In today’s dynamic and rapidly evolving business landscape, the success of an organisation is closely tied to its ability to foster a great organisational culture. Two crucial pillars that contribute significantly to this endeavour are Internal Communications (Internal Comms) and Human Resources (HR). At the intersection of these two functions sits the power to inform, engage and excite employees about organisational objectives, and to build a culture with intention and thought.

Let’s delve into the crucial relationship between Internal Comms and HR, highlighting their collaborative potential, benefits, challenges, and future considerations.

Internal Comms focuses on facilitating transparent and meaningful communication among all levels of an organisation. HR, on the other hand, is responsible for managing the workforce through the employee lifecycle, from recruitment to development and retention. While these functions may seem distinct, they are intrinsically linked by their shared goals of promoting employee well-being, engagement, and a sense of belonging within the organisation.

The Intersection of Internal Comms and HR

Internal Comms is a key partner for HR to communicate their strategy and initiatives. The alignment between Internal Comms and HR is a critical factor in ensuring a seamless and effective employee experience. 

For instance, during employee onboarding, Internal Comms can provide the necessary materials and messaging to help new hires integrate into the organisation smoothly. Internal Comms channels (eg: intranet, leadership blog etc.) give new employees a lay of the land and important context about their new organisation. 

When faced with restructuring, mergers, or other significant shifts, HR and Internal Comms work hand-in-hand to manage communication strategies that minimize disruption and uncertainty. This collaboration fosters trust among employees and maintains morale during challenging times.

Benefits of Effective Integration

When HR and Internal Comms function cohesively, the organisation and employees experience the benefits:

1. Better Alignment with Organisational Goals: When employees are well-informed about company objectives, they are more likely to work towards shared goals, leading to improved overall performance.
2. Enhanced Employee Engagement: People want to be “in-the-loop” about what’s happening in their organisation. Clear and consistent communication helps employees feel connected to the organisation’s mission and values.  This engagement translates to higher productivity and job satisfaction.
3. Strengthened Employer-Employee Relationships: Employee to employer communication is just as important as top-down communication. Having channels where employees can share their feedback, such as in townhalls, online forums etc., creates a sense of trust between employees and the organisation, fostering loyalty and reducing turnover rates.
4. Improved Crisis Management: In times of crisis, a well-coordinated communication strategy between HR and Internal Comms ensures that accurate information reaches employees promptly, mitigating confusion and panic. 

Challenges and Solutions

While the integration of Internal Comms and HR holds immense potential, it’s important to acknowledge the potential roadblocks that organisations may encounter along the way. These challenges can arise from differences in priorities, communication styles, and organisational structures. However, they can be overcome with a defined strategy and governance framework. 

While challenges may arise when aligning Internal Comms and HR, they are not insurmountable. By acknowledging these roadblocks and implementing proactive strategies, organisations can create a strong partnership that enhances the corporate culture through effective communication and employee engagement.  

Future Trends and Considerations

Looking ahead, several trends will shape the integration of Internal Comms and HR:

1. Impact of Technology: New tools and platforms are coming out regularly that can support and enhance employee communication, facilitate remote work, and gather real-time feedback. 
2. The Role of Data and Analytics: With the rise of new enterprise tools and platforms comes a plethora of data and reporting. Data-driven insights can enable organisations to tailor their communication efforts, understanding which channels and messages resonate best with employees.
3. Remote Work Considerations: The rise of remote work necessitates innovative communication strategies to ensure remote employees feel connected to the organisation and their colleagues. They need to be informed and engaged to contribute to their teams. The employee lifecycle of a remote employee should be mapped and designed, just as you would for on-site employees. 

In the current competitive landscape of employers, company culture is the secret sauce for employee attraction, engagement, and retention. The working relationship between HR and Internal Comms enables the culture to come to life by nurturing a workforce that is motivated, engaged, and aligned with the organisation’s mission. Organisations that invest in strengthening this relationship are poised for future success, equipped to navigate change, crises, and the evolving landscape of work.