One of the things employees dislike the most is finding out about important developments concerning their company through the media. When employees learn about mergers, acquisitions or rebranding from external sources, it undermines trust in management and erodes their view of their own organisation. This can lead to emotional disengagement with the company and, in some cases, a breakdown in the stability of the corporate culture.
Evolution of Internal Communication
To understand the importance of what we point out here, it is important to remember what the role and transformation of Internal Communication has been like over the last century.
Internal Communication has certainly undergone significant changes over the years. In the past, many companies viewed this area as a secondary concern, often prioritising external announcements over keeping their employees informed. However, as the importance of employee engagement and corporate culture became more evident, organisations began to recognise the value of sharing important news internally.
Today, many organisations understand that effective Internal Communication is crucial to maintaining a motivated and informed workforce. This shift reflects a broader trend towards transparency and inclusion in the workplace, recognising that employees are not just workers, but vital stakeholders in the company’s success.
Three key reasons to share big news internally
1. Building trust and loyalty
When employees are the first to know about important changes in the company, it fosters a sense of trust and loyalty. They feel valued and respected, which can increase their commitment to the company. For example, if a merger is planned, informing employees in advance or simultaneously with the media allows them to prepare for the transition, reducing anxiety and speculation.
2. Improve employee engagement
Keeping employees informed about important developments increases their engagement, but also their participation in corporate initiatives. Engaged employees are more likely to contribute positively to the company’s goals and help drive their success. By sharing news at the right time, companies can also gather valuable feedback and ideas from their employees.
3. Maintain control over the narrative
By informing employees first, companies can control the corporate narrative or storytelling, ensuring that information is presented accurately. This approach minimises the risk of misinformation and rumours, which can spread quickly and create confusion.
Challenges and exceptions when sharing information
While sharing big news with employees is crucial, there are situations where it can pose problems. For listed companies, legal requirements may dictate that inside information must be disclosed to the public. (what we used to call “material facts”) is first disclosed to investors to avoid unfair advantage in the market. In such cases, companies must carefully manage the timing and content of Internal Communications to comply with legal obligations while keeping employees informed to the extent possible.
Other situations may include sensitive negotiations where premature disclosure could jeopardise the deal or cause unnecessary panic among employees. In these situations, a balanced approach is essential, ensuring that employees receive the information they need without compromising strategic objectives.
Adopting Internal Communication to Strengthen Corporate Culture
Integrating employees into the communication process through sound Internal Communication practices is not just a strategic move. It is essential to fostering a strong corporate culture. When employees are informed, engaged and valued, they become advocates for the company, driving their success from within.
In conclusion, prioritising Internal Communication, especially when it comes to major announcements, can significantly improve trust, engagement and overall corporate culture. By keeping employees at the centre of the communication strategy, companies can deal with change more smoothly and build stronger teams. Let’s make it a priority to keep our professionals informed and empowered, recognising that our people are our key asset.
