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10 internal communication examples to boost employee engagement

Fatima Puri
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The 2020 pandemic has impacted how we operate daily, especially at work. Companies are trying to find creative ways to keep their culture alive, unite remote employees, and communicate seamlessly in a COVID-cautious world.

If you’re looking for a contactless solution to internal communications without losing the essence of company culture, then these examples might help you.

10 internal communication examples to boost employee engagement

1. Introduce new employees

With more people working remotely since the pandemic, it can be challenging to build camaraderie between employees. One way to make up for the lack of face time is to introduce new employees via an internal communication tool like Slack or Microsoft teams, email, or text message. You can include the employee’s location, job role, and fun facts or hobbies. 

Introducing new employees is also exciting for older employees as it shows that the company is growing, and there are more people to get to know. 

2. Organize virtual hangouts

Another way to promote peer-to-peer interaction is to set up virtual coffee dates for new employees to meet with other employees. But coffee dates don’t have to be reserved for new employees only. Donut is a Slack integration that automatically pairs employees for weekly or monthly coffee dates. It can be easy for employees to get bogged down with work and forget to socialize with their peers, and mixing is vital for fostering personal relationships. 

By encouraging employees to meet with each other frequently, you increase their chances of forming a positive relationship at work. (Even if it is through a screen.) Studies show that close work friendships boost employee satisfaction by 50 percent.

3. Send company-wide updates

When you choose to share company information with your employees, you want to make sure it’s the most impactful news that will benefit them in some way. You can send a weekly update to keep employees in the loop, an in-depth monthly review to cover learnings and successes, or updates on significant leadership changes. 

Two great channels for sending company-wide updates are email and business texting. Email is better for longer updates with multiple resource links, while texting is great for sharing quick real-time updates. Business SMS has a 98 percent open rate, so it’s a guarantee that your employees will receive your update if you text them. 

4. Have a process to answer employee questions

When you’re in an office, it’s easier for employees to lean over to the person next to them to ask a quick question or get clarification on something. But when you’re remote, it can be hard to know who to go to answer a question.

You can virtually answer employee questions by providing them with the proper channel to ask the right people. For example, you can set up a Slack channel specific to Q&As for the engineering lead, or more ad-hoc queries, you can use business texting.

5. Centralize important information or resources 

One way to answer employee questions is to create a go-to internal knowledge base for them to reference. Your internal documents can be shared via a Cloud service like Google Drive or Notion, depending on your preference. 

By keeping your resources in an easily accessible location, you ensure that your employees have a place to find answers to common questions, saving them the time and energy of asking someone else. 

6. Share company successes (and losses)

Did your company win an award or achieve a big goal? Share it with your teams! Your employees want to know that their work contributes to tangible achievements, so sharing your company’s successes is a great way to remind them that their efforts make a difference. 

On the same token, it’s also essential to share company losses and learnings. Not succeeding the first time may not be the best feeling, but understanding where you went wrong and what you can do to improve gives you a new goal for your employees to work toward.

7. Engage employees with workplace fun

According to studies, happy employees outperform the competition by 20 percent. You don’t have to lose out on office fun just because you’re no longer working under the same roof. There are numerous ways to engage employees in workplace fun, but some ideas include a TV or book club, virtual cooking classes, a Words with Friends tournament, or even a healthy steps challenge.

You can also share personal employee accomplishments or a fun pet photo in daily communication channels (Slack, email, or text). Even if it’s not “in” the workplace, sharing the workplace fun can help employees build a community and sense of belonging.

8. Give insight into industry trends, competitor news, and best practices

As a company, you want to know the latest news stories and trends in your industry. But you must filter out the most relevant information and share it with your employees. Taking the time to handpick industry news will lead your employees to read those articles because they think it’s essential.

For employees who want to go the extra mile, you can encourage them to set up Google Alerts for keywords specific to your industry. Google Alerts will aggregate relevant content and send a daily email to your employees to sort through. 

By keeping employees in the loop about the latest trends or changes in your industry, you’re essentially helping them continue their education on the relevant subject matter. 

9. Give employee recognition

The pandemic can lead to workplace burnout, with employees feeling under appreciated and exhausted. While recognition cannot replace giving your employees time to rest, it can help to encourage them to keep up their excellent work. 

Sending public employee recognition can intrinsically motivate your employees to be more productive at work. How? When employees are happy, studies show that they are 31 percent more productive.

10. Collect and share real-time feedback

According to a study from OfficeVibe, 98 percent of employees do not feel engaged in their work when managers give little to no feedback. Without feedback, employees don’t have a clear idea of how their work impacts their personal, team, and organizational goals. 

The best companies give weekly feedback to their employees instead of waiting to sum up an employee’s failures and achievements in an annual review. The problem with waiting to give feedback is that often the problem is long over, or the employee has been recreating the problem with no course correction, and it’s become a habit. 

Giving and receiving real-time feedback to employees makes them more engaged in their work because they better understand what is required. 

The bottom line: Internal communication can boost employee engagement

No matter where the future of the workplace takes us, employee engagement will always be at the heart of it. Finding clever ways to improve internal communication will significantly impact your employee engagement, so make sure you pick the right tools to talk to them.

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