It was playwright George Bernard Shaw who said “The single biggest problem in communication is the illusion that is has taken place.” Can we get an “amen” from the managers, executives, and employees? Internal communication has the opportunity to foster creativity and collaboration, or conversely, quash an innovative idea. But if communication is the lifeblood of an organization, why are so many attempts at internal structure D.O.A.?
By learning who benefits the most from internal communications systems (and which are the most effective), it becomes clear that communication can be a powerful force for good from the top down.
Let’s be honest: Great internal communication makes the C-suite look good. After all, if there are already communicative tools in place, it proves that an organization has made the call to make clear channels of communication a priority. That can result in better-motivated employees, improved talent management, and the ability to train more effectively.
Great internal communication also helps the C-suite become better leaders overall. When execs have timely, accurate, and consistent information, they’re primed to make the right calls based on that information. And while you could skim knowledge from reports and numbers, the best resources are employees themselves. From casual forums from the communication from program reports, internal communications help keep the C-suite on track.
Imagine that you’re a manager who has deployed a training program to those on your team. Employees have the ability to experience the training on their own time—which they love—but you’re not sure when they’re logging in, which modules they’re accessing, or if they’re even improving through that training.
Frustrating? Of course. It’ why communication tools like the Tin Can API help managers make decisions and administer training programs. Tin Can can tell a manager how users are accessing modules within the LMS, which creates communication that is quantifiable, trackable, and ultimately, shareable with the C-suite.
Depending on the type of interaction an employee has with the LMS, Tin Can can give valuable insight to the manager as internal communication. From there, the manager can make better-informed decisions based on each employee’s unique experiences and needs.
Whether the API is submitting information or internal communication follows more traditional channels, employees enjoy the benefit of being heard. What’s more, internal communications tools give employees on-demand access to training materials, reports, data, and other measures for learning.
This type of internal communication gives credit where credit is due: If an employee access a YouTube video, takes a course, or even reads a website, Tin Can API can record that information for future reporting. We know that good employees to more than just punch a time card, so the right communication tools help them receive credentials and kudos for going above and beyond in terms of training. That creates employees who feel appreciated for a job well done, motivating their future actions.
Implementing internal communications tools benefits just about everyone in the organization, whether you’re making decisions at the top, completing tasks at an entry level, or training somewhere in the middle. Tin Can API (and its sister software, SCORM) create opportunities for everyone to learn more about the way employees access information and collaborate with each other, highlighting opportunities for better internal communication going forward.