Peter Drucker was an influential management consultant who popularised the saying “if you cant measure it, you cant manage it” and though this may have launched a thousand accounting firms it is also true of the less than obvious application leaders consider how their company or departments communicate internally.
Communication auditing then, is taking the time to gather data about how efficiently your teams are communicating, how well your leadership is relating to your teams and how efficiently your communication results in the intended outcomes of that communication.
As a leadership and organisational development consultant I have seen first hand the rolled eyes and resistant attendance to yet another ‘employee engagement’ seminar, or retreat. With so much buzz around what it means to engage your employees and the need for creative open and supportive culture leaders have allowed truly bizarre experiences to happen in the name of improving culture and boosting engagement.
If I am completely honest, I even ran one or two of these cringeworthy attempts at culture change in my first year of working as a consultant. What these approaches lack is a data driven approach to culture change, with tangible outcome goals which are measurable and improve the ultimate goal of the company, to increase income and improve the quality of working experience for employees.
The value of an internal communication audit then is a data driven approach to finding out which common habits in your company are getting in the way of your teams being more efficient. It makes it possible for decision makers to review how staff experience their leaders, work environment and team dynamics in order to change the habits of business which govern how teams interact with one another, their leaders and other departments.
Email Josh at firstname.lastname@example.org for more info.