At university I studied Physics and Chemistry. Physics can be defined as the study of matter and energy and the interactions between the two. These interactions are termed forces. Isaac Newton proposed his third law of motion that states, “For every action [i.e. force], there is an equal and opposite reaction”. When you sit in your chair, your body exerts a downward force on the chair and the chair exerts an upward force on your body. There are two forces resulting from this interaction – a force on the chair and a force on your body.
Finding out about the plans clients and prospects have for the transformation of their business is one of the greatest perks of my job. One of the greatest frustrations is to hear, quite often, the same reasons why an internal communication initiative or employee engagement is the wrong thing to do.
Involve or Exclude?
It makes no sense to exclude the very people who are going to be affected by the coming changes and yet repeatedly they are. Since the days of Coch and French, who in 1948 who in there article “Overcoming Resistance to Change” it has been known that there is a highly beneficial impact of involving people in changes that affect them.
When people are excluded from the change process from the very beginning, they rarely exhibit the necessary levels of ownership and commitment to see the new idea or strategy through to successful implementation.
Internal communications is the direct two way communications between employers and the people that work for them.
As Sir Tom Farmer CBE, founder of Kwik-Fit, who built his enterprise from one workshop to a £1 billion organisation, put it… “In any business there are two types of customer – internal customers and external customers – the business depends on both types”
Effective internal communication is vital for establishing a credible link throughout the organisation; providing direction and generating enthusiasm, in order to make the right things happen.