Communication within the workforce
is one of my favorite topics to discuss. Communication within a company opens
up conversation, creates relationships, and builds trust amongst individuals.
The purpose of a communication audit is to evaluate a company’s ability to
receive, send, interpret, and share information to employees and investors.
In general, a communication audit
may measure interpersonal communication, management/employee communication,
public relations activity, effectiveness of information technology, and overall
organizational communication effectiveness. The communication audit can provide
organizations with various functional benefits, including program impacts,
communication costs, verification of facts, diagnosis, feedback, communication
changes, and training. Additionally, communication audits result in improved
productivity, better use of communication/information technology, more
efficient use of time, discovery of hidden information resources, improved
morale, and a more vibrant organizational culture(Scott, C. R. 1999).When the audit is completed the results provide information regarding what
communication systems work and did not work within the company. It can also
reveal negative communication methods.
The audits can be conducted in several different ways. The most common ways include audits conducted through focus groups and surveys. When companies utilize focus groups the goal is to gather a small group of people within the same unit to see how communication is demonstrated within the department. This provides face to face in depth information but is very time consuming. Surveys allow individuals to be anonymous and allow companies to narrow results by limiting the information
Example of Communication Audit Framework
Management Tie In &
Personal Review
This week
discussion ties into what my department struggles with the
most...Communication. We have never conducted any form of communication audit
within the department for more than 2 years. During the last audit we utilized
the interview method to conduct the audit. During the audit we would meet without direct manager
once a week to discuss current communication methods that were utilized within
the department. Employees were allowed to voice opinions both positive
and negative and managers logged the information. At the end of the audit information was combined,
reviewed, and new strategies were created to improve communication.
The strategy worked but the company failed to conduct the audit annually. This
allowed issues to be overlooked. From a personal standpoint I do feel that this
is something that needs to be implemented within the department. The best
strategy to use would be conducting surveys. This would allow employees the
ability to provide both positive and negative feedback without feeling
stressed. They can remain anonymous if they would like. This method could allow
our department to move forward in a positive way. I would really love to see
the impact this would have on the department.
References
Scott, C. R.,
Shaw, S. P., Timmerman, C. E., Frank, V., & Quinn, L. (1999). Using
Communication Audits to Teach Organizational Communication to Students and
Employees. Business Communication Quarterly, 62(4), 53-70
HR From The Outside In – Six Competencies for the Future of
Human Resources”; Dave Ulrich, Jon Younger, Wayne Brockbank, Mike Ulrich;
McGraw Hil
SHRM Posts
SHRM Posts and
Discussion Post
This week’s
posts received one reply regarding ways to help create an audit or how to gain
information regarding communication. Please see post below:
Topic: Communication Audits
Posted 12 hours ago
REPLY Options Dropdown
Communication within an organization or company plays a big role in the
success of the company. Communication allows employee interaction, goal
sharing, and most importantly builds trust between management and lower level
employees. Without consistent communication employees feel neglected and in
some cases unappreciated. To avoid this from happening within companies, it is
important that HR utilizes audits such as this one to identify current and
potential issues within the department. During the audits HR receives
information to allows them to know exactly what happens within the company and
exactly how current employees feel about the issues. Employees feel more
comfortable using this method because they are allowed to remain anonymous
if they select. This allows a more hands on approach for HR and allows the
development of new strategies. This is something that should be conducted
annually within all companies. Employees needs are often overlooked and this
can help resolve the stereotype and allow success within the company.
------------------------------
Britney Taylor
Britney Taylor
Topic: Effective communication/communication
1. Effective
communication/communication audits
Posted 2 days ago
REPLY Options Dropdown
Communication audits have been viewed as a effective way to evaluate how
a company effectively deliver their goals or visions to employees. Can
everyone share their views about the importance of communication within a
company? How do you feel about the use of communication audits within a
company.
2. RE: Effective communication/communication audits
7 hours ago
REPLY Options Dropdown
Hi
So this is not an answer to your question - but more questions. Until this
week I had never heard of a communications audit and now all the posts.
However currently I am working on company
communications - the issue was raised based on
feedback during exit interviews and things I have heard from a few
employees & managers.
I am tasked with putting together a meaningful Survey - using Survey
Monkey. On ways we might better communicate with our employees. One of my
first issues being "communications" itself means different things to
different people. We are a small company 100 employees in 4 different
offices (3 different states).
If anyone has any experience, feedback, good reads or information on better
internal communications - using surveys to gauge communications or even using
Survey Monkey..
Thanks in advance
------------------------------
Robin Cooley SHRM-CP
Human Resource Manager
Portland OR
Robin Cooley SHRM-CP
Human Resource Manager
Portland OR
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