When I started writing this blog, I’ve thought a lot about the target audience of it – the people who’d find internal communications most relevant and deal with such topics on an everyday basis.

First I thought about people like me: more and more companies are employing internal communication coordinators, specialists or whole teams who are specialized in the diverse & complex world of corporate communications. I had a previous workplace where the internal comms director was a member of the executive management, therefore, corporate communication could play a key role in the business strategy and long-term visions as well – that’s a particularly inspiring example for me that would be great to see more often in the future.

Even though a dedicated internal comms specialist can be a huge asset for companies, in Hungary, you have to be very lucky to catch a job like this – the culture & profession of corporate communication is much more widespread in the UK or in the US, for example. Here, this profession still has a lot more to go to achieve a renowned status and reputation.

🚩 Leading by example at the workplace

Regardless of the internal comms role, communication does exist at all workplaces, actively formed by HR teams and the management (mostly). HR is responsible for giving a structure and a framework to the company culture & dealing with operative “people” tasks, while the leadership plays a key role in showing an example to colleagues by their behaviour, working style or communication – this could either be a negative or a positive one. That’s why I think they’ll find Komm365’s articles interesting as well.

But the target audience can be even wider than this: what about those employees who are suffering from ineffective corporate communications and leaving their desk at the end of each day being unmotivated and unsatisfied? Or employees having a wide range of creative, ready-to-use development ideas, but not knowing how they could actually turn them into real solutions? Internal communication is very relevant for them as well as company culture is essentially an internal, two-way conversation between employees and the company. If communication’s all about top-down messages with no direct feedback, your internal processes need to be redesigned from scratch, or a nasty wave of fluctuation and annoyment is coming up very soon.

I used to work mostly for multinational companies, so that’s the kind of company culture that I know the best – that’s why my articles might be especially relevant and interesting for people working in similar workplaces, ready to give their company’s workplace a boost in terms of internal comms. On the other hand, the problems or questions covered on the blog are not tied to any industry or workplace, all companies are facing very similar challenges: internal e-mails not being read, Intranet being disregarded, colleagues not attending corporate events, no cross-departmental communications at all, and so on.

🗺️ Conclusion: common efforts = serious results!

From now on, the blog will be focusing on giving real development ideas and solutions that all of my audience will find useful – from different perspectives or levels of course. Leaders, communication specialists, HR teams or employees have different tools and resources to contribute to an effective internal communication culture, therefore, working together is fundamental to achieve big results. And how to begin all this? Just take small steps – ones like you could’ve read about in my previous article, about EAST-model.

Havonta egyszer házhoz mennek a legfrissebb belső kommunikációs trendek, érdekességek és hírek - ne maradj le róla Te sem!


Nagy Ádám

Belső kommunikációs specialista, kreatív geek, blogger. Közel hat éve foglalkozom kifejezetten szervezeti kommunikációval, blogomat pedig azért índítottam, hogy minél több munkahelyre eljusson és megfelelő fontosságot kapjon ez a szakterület. 💬

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