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7 Ways to Improve Internal Communication within Your Company

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Establishing effective and open communication within your company is one of the first things you should take care of as a business owner. It will allow you to avoid misunderstandings between the teams as well as ensure that everybody feels heard and comfortable. As a result, the productivity of your employees will increase, positively affecting your company’s profitability.

In this article, you will find seven ways to improve your business’s internal communication, ranging from using the right communication tools, leading by example, and setting clear expectations to practicing public recognition and encouraging employees to share feedback, among other things. So read on and end confusion in your organization!

Use the Right Communication Tools

The first thing you should do is make sure that everybody uses the same communication tools within your company. The communication tools are the instruments through which people communicate with each other – from PBX (learn what is PBX phone system here) or Skype calls to text messages, Slack workspaces, and emails. So, if your employees are using different tools, it’s likely that the information will get lost or misunderstood, which leads to a lot of confusion.

To avoid this problem, you need to choose one communication tool and create a unified communication system that everybody in your organization would use. If you have a small team or want to start with something simple, using Slack or tools alike may be one of the most beneficial solutions. It has many features that allow you to create channels for different departments and teams, set up notifications, and even use emojis.

Set Clear Expectations

If you want to improve internal communication in your company, you need to set clear expectations for your employees. You need to let them know what their goals are at work and how they can reach them. Let them know what type of behavior is acceptable and what type isn’t, and how they can act professionally towards their colleagues and clients.

If you don’t set clear expectations from the very beginning, there are high chances that some of your employees may think that there are no consequences for slacking off or behaving unprofessionally. This behavior will not only affect the productivity of the team but also decrease the overall quality of your services.

You can use all sorts of tools to set clear expectations – from having one-on-one meetings with your employees to presenting them with a training video about your company’s culture. Just make sure that these expectations are communicated clearly.

Lead by Example

Leading by example is another essential way to improve internal communication within your organization. Everybody knows that how you behave at work matters more than what you say. So, if you want your employees to understand how professional communication should look like, you need to demonstrate it through your own actions. If you want your employees to follow your lead, you need to do so yourself first.

Hold Weekly Meetings

If you want to improve internal communication within your company, get in the habit of holding weekly meetings where you and the team members discuss their goals, plans, and progress. These meetings are not only a great way to keep track of everything going on in your company. They are also an excellent tool for keeping morale high and encouraging the team members to share their thoughts with other colleagues to mitigate issues before they evolve into problems.

Encourage Employees to Share Their Opinions

Encouraging employees to share their thoughts is another important thing you should do if you want to improve internal communication within your company. It allows people to voice their concerns, notify you about possible issues, seek effective solutions, and also helps them feel heard.

As a result, they will feel comfortable providing feedback about the products and services that they work on. Another positive side effect is that this approach keeps employee morale high and makes your team members feel valued as well.

Publicly Recognize Your Employees’ Achievements

Publicly recognizing your employees’ achievements is an important step that can help you improve internal communication within your organization. So, if you see that somebody did an excellent job on a specific task, make sure that they know about it! Allowing people to share their success stories with others will make them feel appreciated and valued.

People appreciate the praise for a job done well, and, as a business owner, you should appreciate it as well. As a result, employees become more motivated and engaged in their work and more willing to share their thoughts with other team members.

Share Your Company’s Values and Mission

Another good thing that you can do to improve internal communication within your company is sharing your company’s mission and values with your employees. When people know what their company stands for and what it tries to achieve, they will become more engaged and devoted to their work. And that, in turn, will positively impact the overall profitability and quality of your services.

Final Thoughts

Improving internal communication within your company is not an easy task, but allocating enough time and effort is definitely worth investing in. It will help you avoid misunderstandings and prevent conflicts between the members of the team.

So, if you want to improve internal communication in your company, make sure that you stick to the tips listed above and watch the overall productivity of your organization increase, positively affecting your company’s profitability as well.

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Source: http://hrnews.co.uk/7-ways-to-improve-internal-communication-within-your-company/

HRTech

KM Birla steps down as Vodafone Idea chairman; Kapania to take his place

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Kumar Mangalam Birla has stepped down as the non-executive member and non-executive chairman at Vodafone Idea. On August 4, 2021, the board accepted Birla’s request to make this move and has elected Himanshu Kapania — a veteran in the telecom industry who is currently a non-executive director and non-executive chairman at the company — to take his place.

The board has also appointed Sushil Aggrawal, a nominee in the Aditya Birtla Group, as an additional director at Vodafone Idea.

Last month, Birla had written to the Government to support the Company as it is under heavy debt, and required aid to keep the telecom company afloat in the market. Now, with the Supreme Court rejecting the plea of the Company to correct the pending dues, the very survival of the Company is under question. Moreover, the liabilities of Vodafone Idea increased when the Supreme Court allowed the Government to levy statuary dues on the non-core revenues of the Company.

As per ICICI securities, the Company’s liabilities stand at Rs 23,200 crore, which is due to be paid within the next 12 months. In contrast, the Company’s cash and cash-equivalent assets stand at Rs 350 crore and land and tax refunds account for Rs 3000 crore. Earlier, telecom companies including Vodafone Idea, Tata Teleservices, and Bharti Airtel pleaded with the Supreme Court to r- calculate the statuary debts to the telecom department, their plea had been dismissed on July 23.

In 2019, the Supreme Court passed a verdict allowing non-core revenues to be included in the statutary dues ending a 14-year long battle on the definition of AGR (Adjusted Gross Revenue). This increased the liabilities of companies such as Vodafone Idea and Bharti Airtel to more than Rs 90,000 crores.

With the stepping down of Birla, the stock price of Vodafone Idea also slid 34 per cent in three days.

The post KM Birla steps down as Vodafone Idea chairman; Kapania to take his place appeared first on HR Katha.

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Source: https://www.hrkatha.com/people/movement/km-birla-steps-down-as-vodafone-idea-chairman-kapania-to-take-his-place/

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HRTech

Pfizer asks staff to get vaccinated or get tested weekly

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Pfizer, the US-based pharma company has asked all its US employees to get vaccinated for COVID-19 or be ready to get tested for the virus every week, at the office. Seeing a spike in the number of cases in the US with the delta variant being active in the community, many companies in the US have asked their employees to get vaccinated against the virus before returning to office. However, those who cannot get vaccinated due to medical issues and religious beliefs are being accommodated. Pamela Eisele, the company’s spokesperson shared with the media that Pfizer has taken this decision because it cares about the safety and health of its employees and the very community it serves.

Even outside the US, the Company is encouraging all its employees to get vaccinated as soon as possible as per the availability of doses in every country. As of 2020, Pfizer had 29,400 employees in the US. Companies such as Alphabet and Walt Disney have already mandated their employees to get vaccinated.

Pfizer in collaboration with BioNTech was the first company whose COVID-19 vaccine was authorised in the US. As of now, 70 per cent of the US population has been vaccinated with its first dose and seeing a sharp increase in the number of cases, New York has asked every individual to produce their vaccination certificate to enter the state.

In a survey conducted by CNBC , covering more than 800 people, it was found that there is a sharp divide in the views of the people in making inoculation mandatory. About 49 per cent of the people favoured mandating the vaccine, while 46 per cent were against it with five per cent people not being sure what should be done.

The post Pfizer asks staff to get vaccinated or get tested weekly appeared first on HR Katha.

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Source: https://www.hrkatha.com/employee-health/pfizer-asks-staff-to-get-vaccinated-or-get-tested-weekly/

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HRTech

Target follows a similar move by Walmart, announces debt-free education benefits for frontline employees

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Target, the global retail company has joined the likes of Walmart, Taco Bell and Walt Disney in providing undergraduate certificates and associate degrees to its front-line employees. The Company has decided to offer debt-free education-assistance programme, which will benefit 3,40,000 of its employees across stores, distribution centres and headquarters in the US. The employees will have access to undergraduate and associates degrees, textbooks, certificates, bootcamp programmes, course fees and a lot more. All expenses will be covered by the Company, with no employees being required to shell out anything from their pockets.

Target’s partnership with Guild Education will provide its staff access to 250 business-aligned programmes from over 40 schools, colleges and universities. The Company has also decided to fund advanced courses up to $10,000 for master’s degrees.

The Company intends to invest $200 million over the next four years to support this programme in a bid to keep up its promise to make education accessible and affordable to its employees under the Target Forward initiative.

“Target employs team members at every life stage and helps our team learn, develop and build their skills, whether they’re with us for a year or a career. A significant number of our hourly team members build their careers at Target, and we know many would like to pursue additional education opportunities. We don’t want the cost to be a barrier for anyone, and that’s where Target can step in to make education accessible for everyone,” says Melissa Kremer, CHRO, Target.

She adds, “Our team members are the heart of Target’s strategy and success, and we have a long history of investing in industry-leading pay, extensive benefits and career opportunities to help our team thrive and have rewarding careers at Target.”

Quite a significant number of the hourly workers at Target are able to build their careers at the Company. Target realises that many are desirous of pursuing further education, but lack the opportunity due to financial constraints. With this programme, Target hopes to remove that constraint and make education accessible to all its employees.

The post Target follows a similar move by Walmart, announces debt-free education benefits for frontline employees appeared first on HR Katha.

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Source: https://www.hrkatha.com/employee-benefits-welfare/target-follows-a-similar-move-by-walmart-announces-debt-free-education-benefits-for-frontline-employees/

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Tata Steel adds 16 women HEMM operators at its West Bokaro division

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Under its programme called [email protected], Tata Steel has added 16 women as Heavy Earth Moving Machinery (HEMM) operators in all shifts, at its West Bokaro Division. This is a step taken by Tata in a bid to contribute towards its diversity and inclusion agenda.

[email protected] programme aims at providing upskilling opportunities to women in the coal and mine industry and provide them jobs as well. The West Bokaro site is the first division to initiate this programme, following which it received around 446 applications. Only 16 candidates, who possessed the minimum qualification of matriculation, were selected after an interview and written test.

These women candidates will go through intensive training under the programme to hone their skills and before being deployed as operations assistants to operate HEMM at Quarry SE, which includes dumper, dozer, shovel, excavator and drill.

“Tata Steel has always provided career opportunities to the talented youth from the community, and [email protected] at West Bokaro is yet another milestone in this journey. Focused on industry-wide efforts to foster a diverse and inclusive culture, Tata Steel is making sure it provides a safe and an enabling environment to its workforce. We take great pride in welcoming onboard the new women recruit at our West Bokaro site and wish them an empowering career ahead,” shares Atrayee Sarkar, VP-HR, Tata Steel.

Tata Steel is known for offering career opportunities to deserving young talent, and [email protected] is just another measure towards furthering this cause. The programme, it is hoped, will result in a diverse and inclusive culture. Tata Steel is already taking all necessary steps to ensure safety at the workplace.

Sushmita Mandal, a HEMM operator also shared her experience by saying, “From learning to drive bi-cycle, bike, & car, to gearing up to drive HEMM, I have come up a long way. Nothing is impossible if you are up for the challenge. I am happy that I will now share my workspace with my father and other male colleagues. This opportunity will not only weave a better future for all the aspiring girls in the region but will also inspire local housewives.”

The Company hopes that its workforce will comprise 25 per cent women by 2025 and the [email protected] programme will act as a catalyst in this endeavour. In its annual report of 2018-19, Tata Steel had revealed its aim to achieve 25 per cent women representation in its workforce by 2025.

The post Tata Steel adds 16 women HEMM operators at its West Bokaro division appeared first on HR Katha.

PlatoAi. Web3 Reimagined. Data Intelligence Amplified.
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Source: https://www.hrkatha.com/diversity-equity-inclusion/tata-steel-adds-16-women-hemm-operators-at-its-west-bokaro-division/

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