One undeniable truth, just like the Earth being round, is that people are the ones who make companies exist. And these companies, with motivated workers, are closer to achieving their goals.
If an employee is motivated in his or her day-to-day work, he or she will not only engage in his or her work activities, but will also defend the corporate culture of the organisation. He/she becomes the best ambassador and prescriber of the organisation he/she works for.
One of the aspects that an organisation must adopt, as far as possible, is to retain internal talent and turn the employee into a real potential transmitter of the virtues of his or her organisation, informing him or her constantly and effectively, making internal communication an essential strategic tool.
Internal communication is of vital importance to promote, reinforce and consolidate an employee’s sense of belonging to his or her organisation. A very important element that is directly related to business success. In fact, internal communication is a very important factor that today’s companies must take into account, as it improves the working environment and, at the same time, the performance of their employees.
“The corporate culture of an organisation is what marks its identity and behaviour, and is directly related to its image and reputation”.
Organisations must understand and empathise with their internal public; in their language, in their concerns and expectations, in their motivations… and internal communication is the perfect tool that unites all the publics of an organisation and if it is properly managed, it not only allows them to link the same message and transmit the same corporate values, but also increases the efficiency of the human team.
How do we keep our internal audience motivated?
We have talked about many internal communication actions that work, but the first question to ask ourselves is: who are we addressing? And what is it like? We must understand the profile we want to involve in our internal actions: What bothers them, what worries them, what do they like, what do they think, what do they need, what do they need? The actions we are going to take depend on this.
We need to map our internal audience.
Once we have identified the profile and/or profiles of our organisation, it will be easier and more resolute to address them. From there we can start to develop actions that will help us to achieve our objectives.
There are companies that offer their employees free services related to health and nutrition that help to establish a closer business relationship with employees. Being able to sit down with the CEO or director at lunchtime, while doing sport or taking an English class and being able to interact with him or her, or simply being able to tell him or her about your concerns, strengthens the personal and business bond. This is a type of action that is starting to become very common, especially in large organisations, but more and more start-ups are joining this initiative.
Corporate games are also starting to catch on in organisations. They are those that link corporate culture with fun. A kind of business trivia or Q&A would be some examples.
Special days are also a good way to enhance the links between workers. It consists of celebrating special dates of the year. A BookCrossing, dressing up for Halloween, or a corporate ephemeris are a good way to motivate and get out of the everyday. This type of action is a great way to transmit corporate values.
A platform for disseminating innovative ideas: People who spend 8 hours at their workplace are the ones who will have the most ideas and the most interest in improving it. Gamification is a good way to motivate employees to participate.