There’s no doubt it’s good to talk. Chatting through complex business challenges and seeing things from different perspectives helps to speed up the innovation process, and often produces better outcomes. Whether it’s simply part of an internal culture within your organisation or if it reaches beyond your four walls, capturing different ideas and sharing best practice is good for business.
One person who’s BIG on collaboration is our Co-Founder, Sally, and a great example of some of our recent collaboration efforts has been forming a working group focusing on how to nurture ‘thriving workforces’. In partnership with Surrey Chambers of Commerce CEO, Louise Punter, Sally has brought together a group of internal communications leaders and senior HR professionals from some of Surrey’s largest workforces, to collaborate on the key challenges employers are facing.
One of the first hot topics thrashed out among the group has been the challenges and benefits around flexible and remote working. The working group have all noticed the growing demand for a more flexible approach to the working week, which of course comes with its’ own challenges.
The group agreed on feeling that they have been able to find a more open approach to flexible working, and that this is enabling them to tap into a more diverse talent pool, making recruitment easier. By introducing flexibility in to the working week, the group had a sense that there was more discretionary effort being made by their teams as the flexibility went both ways.
Productivity statistics appear to back this up. For businesses allowing professionals to work remotely, various studies have found a direct link to working from home and a notable 13% rise in productivity, along with a 50% turnover decrease as workers took shorter breaks and less sick days. 82% of remote workers say that they experience less stress and anxiety whilst working from home. With regards to company culture, 87% of remote workers also claim that their professional relationships have improved, and that communication has either maintained or improved.
Other topics being looked at by the group have included: how to get internal communications ‘just right’ (not too much, and not too little), the importance of line management, mental health and well-being in the workplace, authentic leadership, and delivering progression in flatter organisational structures. Watch this space as we share our tips and insights on these topics!
If you need help to drive your internal communications, talk to us about how we can help.