FROM ENGINEERING to Marketing

Gallup data shows that only 13% of employees strongly agree that leadership of their organization communicates effectively with the rest of the organization.² What’s more, 50% of leaders say the top challenge they face in sharing essential communications – the updates that keep their organization aligned – is understanding what’s important to employees and interested parties.³ The hardest part? Writing in a concise, engaging way that people will actually read.

Lack of effective communications from the leadership and employee perspective indicates inefficiencies as well as an environment that is not conducive to creating inclusive internal communications.

As A/E/C marketing and business development professionals, crafting creative internal communications relies on three essential elements: safety, engagement, and, most importantly, inclusivity. Employees today are actively seeking a sense of belonging, and organizations increasingly recognize the importance of fostering it to meet this demand. When employees feel a strong sense of belonging at work, job performance improves by 50%, turnover risk decreases by 50%, and sick days are reduced by 75%.² We know that when employees have inclusive leaders, they are more productive, have higher engagement, are more likely to share information and decision-making, and have lower turnover, leading to improved team dynamics and project success.³ Which makes it truly tragic when an inclusive leader can’t create that sense of safety and engagement because of issues with their internal communications.

The good news is that there are some very simple things leaders can do to instantly uplevel their internal communications and foster the creativity that comes with well-communicated inclusivity.