Internal communications: how to add value to your business

How much value does your company place on internal comms? Jennifer Sproul, Chief Executive of the Institute of Internal Communication, outlines ways you can improve communication internally to enhance productivity and give your organisational culture a boost.

6 mins read
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almost 2 years ago

​As workplaces evolve, internal communication (IC) is more important than ever – serving to strengthen bonds between employees and employers and foster an inclusive, supportive community. Often undervalued, the role of the internal communicator is that of mediator, successfully marrying fixed business objectives to the changing needs of the workforce. The Institute of Internal Communication drives standards through training, thought leadership, awards and qualifications across the UK and we interviewed the Chief Executive Jennifer Sproul (pictured below). Read the interview below on how businesses can enhance their internal communications strategy.

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Interview

Q. What is the value of internal comms, and how have strategies changed since the pandemic?

A. Internal communications refers to the practice of communicating with employees, and helps drive organisational success by fostering engagement, collaboration and alignment. Its ultimate purpose is to improve the overall employee experience, contributing to high productivity and reducing turnover by keeping the workforce informed, engaged and motivated.

Since the pandemic, employers have been adopting new IC strategies, such as increasing the use of digital channels, focusing on employee wellbeing, and enhancing transparency, authenticity and empathy.

IC also played a big role in keeping employees engaged during the Covid lockdowns through online community-building activities. It continues to provide an opportunity and platform to keep everyone in the business updated, allowing stories to be shared and achievements celebrated.

Q. To what extent is it only larger organisations that need employees who are dedicated to IC?

A. Determining when to employ an IC professional largely depends on the company size, structure, and communication needs. Smaller businesses may not need a dedicated person for the role and opt instead for someone who can handle general comms tasks alongside other responsibilities. However, as the organisation grows, a team may be needed to manage the volume and complexity of communication channels. The goals for the business will shape the comms strategy.

Q. What should small companies without the budget for people dedicated to IC do to improve their internal comms?

A. Some options to consider when budget is tight might be to establish regular communication channels such as weekly meetings or a company-wide newsletter to keep employees informed about news and updates.

Many people relish the chance to learn something new at work. Training and development programmes in communication can be a great way to improve employees’ soft skills. After all, good communication helps in all areas of life and work: leadership, presentations, influencing and mediation, for example. Confidence with communication can inspire staff to take on new tasks and more responsibility – increasing career prospects.

It’s also good to encourage open and transparent communication among team members and provide opportunities for feedback and suggestions. It goes without saying that keeping up to date with the latest tech is crucial. Leverage affordable technology solutions such as instant messaging and video conferencing tools to facilitate remote collaboration.

Regardless of the budget or size of organisation, understanding your workforce and prioritising a culture that emphasises communication, collaboration and engagement, can lead to better employee satisfaction.

Q. Do you feel company intranets are an overlooked resource? What can be done to make them more attractive and valuable to employees?

A. Company intranets are often viewed as a tool for top-down communication rather than a resource for employee collaboration and information-sharing. Several steps might be taken to enhance them, such as designing an intuitive and user-friendly interface that is easy to navigate and find information, and ensuring the intranet contains relevant and up-to-date information, including company news, policies, procedures, and resources.

Social media has resulted in people being far more enthusiastic about using comms professionally and personally – encouraging employees in forums or discussion boards to share ideas, feedback, and best practice can foster a positive culture.

You could also consider the intranet as a learning platform featuring online courses, webinars, or podcasts. Fill it with easily-accessible tools and applications that make work more efficient, such as project management software or collaboration tools – and send reminders of any key changes that employees might find most useful and interesting.

Q. IC can sometimes be undervalued – what are the signs of success?

A. It’s all-too-often the task of the IC professional to have to explain or prove the value of their role to stakeholders who don’t fully understand its purpose.

The success of IC can be measured by increased employee engagement, improved productivity, better morale, lower turnover, and increased innovation. When employees feel informed, supported and valued, they are likely to be more invested in their work and committed to the organisation’s goals. Good IC creates a sense of community and belonging.

Q. What are some of the common challenges when responsible for IC?

A. Every day presents new challenges, and probably greatest of all is striking the balance between the type, tone and timing of messaging sent. It’s not always easy to get right – employees have busy days when they barely have time to check their emails, so an understanding of when to try and capture their interest is key to engagement – and avoiding information overload. And it’s important to always be mindful of topical issues outside the workplace before releasing information that might be perceived as tone deaf because it was poorly timed.

The job also involves ensuring consistency in messaging, a readiness to adapt to change, and overcoming language and cultural barriers. Empathy and confidentiality are important factors too.

Q. Is it more usual for an IC role to sit within a marketing team than HR – does it matter?

A. Where the role of IC sits depends on the business and its goals. Marketing teams often focus on external communication and promoting the company’s brand, whereas HR teams typically focus on internal comms and employee engagement. IC roles can fit into either team but should be where they can best support and enable effective company-wide communication.

Ultimately, it’s essential for the IC professional to have a clear understanding of the company’s communication goals and work with both external comms and HR teams to achieve them.

Q. What are the greatest industry changes the Institute of Internal Communication (IoIC) has noticed in recent years, and how might IC change in future as workplaces continue to evolve?

A. The IoIC has observed several significant industry changes. One major trend is the increasing use of digital channels for IC, such as the adoption of enterprise social networks, instant messaging, and video conferencing tools, which have enabled remote and flexible working arrangements.

Another change is the growing emphasis on employee engagement and culture. Organisations are realising effective IC plays a key role in fostering a positive workplace culture that pays dividends in the longer term.

As workplaces continue to evolve, the role of IC is likely to become even more critical. We could see IC professionals adapting to new communication technologies and channels, such as artificial intelligence (chatbots) and virtual and augmented reality balanced with human-centred communication. Those working in IC will also need to develop strategies to communicate with a diverse workforce, including remote and contingent workers, to ensure success.

Looking for hire new professionals for your team? Get in touch with one of our specialist recruitment consultants today.

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Pros and cons of universal basic income: solution to unemployment or too expensive?
5 mins read

Pros and cons of universal basic income: solution to unemployment or too expensive?

​​​What is universal basic income?

Universal basic income (UBI) is a system in which every adult receives a set amount of money on a regular basis. This payment is unconditional, meaning it does not depend on the recipient's income, employment status, or any other criterion.

Universal– to everyone

Basic– to cover everyday expenses

Income– regularly, for people to spend how they wish.

UBI has been an interesting and controversial topic of conversation over the past few years, with various trials and studies conducted to evaluate its potential impact. While we may be a long way off from this being considered in reality, let’s look at some of the pros and cons of introducing this concept.

Pros of universal basic income

Reduce poverty

One of the main arguments in favour of UBI is its potential to reduce poverty and economic inequality. A 2022 study by the University of York found that a UBI model could cut poverty by more than half. This would be achieved through tax adjustments and guaranteed weekly payments, providing a stable income for everyone. This stability could lead to a more robust economy, increased consumer spending, more job opportunities, and a healthier market overall.

Increased consumer spending

With more disposable income, people would likely spend more, stimulating demand for goods and services and benefiting businesses across various sectors. This increased spending could also lead to higher tax revenues, which could be reinvested into public services and infrastructure.

Empowering workers

UBI would offer a safety net, reducing the pressure on individuals to accept low-paying or precarious jobs. This could lead to higher job satisfaction and productivity, as people would be more likely to pursue jobs that align with their interests.

Improve workplace conditions

It would also encourage businesses to enhance their working conditions by shifting the power dynamic to the employees. With a guaranteed income, workers would no longer be compelled to stay in jobs solely for financial reasons, allowing them the freedom to leave roles with poor working conditions.

This shift in bargaining power would encourage employers to enhance job quality, offer higher wages, and create more supportive work environments to attract and retain employees. Consequently, businesses might need to implement more employee-focused policies, such as flexible working, improved benefits, and a stronger emphasis on work-life balance, to stay competitive in the labour market.

Innovation and entrepreneurship

Many people hesitate to start their own businesses due to fear of failure and financial risks. However, UBI could provide the financial stability needed to encourage entrepreneurship and innovation, potentially resulting in economic growth for the country. This could lead to the creation of new industries and job opportunities, further boosting the economy.

Foster education and societal benefits

Having a steady income would encourage more individuals to pursue further education and training, culminating in a more educated and skilled population. This increase in educational attainment can have numerous positive effects on society, including:

Higher civic engagement: an educated population is more likely to participate in civic activities such as voting, volunteering, and community involvement, fostering a stronger democratic process and community cohesion.

Enhanced critical thinking and creativity: education cultivates critical thinking and creativity, which are essential for technological innovation and economic growth.

Reduction in poverty and inequality: education is a powerful tool for breaking the cycle of poverty. By providing individuals with the skills and knowledge needed to secure better-paying jobs, UBI can help reduce income inequality and improve overall economic stability.

Improved public health: educated individuals are more likely to make informed health choices, meaning lower rates of chronic diseases and improved overall public health.

Cons of universal basic income

High cost

Implementing UBI would be extremely expensive, requiring significant tax increases and reallocation of public spending. While it's challenging to estimate the exact cost, one analysis projected a gross cost of 555 billion – which includes the UBI payments themselves as well as the cost of integrating it into the existing tax and benefits system. Therefore, many critics argue that for this reason, UBI is not sustainable or even feasible.

Decreased motivation to work

Critics argue that UBI could reduce people's incentives to work, prompting higher unemployment rates. They fear that with a guaranteed income, people might choose to work fewer hours or not at all. If this were the case, higher unemployment rates could negatively impact economic growth due to less taxable income.

Those who do continue working while receiving UBI might be less motivated to perform at their best. With their basic financial needs met by UBI, the urgency to excel and advance in their careers could diminish and we could see reduced effort and productivity.

Challenges for low-wage industries

Industries relying on low-wage labour might face increased wage demands, as workers with a financial safety net might be less willing to accept low-paying jobs. This could cause higher operational costs and potentially drive businesses to automate more processes.

Inflation

Increased disposable income could generate higher spending, driving up demand and prices, resulting in inflation. This could erode the purchasing power of the UBI payments, potentially negating some of the benefits.

Potential inequality

While UBI aims to reduce poverty and inequality, some argue that providing the same payment to everyone wouldn't solve inequality but merely shift the goalposts. Critics suggest that a more targeted approach might be necessary to address the specific needs of different groups within society.

The debate around UBI is far from settled, and its implementation would require careful consideration and robust policy design. As we move forward, it's important to engage in thoughtful discussions, consider diverse perspectives, and explore pilot programmes to better understand UBI's real-world impacts.

Ultimately, the question remains: can UBI be the transformative solution we need to fix the unstable labour market, or will it prove too costly and complex?

If you are looking for a talented professional to join your team, or seeking a new employment opportunity yourself, get in touch with a specialist consultant today.

How to fight economic inactivity
1 mins read

How to fight economic inactivity

​It was recently my turn to pick up the pen and contribute to City AM’s ‘The Note Book’.

I chose to write about the issue of economic inactivity and to focus on ways to encourage younger people into the workforce and ways to incentivise older workers to work for longer.

My thinking is that this will encourage the highly paid and highly skilled to work up until retirement age rather than choosing, as many do, to retire early.

And my estimation is that this would result in more, not less, tax being collected and collected sooner because these individuals are frequently higher rate taxpayers who will typically find ways to avoid inheritance tax in the extra spare time they have after they’ve taken early retirement.

Instead, these highly capable higher rate tax payers will be incentivised to continue to contribute to the growth of their organisations and the wider economy and consequently to the exchequer as well.

One for the Office of Budget Responsibility (OBR) to grapple with perhaps… but I’ve no idea how you’d model such an idea. Sometimes it’s just better to give things a go!

And if you do get a chance to see the play ‘A View from The Bridge’, you should go. It’s a precious thing - a brilliant play, brilliantly acted!

Click here to read the article.

Sales CV template: for Sales Executives and other sales professionals
2 mins read

Sales CV template: for Sales Executives and other sales professionals

​​Whether you are a sales executive, supplier relationship manager or field sales consultant, use our free template to build your perfect sales CV today.

[Full Name]
[Home address]
[Contact Number] • [Email Address]

Personal Statement

Use this section of your CV to highlight the skills that would be transferable in a sales environment e.g. questioning and listening, tenacity, resilience and the ability to think on your feet. It’s also a good idea to include a link to your LinkedIn profile.

Sales professionals are target driven and financially motivated, so don't forget to highlight and "sell" yourself.

Try to avoid statements such as "I work well as part of a team and on my own initiative" or "I can communicate at all levels" - the majority of CVs contain these statements. CVs that show creativity stand out in sales.

Education

A relevant degree, for example Business Studies will give you a great start, but many degrees have a sales element, e.g. Psychology - understanding people, Engineering - problem solving, Law - negotiation skills etc.

It is important to present your education in a way that identifies you as a sales person.

In some sales positions experience trumps education, so if you don’t have a glittering academic record, make sure you elaborate on your experience.

[College/School Name]
[Date M/Y– Date M/Y]

A-levels:

  • [Subject] – [Grade]

  • [Subject] – [Grade]

  • [Subject] – [Grade]

GCSEs:

  • [Number] GCSEs, grades [range], including Maths and English

Work Experience

This should be brief and, as a general rule of thumb, focus on the last five years of your career, or last three roles, in chronological order with the most recent at the top. Highlight your key achievements, and aim to use bullet points rather than lengthy descriptions.

[Job Title], [Company Name] [Location]
[Date M/Y- Date M/Y]

Achievements and responsibilities:

  • Brief role overview

  • Worked alongside [team] to produce [project]

  • Implemented [change] which resulted in [benefit]

  • Received an [award name] for [reason]

Hobbies and Interests

This section is not essential, but can be a good opportunity to reinforce your application, and show a future employer what motivates you outside of work.

Don’t just say that you ‘like to socialise’ be specific, and don’t be afraid to share your successes. If you can put a sales slant on this part of your CV too, even better.

I’ve completed a marathon for [charity]

I negotiated my away across [country] on a budget, working as I went

References

References are available upon request.

Download our full sales CV template.