2. Start small, moderate well.
If you are serious about building an internal communications hub that is a truly useful and trusted resource for your staff they must be made to feel comfortable to share anxieties and have the expectation that those anxieties will clarified too. How that looks in the digital environment may very well be an active, peer-to-peer online community that focuses on engagement.
If you are concerned about the current mood of your organisation then start small and have a great moderator on your side. The sign of a truly great moderation strategy is an online community that isn’t aware that it’s being moderated at all. The important thing is to allow any real issues to bubble to the surface and show that those issues are being taken seriously.
3. Segment your strategy.
There will always be a range of different objectives for internal uk email list 19 millions contact leads communications – ranging from having a space where ‘formal’ messages can be broadcast, to giving staff a platform for the type of office banter that will draw staff back to check what changes have been made to the cafeteria menu.
Segmenting your strategy and using different tools to deliver on them such as polls, blogs, forums, knowledge-base, community Q&A and gamefication can be an effective – and manageable – approach.
Helping staff help each other through peer-to-peer support.
31% of Australian consumers are active ‘critics’ online (including contributing to online forums), with an overwhelming 64% being ‘spectators’ (including reading online forums and blogs) – Forrester Research’s Consumer Technographics). People are now far more comfortable getting what they need from each other rather than official channels – further proven by many big australian brands launching their own online communities for peer-to-peer customer support.
Assuming your staff aren’t ready for a more empowering mode of communications could be why your internal communications is failing.