is where internal communicators can really make a difference. Coaching and supporting leaders. Challenging senior teams to be more open, to do more listening, to see employee perspectives on organisational change, to be more transparent in decision-making.
Welcome to your guide to keeping communication real in unreal times.
