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description= Inside out perspectives on internal communications from a practitioner, author and consultant. This blog offers my take on internal communications insights and practices to make professionals, researchers and students be more effective in their careers. This blog supplements my book, Internal Communications - Insights, Practices and Models (Sage Publications, 2012). Feel free to debate, comment and ask your questions. The views expressed on my blog are personal and do not reflect the views of the organization I work for. Cheers, Aniisu;
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roles and responsibilities internal communications theories internal communications tips internal communications workshop internal communications workshops internal communications writer interview questions internal corporate social responsibility initiatives internal crisis comms internal social media internal social media listening interview for internal corporate communication interview questions for internal communications manager interview questions internal communications manager intraskope leader comms leader visits leadership leadership comms leadership visits lgbt messages mining company communication chile monsoons motivation about pride in the workplace nasscom practices and models pride in the workplace means pros and cons of social media for internal communication questionnaires internal communications questions to ask a communications candidate in an interview questions to ask about internal communications resume for internal communications position role of the internal communicator running staff salary hike safety of staff during bandh and strike sample resume internal communications seeking feedback on internal communications selling your campaign social media stakeholder management successful strikes in india sustanbility internal communication talent management and communication talent management communication testing internal communication ability the best internal campaigns themes for celebration reaching company milestone thesis internal communication turkey thinking it through timing of campaign to communicate how yin and yang trends of corporate communication during recession use of tv screens to display internal communication view internal comms cvs webinar on internal communication webinars what are the 7 c s of communication what communication was given to families of chilen mining what does communication mean in the workplace what does it mean internal success what does it mean when you relfect on your veiws at the workplace what does pride in your work mean what does pride mean to you what is a communications role what is the implication of communication in an organization workshops for employee engagement in india yin and yang communication leave a comment march 25 2017 by aniisu 5 approaches for organizations to be socially responsive it is quite understandable that companies compete with each other for business therefore expecting them to collaborate sounds misaligned with their objectives and messages they are hearing internally however when organizations governmental agencies ngos and implementation partners focus on gaining brownie points for csr and to build a reputation it leads to up manship defeating the very purpose of doing what s right for the communities we serve while there are positive signs and influences that nudge organizations to partner with each other on corporate social responsibility it is limited in its intent and action for example in india while the csr act has spurred organizations to act through giving the preference is to go about funding on their own rather than look at the broader need of society and engage together getting organizations to collaborate takes more than just rhetoric here are some pointers which can get the most out of inter organizational collaborative initiatives partnering beyond transactions having an eye on the larger picture and not getting caught in transactional engagement can enable like minded entities to come together for the common good we mustn t worry that some entity in this engagement may take undue advantage of the partnership leading to mistrust and dissonance sooner or later it will catch up so don t let it weigh down your effort sharing of best practices technology data resources implementation experience tools and training can lead to better focus and lesser duplication of effort build sustainable plans and involve entities who have their heart in the right place matching ideas and implementation there are ideas and then there is status quo to be socially responsive organizations need to not just have great ideas but find ways to make them work most ideas fizzle out due to lack of foresight and implementation expertise marrying these two gives organizations that sweet spot propelling initiatives forward bringing givers and doers makes a world of difference to initiatives where focusing beyond near term goals and personal interest matters which means when organizations hire for such roles they need to consider how oriented individuals who champion causes are towards collaboration and giving thinking of the other an interesting study called the good country index qualifies countries based on their contribution to the world it isn t about funding but how they have added value to the world beyond just their own people by changing from the inside out simon anholt a policy advisor for many countries believes that we can be better organized as species when you think good for others you also become competitive this applied to corporations as well going beyond meeting quarter results or reporting to stay compliant with government regulations can steer meaningful motives to a whole new level i encourage you to watch his ted talk on what makes a country good vs selfish leading with knowledge and insights the good news is that collaboration among companies ngos governmental bodies and implementation agencies is on the rise with the common intent of csr outcomes many companies are open to collaboration though there is uncertainty on how to go about it themes like environment education and healthcare continue to get focus from organizations and innovative solutions for complex challenges are the need of the hour trends indicate that cleaner environment renewable energy focus on water and being net positive will gain interest and attention learning to be led there is a feeling that if you aren t leading then you must be doing something wrong there is according to me very little truth in that you don t need to head an initiative to demonstrate your leadership it can happen at all levels and in the most inconspicuous situations be it preparing a plan charting an agenda or preparing a roadmap for partners to direct their joint effort often egos come in the way of great work when it is about score keeping and getting the visibility you ignore why we are even doing social responsibility initiatives humility plays a big part in getting ahead with meaningful community work companies must learn to appoint representatives who are givers rather than takers build a culture of giving within and recognize those who contribute to causes beyond their teams following a good leader or a concept doesn t make us any inferior collaboration is a force amplifier and when partners rise above differences and tap the collective power of ideas we can achieve shared success how do you think collaboration can improve the value corporate social responsibility adds i invite your ideas here share this share on 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pride mean to you what is a communications role what is the implication of communication in an organization workshops for employee engagement in india yin and yang communication leave a comment march 25 2017 by aniisu 5 tips to reenergize your organization s onboarding experience as organizations evolve the process of managing onboarding of new employees can become inconsistent and unwieldy the number of touch points often increase the level and pace of interactions matures and catering to various expectations can limit how employees perceive the brand positively much is needed to help new joiners feel that they have made the right decision by joining the company and also be brand ambassadors here are 5 tips to get reenergize your firm s employee onboarding experience revisit your key messages with most onboarding exercises taking place face to face and on the company premises it will help to have a recurring review of all messages shared by various teams for most organizations the goals of running an orientation program are to establish the ways of working explain what employees need to do to be successful and make the firm better and the opportunities to grow and soar to newer heights however what isn t often articulated is how employees can be their own selves and yet contribute as brand ambassadors for the organization the key objectives of any onboarding program are to reinforce why these new hires have made the right decision to join the firm and why they are valued for who they are not just for the skills they bring to the table value their time reorder the schedule to help new joiners be their best if you know that some sessions are important yet deal with paperwork attempt moving them online or reduce the number of steps new hires need to do any orientation beyond two days can be tough to sustain and also put a strain on internal resources optimally leverage your leaders and internal teams such that you are able to establish a good balance of what is expected and what is possible within the organization s framework seek real time feedback new hires want to do their best for the organization and are hoping they can contribute from day one ask for informal and formal feedback to ascertain how the sessions are received what can be modified and how the experience can be enhanced rather than wait for a quarter to collectively review the feedback you gain from surveys do more proactive pulse checks and iteratively improvise have your leaders directly meet and ask feedback when employees view leaders as accessible and transparent they will feel more open to sharing their experiences supportive environment n avigating the workplace is the most important need for new hires if it is a large firm they can feel lost among the processes and people around helping them find their way and integrate well socialize to their best abilities are simple yet meaningful gestures that matter offer a buddy for each new hire simplify the processes provide a 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