Internal Corporate Communication Strategy

Therefore, the main object lenss of the endeavor be To encourage whole(prenominal) employee to be receptive to changes and juvenile regulations inwardly he eastward margin and to be confident in implementing these changes. To evoke a sense of kindly Identity in spite of appearance easterly shore as a whole. To get word these objectives, the strategies impersonate off are 1. To interrupt employee engagement, particularly in regards to changes in safety regulations, indeed dramatic entirelyy decrease the amount of accidents within 12 calendar months. 2.To ensuring every inside unified communions is club-wide and therefore cementing the eastern hemisphere margin cordial identity and removing the feeling of territory. 3. Promote awareness of the constantan changes recently under taken by easternmost slide, ensuring all faculty understand and feel comfort fit acting on the new dish up within six months, with feedback opportunities during and after the cha nges. The play to Implement these strategies Includes a comp each-wide webbing and smaller group meetings with a more(prenominal) think talk aboution.It also recommends a company e-mail net perish be pose to make contact with all employees easier, as the current system Is go out and non economic. Evaluation Includes feedback forms to monitor opinion and accident records to monitor and conspicuous changes. vitamin E brim Main Line Company Limited cathode-ray oscilloscope eastbound Cost Main Line Company limited ( eastbound Coast) is a train service provider that runs 1 55 train Journeys both weekday and has approximately 2,800 employees.The main train line runs from London up the easterly side of the UK up to Edinburgh. (East Coast, AAA, p. 3) An owner of East Coast is a company named Directly Operated Railways, who are responsible for everywhereseeing the activities of East Coast on behalf of the government. The expression of the nerve Is hierarchical (see appendix 1) and contains a HRS manager and also a Head of Communications, both of whom would be Interested In the Internal incarnate communicating of East Coast.The 2011/2012 corporate objectives of East Coast are summarized as To sustain and build on the triumphes IT 2 To make signifi sewert improvements in those areas where we need to -particularly in terms of operational safety To place East Coast, amongst the best, if not second to none, within the Industry, in terms of safety. East Coast (2011, p. 3) These objectives appear vague and are not particularised enough to march the real intent for East Coast during 2011/2012).The objectives do not ordain how the success volition be measured and are not specific enough to East Coast aside from the reference to feet, these objectives could apply to any organization. Sundry and Buck (1996, p. 43) explain that the more specific the objective, the easier it is for employees to understand what is prise of them and what they should be aim ing at carry through, the East Coast objectives would be difficult for an employee to lend oneself for direction. For the year 2011/2012 East Coast Managing Director, Kate Boswell, has outlined 17 corporate strategies for the organization to work towards (see appendix 2).This does not let in the 27 contrary strategies that concern to specific areas within the business. Abram and Klein (2003, p. 1) state that a companys scheme should be able to be summed up in Just a few sentences and so the strategies set out by East Coast are by chance too extensive, though they are all specific, pictorial, measurable, achievable and duration- relevant and this is clear explained in a small table that is slip byn for each objective (see appendix 2). Newcomer (2010, up. 41-848) comments that the definition of a stakeholder now extends well beyond the traditional concept of shareholders to include employees, suppliers, customers, trade unions, communities, etc. and by call employees poi nts out the importance of inborn stakeholders. The three main essential stakeholders that East Coast should consider include Board Members All employees Owners, including the government carcass Directly Operated Railways Currently East Coast has a quarterly internal magazine that is distributed.Messages and information is distributed by a printed letter existence rigid in each employees tray at the main train station they work in, a relatively dated approach. Communication between depots and between incompatible crews is limited as they do not currently prepare an opportunity to speak to one an separate. Before this campaign is implemented, search should be conducted to establish a starting point to compare results at the end of the campaign. seek should include current opinion inquiry of employees and accident records. Internal bodily Communication Objectives Spirits and Swedes (2003, up. 0-71) outline the three basic aims of all internal dialogue ensuring the informa tion being communicated is understood, accepted by employees, with acceptance of the kernels content, intent, relevance and merit the majority of employees chance on the motivation, direction, information, or participation intended by the message and the aim of improving internal dialogue s achieved, which will then consume a rippling effect on some other areas of the business, such as product quality, sales, performance and, ultimately, customer satisfaction.This campaign will not consider any other area of internal colloquy, tho Internal corporate communication. Internal corporate communication and its position among other internal communication areas is shown in the Internal Communication Matrix proposed by Welch (2007, up. 177-198) and gives possible internal corporate communication goals for an organization, such as to promote awareness of its changing organization and promote commitment to the organization (see appendix 3). Internal corporate communication is concerned with communication to all employees from a altitude level.Throughout a welcome pack available on the East Coast website (2010), East Coast make regular references to the relationship they strive to create with lag. page four states that they want to make East Coast a capital place to work by keeping staff safe and mounting employees to work as a team. On page five, four spot values are outlined that all East Cast staff should aim to be. These are be focused be insistent be human (placing nation in the centre of the business) and be progressive.The board of East Coast also has an Employee Director to ensure that issues surrounding employees and employee communication are at a board agency level (East Coast, Bibb, p. 5). Argentina (1996, p. 80) notes that organizations swallow become more focused on retaining a happy manpower with changing values and different demographics, they have necessarily had to think more seriously about how they communicate with employees and this i s obviously something that East Coast has taken seriously.The objectives suggested for East Coast to ensure they work awards the corporate objectives of the organization (outlined on page 4), therefore ensuring internal communications is seen as a way function, are sense of loving identity within East Coast as a whole. Internal merged Communication Strategy A key theory for internal corporate communications is Media Richness Theory, especially in a large corporate such as East Coast. Media Richness is defined by fuck (2010 p. 0) saying in this theory, different media are classified harmonise to their degree of richness, which varies depending on the degree to which media merged certain characteristics. Four main characteristics define the richness of a medium, according to media richness theory. Two of them are the mediums ability to convey multiple communication tools (such as facial expression and intonations) and enable immediate feedback on the message being conveyed (a ch aracteristic of synchronous communication). The other two Are the mediums support for language variety and personalization of the message. Daft and Lange (1986, p. 560), two of the main Media Richness theorists, give prominence to the front two characteristics, claiming the remaining to characteristics are related to the first two. Face-to-face communication is the richest type of communication, while communication such as email is seen as lean and as impersonal, though this is criticized by Sock (1999, p. 13-19), who states that the theory is too deterministic and technological development means Tanat email Ana toner electronic communication Is richer than assumed by the theory.However, this criticism was put forward by the Journal of Information Technology Impact and so whitethorn have a vested interest in encouraging the use of electronic media. East Coast may want to consider Media Features Theory (El chain saw and Markus, 1997) which found that people choose heir media myrmec ophilous on its expertness of use and its effectiveness. This gives electronic media a prominent role in communication, especially in large organizations, where traditional media is no longer the norm.Media Features theory puts accent on modern media, which as seen as more appropriate within organizations as it is extremely clip effective. However, Media Richness Theory would argue that though electronic media may be more time effective, it does not control that the message will be seen by the target consultation as many people do not read generic emails. East Coast should consider the level of media richness of different immunization transmit when planning on implementing the recommended internal corporate communication strategies detailed below. 1.To develop employee engagement, particularly in regards to changes in safety regulations, therefore dramatically decreasing the amount of accidents within 12 months. Irishman (2011, p. 32) states that all strategies should be SMART (Specific, Measurable, Agreed upon, graphic and Time relevant). This dodge is specific as it is outlines the main area where employee engagement is required, East Cost staff need to be interested in safety issues to ensure best practice is achieved. The amount of accidents is recorded and therefore the strategy is measurable, it will look at any changes that have occurred over the 12 month period.The strategy is concur upon as it is related to a corporate objective and so it something that the whole organization is working towards. It is realistic as there are no tangible barriers internal communicators have access to every member of staff to ensure the message reaches them all. The strategy is time relevant as a 12 month time guide is given. 2. To ensuring all internal corporate communications is company-wide and therefore meeting the East Coast complaisant identity and removing the feeling of territory.This strategy aims to increases the social identity within East Coast. Info rmation provided by Module partner in crime (2011) found that different depots all have their own social identity, and communication between different depots is limited. Seaports (1989, up. 20-39) explains that social identity is vital to ensure all staff feel part of the team. Currently different depots at East Coast call for their internal communication at different times, by unifying these and creating company-wide internal corporate miscommunication this will increase the sense of social identity. . Promote awareness of the constantan changes recently undertaken by East Coast, ensuring all staff understand and feel comfortable acting on the new service within six months, with feedback opportunities during and after the changes. This is SMART because it is specific to the new constantan system that has recently been introduced at East Coast which involves a realize overhaul of the way the first class service is ran. The strategy is measurable as it states that there will be fe edback opportunities to evaluate and measure the success of the communication.It is agreed upon as the EUREKA system NAS already Eden put Into place, tons strategy Is to ensure sat TTT are comfortable conducting the agreed upon system. It is realistic as the internal corporate communication needed to pull through this strategy will benefit the employees as it will assist them with implementing the new system. However it has proposed a change to the psychological contract, which, according to Welling (2007, p. 29) must be negotiated carefully to ensure staff does not feel they are not being asked to do more without receiving any compensation in return.The strategy is time relevant as it is even a six month guideline to have promoted the changes. Internal Corporate Communication tactical maneuver Tactics used to implement these internal corporate communication strategies, and therefore achieve the internal corporate communication and corporate objectives, should consider Uses and g aiety Theory. Uses and Gratification theory is defined simply by Tenth and Yeomans (2009, p. 225) as a theory focused on not what media do to audiences but what audience do with the media. It states that the audience use the media to meet their different needs, which can include to help fit in tit social groups (much like genial Identity Theory discussed previously), East Coast should aim to make their internal corporate communications a key part of the East Coast social identity. Possible tactics for East Coast to use to achieve their goals are detailed below. According to Media Richness Theory, face-to-face communication is the richest communication channel and so this should be the best practice to aim for.However, the call of the East Coast business means that employees work shifts, seven long time a week and so it would not be appropriate to have a company-wide face- o-face meeting as it would disrupt normal service. However, as a strategy of this campaign is to reinforce s ocial identity among employees, it would be choke up the aim to have different times for communication, especially as Fitzpatrick (2002, p. 60) says that a message should be available to all recipients simultaneously.Instead it is to be recommended that all staff are given an access code to an online Webbing (an online seminar) to view a top company director outlining and discussing new changes in both safety and the EUREKA system, with comment thread available for staff to add their views and comment. This should then be followed up with smaller groups (maximum 50 people) being put together dependent on employees work schedule, ensuring that people from different depots are varietyed in each group, and then holding more targeted sessions to go over these changes and discuss them in more detail.Currently staffs are told about meetings via a letter being put in their individual tray at their main train station, though discussions with the Module Partner (2011) found that these are often unexpended uncurbed for months at a time, and so it may be more efficient if staff email network was arranged to help implement all internal corporate communications. This would save time and cost and would ensure that all staff receives the message intended for them at the same time and makes other areas of internal communication simpler, therefore encouraging the East Coast social identity.In keeping with Media Features Theory also, it means that an efficient and easy to use communication channel is being used, email, as employees could access their emails from home. This should then be followed up with documents to reiterate the messages of the seminar and Webbing and should also be discussed in the internal magazine. This help to reach the objectives and strategies laid out previously In tons report It takes people out IT tenet current social groups Walton ten organization and encourages them to mix with other members of staff.It helps employees feel confident in impleme nting the changes that have come with EUREKA and with the regularly updated safety regulations, therefore improving service and safety. This would set up a new format for internal corporate communication to be carried out, along with the internal magazine that is already in place. Internal Corporate Communication Evaluation Watson and Noble (2007, p. 39) detail the value of rating within planned communication, and say that it is important as it tells directors what is working and what is not, once once more helping to cement communications as a management function.To evaluate this campaign, East Coast should ensure research is done before implementing the campaign to have a base to compare the results with. After the allotted time frame given in the strategy is complete final valuation will have to be conducted (as well as continuous evaluation throughout to ensure any required changes are made). Feedback forms will be given to all employees to measure how nonevent people feel abo ut the changes and to receive feedback on the communication in general so that any changes can be incorporated next time.The feedback forms should be multiple choice questions with room for comments also. This data can then be quantified to hopefully support the stem for the campaign. This should then be compared with research conducted at the start of the campaign to presentment any changes in opinion. Internal corporate communicators should also monitor the comments left on the webbing page and take into account any issues raise here. They should gather the information and monitor the opinion of the employees, which should be compared with the opinion research conducted at the beginning of the campaign.