How far you succeed in life is determined by on how compassionate you are to the elderly, tender with the young, sympathetic with the unprivileged and liberal to both the weak and the strong. Human service organizations often work to enhance the lives of people. They include educational bodies, social welfare services, and mental health services among others. With this in mind, one should note that effective internal communication within any given human service organization is critical since it enhances cohesive functioning and guaranteeing transparency across its several departments. McMurray and Williams (n.d) adds that lack of coordination as well as internal information shortage can be a significant root of internal misunderstandings and embarrassment for any company. Regrettably, today while organizations focus on paying lavish wages to their employees, they often have unbridled attention to the needs of external communication, which entails public relation and marketing, whilst they fail to provide due attention to critical communication.
Strategic planning
It is important that a human service organization defines strategic communication objectives to help an organization in creating mission awareness and imparting knowledge to both employees and the beneficiaries ( McMurray & Williams (n.d.). As a leader, you might have the most internal sagacious as well as progressive for the expansion and development of human service organization, but unless it is efficiently communicated to the last of your staff, the likelihood of it being implemented are meek. According to Zeuch (2014), i neffective and inappropriate communication is the root cause behind the numerous unrealized goals and objectives of many organizations.
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The strategies should be measurable plans to promote the company’s visibility, to attract new donors, sustain employees and fully engage the beneficiaries. For instance, in an educational institution attending to mentally-handicapped children might adopt a communication objective to heighten the profile of psychological disabilities amongst the residents of a given local community. To attain this, an organization might decide to use informative brochure by distributing them to everyone or might as well as generate a social media campaign. .
Joining communication with the objectives and mission of the organization
According to McMurray and Williams (n.d), when considering the key communication objective for any human service, many small firm owners are mostly concerned with the positioning as well as deployment of the company’s values, beliefs, service goals as well as ethical standards. On the contrary, at heart of any human service organization is the driving desire to effect positive change in a specific community. Therefore, a mission or a vision statement will often guide the work of such firms. Zeuch (2014) , points out that therefore, taking a strategic look at the existing communication objective thus requires to be coupled with a sense of a firm’s mission. Goals and objectives that do not comply or promote the stated mission ought to rethought or even better still discarded.
Two-way communication
Organizations employ a wide range of internal communication strategies including horizontal, formal, and informal as well the vertical communications. Truly engaged human service organizations depend on these internal communication strategies to steer up their mission. The best internal communication practices offer employees access to executives as well as senior leaders through an intranet internal communication approach or through informal or monthly meetings. Notably, cultivating an open communication culture entails listening to the staff; moreover, opening a dialog cultivates an environment in which both the senior management and subordinates believe they are heard. In this kind of environment, workers are more open to accepting communications and amending their behavior accordingly ( Zeuch, 2014) .
Open communications
Open as well as honest dialogues between both the workers and the management in a human service organization service is critical as it promotes organizational synergy. Well-applied and planned internal communication ideal practices are essential creates and sustains a human service organization mission that effectively integrates components of the organization.
Provide channels of feedback
The secret weapon of establishing the best cultures in any organization is open and honest feedback. According to FitzPatrick and Valskov (2014), e very team member of a human service organization contributes to the lives of the community they serve. It thus crucial for the organization to understand what is working and most significantly, what is not working, so that they know what to improve. FitzPatrick and Valskov (2014) further mention that in a human service organization, as a leader, is sure to provide channels for your team to provide feedback and share their experiences and ideas with the rest of the organization. Whether it is regarding the beneficiaries, the current services, the workplace, potential future services or the organization in general, the employees should be at liberty to share. This can be done through the various designated channels within the organization such as a whiteboard in an office, during company forums or a cloud based service ( Stich, Tarafdar & Cooper, 2018). Notably, without these channels of communications, brilliant ideas as well as criticisms can be ignored, which no organization should afford to lose.
Share the organization’s achievements, trend and insights
The employees are not just part of the organization; they are part of the community. Therefore, for effective internal communication, ensure that all teams’ members and beneficiaries stay updated with the latest industrial scoop. From the executive to subordinates, they should be encouraged to share the news, opinions, experiences, human service trends and general –industry related blurbs ( Stich, Tarafdar & Cooper, 2018). These will also make the employees have a sense of ownership. They will feel that they are actually part of the change, happening in the community, which is a powerful motivator.
In sum, how sound a message is communicated is as critical as the message itself. When it comes to the art of internal communications, this certainly holds some truth. Organizational culture which entails goals, objectives, mission and vision can provide a strategic advantage in this ever changing world. Therefore, it is important that the organization effectively communicates to the employees about these aspects for effective implementation.
References
FitzPatrick, L., & Valskov, K. (2014). Internal communications: A manual for practitioners .
McMurray, A, & Williams, L. (n.d.). Factors impacting on nurse managers' ability to be innovative in a decentralized management structure . Blackwell Publishing (UK.
Stich, J.-F., Tarafdar, M., & Cooper, C. L. (2018). Electronic communication in the workplace: boon or bane? . (Journal of organizational effectiveness.)
Zeuch, M. (2014). Dos and don'ts in human resources management: A practical guide .
