The more things change, the more they stay the same

There has been quite a bit of commentary following the publication of IC Index 2023 this month. The Institute of Internal Communication and Ipsos Karian and Box have delivered a comprehensive and rigorous report, which contains real insights - but also some reminders of persistent concerns.

Take trust in CEO communication, for example. Worryingly, the report shows that only 54% of employees trust what their CEO communicates. It’s a concern that has echoed through the years. Many leaders and internal communicators are still seeking to resolve it.

Another example: more than half of employees do not see their organisations listening to and acting on feedback. Again, a long-standing issue, on which the dial does not seem to be moving - despite all the options available. This is more about culture than capability: if organisations aren’t really committed to fostering genuine dialogue, no technology can fix it.

The report also shows that many employees want to hear more from managers, yet one in three of those managers feels ill-equipped to lead conversations. Managers clearly need support - but it is a familiar cry for help. It’s frustrating to see such issues persist, nearly 15 years after the MacLeod Review highlighted ‘engaging managers’ as a crucial enabler of employee engagement. Of course, that Review also identified a strong strategic narrative and employee voice as two other drivers...

There is much in this report for communicators to consider in the context of their own organisation. There are important insights, such as the 15 minutes we have to connect with employees each day. There are also some nuggets that challenge received wisdom (for example, the fact that email remains the preferred method for employees to receive news may put a dent in ‘shiny new toy syndrome’). However, it’s disappointing that so many long-standing issues remain unresolved and to see the impact these have on employees.

Surely, now is the time to take action.

Gaining or losing the thread?

The news that Meta will be launching a Twitter rival  this  week will no doubt send sections of the population into a frenzy of excitement and anticipation. While others barely bat an eyelid.

It is rumoured that Threads, as the service will be known, will be free and have none of the restrictions on tweets recently announced by Elon Musk. It will be linked to Instagram, creating another step in the evolution of Meta’s ecosystem.

Another new tool, another potential opportunity (leaving aside concerns over access to personal data, which could fill a book rather than a blog). Organisations of all types and sizes will be busy exploring how best they can use Threads and align it with their current channels. There is plenty of potential upside, but also risks involved. “Shiny new toy” syndrome, anyone?

The same issues are seen within organisations, where Microsoft seems to be accelerating its own version of the Metaverse. Lots of tools being integrated into one environment – and increasingly one user interface (with varying levels of success, in my humble opinion). New tools and apps are available, and changing all the time, but are they right for the company and/or for its people? Has there been a ‘bells and whistles’ launch but less attention paid to embedding use and addressing issues? And, in the rush to embrace what digital tools make possible, has enough thought been given to those who simply don’t want to or can’t engage with them?  

In the coming days, plenty of people will be downloading Threads and preparing for its launch. Many others will be left cold by the whole thing. We should never forget that this also applies when we’re introducing anything internally: “one size does not fit all”.