What Are Internal Communications?

The communication effect of an organization determines the efficiency of organizational management. In the process of business management, if organizational communication can be done well, it will be more effective in promoting the achievement of corporate performance goals. Smooth and effective organizational communication is conducive to the full flow and sharing of information within the organization, to improve the efficiency of the organization's work, to enhance democratic management, and to promote the scientificity and rationality of organizational decisions.

Internal communication

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The communication effect of an organization determines the efficiency of organizational management.

1. Promote corporate goals

2. Promote the construction of organizational corporate culture

3 Promote employee relations

4 Enhance employee engagement, sense of belonging and honor, and sense of responsibility

5. Effective corporate culture communication is conducive for all employees to understand organizational goals, values, management systems, etc., to unify the thinking and actions of all employees to achieve a uniform vector.

In business management and daily affairs, due to the lack of communication and exchanges among people, departments and departments, they often encounter frictions, contradictions, conflicts, and misunderstandings. This will affect the company's atmosphere, morale, and organizational efficiency, making it difficult for companies to consolidate, increasing internal costs of human consumption, and even causing death. Therefore, a major content of corporate culture construction is communication.
"Enterprises are people." Every business management issue requires people to investigate, make decisions, execute, and give feedback. People are the most precious and unstable resources of an enterprise. The key lies in development and integration, because people have feelings, thoughts, and any behavior is dominated by concepts and emotions. With the deepening of the humanistic economy and the management model of corporate culture, internal communication has become increasingly important in strategic significance. It is conducive to the formation of a corporate culture atmosphere and to the coordination and cooperation between functional departments. It is also conducive to the realization of employee consensus and the formation of unity. Values and strong cohesion; help to meet the psychological needs of employees, achieve self-management and people-oriented management; help to enhance the sense of ownership of employees, mobilize the enthusiasm and creativity of employees to participate in the company's management, and transform human resources into human capital; It is conducive to maintaining the smooth flow of corporate culture networks and information resource sharing; it is conducive to establishing an enterprising platform for communication, learning, exchange and collaboration, and to build a learning-oriented workforce.
When there is a team and management, communication is inevitable. Only communication can reduce friction, resolve conflicts, eliminate misunderstandings, avoid conflicts, and exert the best effectiveness of team and management. People have sorrows and joys, the market has its ups and downs, and when the company is threatened or even facing a crisis in an unfavorable market environment, it will lead to a general decline in employee morale and group centrifugal force. At this time, it is necessary to communicate and communicate on a large scale, to encourage the fighting spirit of employees, and to motivate them. Their confidence and loyalty restored morale. When the company has major measures, such as the replacement of the leadership team, major adjustments in business strategy, the launch of large projects, and the introduction of new rules and regulations, in addition to trade secrets, it is necessary to let as many employees know, participate, and listen to their opinions as possible in advance. , To enhance the sense of ownership of employees; after making a decision, we must quickly make detailed explanations, eliminate employees' doubts, unify understanding, and strengthen confidence. "A hundred people in all shapes and sizes", due to individual differences in ideas, values, knowledge structure, temperament, thinking ability, and working methods among employees, even when there are huge differences within a team, it will inevitably lead to mutual Failure to understand, trust, and cooperate creates tensions of war. At this time, communication and guidance are needed. Those that belong to ideology and work attitudes must be patiently and carefully persuaded and educated and help guide; those that are interpersonal issues should be skillfully coordinated to resolve contradictions; those that are competence problems must take organizational measures. Use as much as possible or use small materials, and try to be "one room and two tigers."
Communication is ubiquitous and interactive. But if an organization lacks an atmosphere of communication, its leaders have a great responsibility. Communication is the basic quality of leadership and the basic content of management. Communication is the exchange of culture and the resonance of emotions. In today's diversified values and personalized personalities, communication requires more scientific skills and correct methods. Doing the right thing with the right method is more effective; doing the wrong thing with the right method is more effective. To do a good job of internal communication, enterprises must first build a modern corporate culture, break the hierarchy, establish a communication concept for all employees, and create a good atmosphere in which everyone can communicate, they can communicate at all times, and everything can communicate. Second, we must establish a sound and effective communication channel. Business leaders and department heads should take the lead in communication, have a democratic style, and regularly organize reception days, seminars, corporate situation briefings, and networking events. Contact as many employees as possible, talk more, increase understanding and trust, and make internal communication channels open through two-way communication and information interaction feedback. It can also be published and uploaded in the form of internal publications, internal network systems, etc. to achieve institutionalized information collection, systematic information content, standardized information transmission, and networked information processing. The third point is to communicate with the same mentality. When encountering communication barriers, both individuals and between departments and departments, both sides must criticize and self-criticize, think in other words, affirm the strengths of the other party, and be good at listening to the opinions and opinions of all parties, even if they are justified You must also be modest, let alone others, give others a chance to correct mistakes and unify understanding, and help counsel each other rather than fight revenge. Business leaders and department heads should put down their shelves and lean down; subordinates should straighten their necks and strengthen their courage, and both sides can exchange their ideas and opinions frankly and equally. Leaders should be broad-minded, be morally unselfish, don't care about their subordinates, be upright in their work style, and use their own personality charm to take the lead and serve the subordinates. The fourth point is to solve the problem impartially. First of all, we must grasp the ins and outs of the situation in time, analyze the reasons, and take appropriate measures. When a problem arises, don't rush to determine who is right and who is wrong, don't let it spread and control as much as possible, otherwise it will only expand the problem. In solving problems, we must respect facts, respect for differences in human nature and personality, and be rational and well-founded, and strive to be acceptable to both sides, regardless of prejudice, and shake hands. Fifth, make effective use of the cultural network in your hands. The corporate culture network is an informal means of communication within the enterprise. People in the network have no hierarchical boundaries. They communicate and explain various information of the enterprise through informal channels, and organically and invisibly connect all parts of the company's employees. People in the network have their special identities and functions. They are closely related to the senior management of the enterprise, and they are directly engaged in conversations among employees. They can play the role of information carrier for information transmission, information transmission, and radiation. Sixth, thinking about power and institutions. In modern enterprise management, the soft-binding forces such as corporate culture and values have a normative effect on employees that has exceeded the hard-binding forces such as overly trusted powers, grades, and systems. Enterprise leaders and department heads must keep up with the times to establish the concept of people-oriented and let employees manage independently. The management of subordinates is mainly reflected in the work direction and team goals, the means are reflected in cultural guidance and personality charm, and reasonable use of hands Authority. Under normal circumstances, do nt interfere too much with their internal affairs, learn to be a coach rather than a parent, trust their subordinates and empower them, and let them open their hands and feet autonomously on the premise of the unified value concept and overall goal of the company Work to stimulate their initiative, creativity, exercise their ability to work independently, and fully explore their potential. At the same time, it is necessary to expand the right to know and participate in the subordinates. Do nt have the philosophy of Wudaro Opening a Store. In addition, there must be an open, fair, equal, and merit-based competition mechanism in employment, breaking the bad habits of "discussing seniority" and "balanced care." In charge of leadership, do not engage in small gangs, small gangs, do not talk about love and dislike, insert cronies to reject dissidents, and use everything for the benefit of the company. , Otherwise it will be difficult to create a good communication atmosphere.

Organizational communication style is influenced by organizational culture and generally has three forms of expression:

The 21st century is a social society. Every day in life we communicate with others. Communication is with us anytime, anywhere. Communication is the lubricant of our work and life. Communication is a bridge and bond that bridges the gap and achieves a common vision and a common goal. Communication is a process of learning and sharing. In the communication, you can learn each other's advantages and skills, improve your personal cultivation, and constantly improve yourself.

The key to communication is to be able to grasp information in a timely and effective manner, because only when we have a correct and complete grasp of information can we better communicate and communicate.

In the current enterprise, the communication of internal personnel has become the top priority of the company. Good communication among internal staff can not only save office hours, improve work efficiency, better serve customers, but also better serve corporate decisions, and cover informationization to corporate strategy, goals, performance, contracts, customers, projects, etc. Provide data analysis, provide the basis for decision-making, good at multi-project management, project progress management. At the same time, the company's internal staff can have a good communication will also make the company have a good scope of work, let everyone have a happy mood, so that more good job. It can also reduce the company's staff turnover rate and retain talents to work better for the company.

Leading enterprise execution and communication platform can easily solve the problem of internal communication of enterprises, and carry out specific analysis from three aspects.

The first is Correct, which is the correctness of the communication information. The correct transmission of information is the basis for the smooth conduct of work. In communication, we may not be able to correctly convey information to the other party due to the objective environment or subjective emotional influence, which will affect or delay the work. When transmitting information, our expressions and demands must be complete, systematic, and accurate, and verification and confirmation must be performed if necessary to ensure that the other party accepts them without error. Only by transmitting the information correctly can it be possible for the information to take root, harvest results, and make our work and life easier and more pleasant.

The second is Complete, that is, in communication, the two sides have made the content they want to say complete. Complete information is the guarantee for the smooth progress of the work. If the information we have is fragmented and incomplete, it will be difficult for us to make correct judgments and scientific decisions. If we pass the information to the other party intact, and there is other information, the other party will not only feel our sincerity, but also understand our sincerity.

The third is concrete, that is, there must be facts and evidence in communication. Speaking with facts and evidence is the most convincing, especially in sensitive areas, where words are more effective. Put aside emotional relationships, communicate rationally and deal with problems. When things are not right, both parties speak with facts, remove content such as conjecture and hearing, and send the right information to each other rationally so that each other knows what they should do and to what extent.

An internal communication tool is a tool that is used to communicate between members within an enterprise.