Businesses today face a twin dilemma: the need for constant change and transformation, in a world where the goalposts keep changing due to uncertainty and unexpected global events.
But whatever the challenges and obstacles, the need for change cannot be ignored or else you’re left behind. HR and Transformation teams are well aware of this imperative— and those who manage change and transformation best are companies that put communication front and center, particularly communication with those who will ultimately rely on to make change happen: your employees, your people.
It’s a well-established fact, and almost a cliché at this stage, that poor communication seriously undermines the chances of change initiatives being successful. Conversely, the right communication strategy can help connect various parts of the organization and address common HR and change management challenges, while driving important initiatives for the overall business.
In this executive brief, we explore the key takeaways from the Poppulo webinar: Winning Formula: How Internal Comms Can Make or Break HR & Change Initiatives. It features Ricardo Troiano, Global Head of Organizational Change & Development at Syngenta Group, Rachel Brownlee, Human Resources Manager at International Feed Corporation, and Andrew Hubbard, Poppulo’s Director of Internal Communications & Engagement.
Christine Kendall
Content Marketing Manager, Poppulo
Andrew Hubbard
Director of Internal Communications & Engagement at Poppulo
Ricardo Troiano
Global Head of Change & Organizational Development at Syngenta Group
Rachel Brownlee
Human Resources Manager at International Feed Corporation
In today’s competitive business landscape, it’s increasingly important to showcase the impact and value of internal communication efforts. IC teams that use data-driven strategies can ensure their communications contribute to business success—and, most importantly, that they have the proof to back it up.
It’s time for a strategic communications reset. Strategic focus is key to company success, yet half of internal comms executives say they don’t strategize to deliver their top priorities.
The debate over the return to the office remains divided, with opinions on whether to return—or in what capacity to return—split across the board. Regardless of whether the return is mandatory or voluntary, it will be doomed if the office experience is subpar. If the in-person environment fails to meet employees’ needs and expectations, it will inevitably lead to low morale and poor engagement, making it difficult to retain and attract top talent.
