Internal Comms: Tying Employee Motivation To Organizational Goals

Fortune's recently released "100 Best Companies To Work For" offers folkloric glimpses into the world of top-spot holder Google, whose executives offer some of the most compelling reasons to be a happy (and, subsequently, loyal) employee: the 11 free gourmet cafeterias, the motorized scooters available for traversing the vast Google campus, the free onsite haircuts. But for companies that don't hemorrhage money, how can executives keep employee moral high and turnover low? The answer, of course, lies in the communications department. Communications executives' integration (whether it's formal, informal or imaginary) into every organizational function gives them the ability to play an increasingly large role in all business activities: developing and promoting the most desirable brand and image to attract top candidates, hiring the best people in conjunction with human resources, managing top talent through leadership roles. However, it all starts -- and ends -- with an effective internal communications strategy, which will foster a sense of community and participation, and, in the end, drive positive organizational growth.

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