When a company is growing, it’s usually a great thing – more money, more employees, more tools…and more opportunity for misinformation and missed information.
It’s common for any growing business to overlook internal communications.
Implementing a communications strategy can take time and money that many companies feel are resources better served in money-generating efforts. But effective internal communications help employee-retention efforts by building loyalty, improving satisfaction, building commitment, forging a shared vision, and empowering your team. When dollars and cents matter, remember that it’s cheaper to keep an employee than it is to train a new one.
So, how do you build an internal communication strategy?
Give Them the Goods
We currently have a main production facility, a shipping and receiving warehouse, two complete car care facilities, auto sales, and a handful of distribution centers across the country. Sometimes, trying to get everyone on the same page feels a lot like herding cats. They’re just kind of going to do their own thing, your best intentions be damned.
The main goal of and most immediate need addressed by an internal communication plan is to disseminate pertinent information to those who have a vested interest in your company – board members, executives, managers, employees, and, well, pretty much anyone could potentially give a crap about your success. You owe it to them to keep them in the loop.
Talk it Out
Internal communication should never be a one-way street. As with any healthy relationship, there should be ways in which internal stakeholders can air grievances, offer suggestions, and have their questions answered.
Contributing to this conversation allows employees to take ownership in their work and your company. And, while every suggestion can’t be implemented, there are sure to be some that improve production, improve sales, or are just plain fun.
Manage the “Oh, S#!ts”
So, an employee heard from another employee who overheard yet another guy that your company is selling to another company. All of a sudden, the rumor mill gets a-turning; employees are worrying whether or not they’ll have jobs when the dust settles, investors are worrying whether they’ve bet on a losing horse, and competitors are chomping at the bit to scoop up your customers after the fallout. When, in actuality, your company is selling its products to another company.
No single snowflake ever thinks it’s responsible for the avalanche, but it’s in your best interest to manage those flakes as efficiently as possible. Had an internal communication strategy and appropriate channels been in place, this rumor wouldn’t have snowballed into something so damaging to internal and external confidence.
Build Your Tribe
I’m fortunate enough to work for a company that treats its employees well, produces a product that I’m proud of, and encourages its employees to grow. From management down to the production floor, we believe working hard earns us the right to play hard. That’s our corporate culture. We’re a little irreverent and a little informal, but damn good at what we do. It’s like a little tribe built around shared values – and one that I’m excited to continue be a part of.
You and your coworkers have 40+ hours of shared experience each week, use your internal communications to build and reinforce your tribe. Build a healthy dialogue. Share your experiences. Evaluate criticism. Make your employees care. And, ultimately, grow together under a common goal.

In this week’s Reman University article, Jill of All Trades Aimee Brock challenges your communications strategy. Have some tips to add to her list? Leave them in the comments or email Aimee.