Four ideas to align communications and company culture
Speaking from a personal point of view, my company has a very clear culture founded on four values – friendly, partnering, straightforward and confident. These aren’t just words that are batted around every so often or sellotaped onto the printer, we live and breathe these values – with each other, our clients and in building our business. They affect the way in which we behave, how we conduct business, our work ethic and, importantly, give us a voice.
Each and every employee should be aware, believe and fully buy-in to the culture of your company and one way to help with this is through effective internal communication. But how can you ensure that your communications and company culture are aligned?.
Four ideas to align communications and company culture
1. Consistency
Consistency is important in any type of communication but even more so when aligning with culture. Make sure the way in which you want to describe your culture is agreed and start to build these words, ideas and definitions into communications and dialogue with your people – whether written, verbal or visual.
We know that the more often you hear something, the more likely you are to take it in – build on this and make your values and culture play a big part in the way your leadership teams and others express themselves. Consistency with values is key, so ensure that everyone communicating on behalf of the organisation is walking the walk and not just talking the talk.
For example, if a key value is ‘straightforward’ (as is the case in my company) ensure written or spoken communication reflects this – avoid over complicating, keep it short and punchy, and have clear calls to action if appropriate. Consistency in tone and language also helps, as does branding. Make it easy for your employees to recognise and identify with your culture in your communications.
2. Reach as many people as you can
As mentioned, it’s important for everyone in your organisation to be aware of company culture. This means that taking the time to consider how people like to receive information – and communicate back – is a worthwhile exercise. Some will enjoy reading articles, other prefer watching short videos. Some like face-to-face, whereas others will prefer listening to a podcast. Using a variety of communication channels will help to reach as wide an audience as possible, which in turn will help to break down cultural barriers, unite employees and ingrain your culture into everyday working life. And always try to provide an opportunity for people to engage back with you – effective communication is a two-way process.
3. Encourage employees to let you know what they think
How can you tell if your communications and culture are aligned? Ask your employees. Asking for feedback is one of the most effective ways to work out what is hitting the mark, what isn’t and how to fix it. Short, frequent employee surveys such as pulse surveys are ideal for this task with a specific question aimed at communication and culture alignment. Act on the feedback given and don’t forget to go out and survey your members again to make sure any problem areas have been addressed.
4. Ensure the communications reflect you as a company
It’s a good idea to reflect your company ‘vibe’ as well as your culture in the way you communicate. The presentation, tone and language of a company with a very professional, formal culture will differ from that with a more relaxed, laid back feel. Employees should recognise the culture of the company in its communication style and will react in a positive way when this is achieved.
By taking on board these ideas, you will help to create a workforce which holds company beliefs and ideas close and helps your business to thrive.
The author is Greer Flanagan, actuary and senior DC consultant at Hymans Robertson.
This article is provided by Hymans Robertson.
In partnership with Hymans Robertson
We're one of the longest established independent consulting and actuarial firms in the UK
