Design a Communication Plan For Employee Engagement

Planning is key in the world of business. Budgets guide spending decisions, performance plans set employee expectations, and project plans drive significant initiatives. Yet, one aspect often overlooked is a structured employee communications plan. Despite the unanimous agreement on the importance of effective communication in engaging and motivating employees, many organisations lack a thoughtful approach to what, how, and when they communicate. Instead, communication tends to be sporadic and disorganised, falling short of its potential impact.

Enter the communication calendar – a tool to ensure that employees receive timely and relevant information, not just about routine matters, but also regarding broader organisational goals and achievements.

More Planning, Not More Communication

Developing a communication calendar doesn’t necessarily mean increasing the frequency of communication events. Rather, it’s about leveraging existing interactions more effectively. Think about

the various formal communication touch-points you already have with employees – team meetings, performance reviews, training sessions, etc. These serve as the foundation for your calendar.

Once you’ve identified these events, begin outlining the key content. While recurring topics can be included, prioritise overarching themes that align with your organisational objectives. These themes serve as focal points for engaging discussions and help employees better understand the organisation’s direction.

What to Include in Your Communication Calendar

The content of your communication calendar should cover a range of topics that resonate with employees and contribute to their engagement:

  1. Organizational Performance: Keep employees informed about the organisation’s performance metrics and their role in driving improvements. Highlight one key metric each month and discuss strategies for
  2. Personal Development: Identify skills or behaviours you wish to promote, such as teamwork or innovation, and dedicate time to discuss them with employees. Offer guidance on how they can enhance these skills and recognise those who exemplify
  3. Financial Results: Translate financial data into meaningful insights for employees by focusing on specific aspects of your organisation’s finances each Explain how their actions can impact financial outcomes positively.
  4. Corporate Culture: Share insights into your company’s culture, values, and aspirations with employees. Help them understand the organisation’s identity and the role they play in shaping its

Planning and Implementation

Creating a communication calendar requires dedicating time for thoughtful planning. Reflect on what information would be valuable

to share with employees throughout the year, and use this opportunity to clarify your communication goals and priorities.

Once the calendar is in place, ensure it remains a living document that guides your communication efforts. Regularly revisit it to stay on track with the identified topics and themes. The format of the calendar can vary based on your preferences, from simple spreadsheets to more sophisticated tools.

Investing a small amount of time in creating and maintaining a communication calendar can yield significant returns. By consistently sharing relevant topics with employees in a structured manner, you enhance their sense of engagement and alignment with organisational goals. This clarity fosters a deeper understanding of their role in contributing to the organisation’s success, ultimately driving performance and satisfaction.