7 Internal Newsletter Rules for Seamless Company Communication

Have you been sending internal newsletters across your company? If not, now may be the perfect time to start. And if you have, now may be the perfect time to check if your internal newsletter has these 7 qualities which are super important for your seamless company communication.

Keeping employees informed of what’s happening in the company and in the industry makes them feel valued. Automatically, this makes them feel happier in the workplace. In result, employees become more productive and motivated.

Without wasting any more time, let’s see which are the 7 essential qualities any internal newsletter must have.

1. Informative: Focus on quality information.

First things first. If you don’t have anything to say, just skip sending an internal newsletter this time.

Internal newsletters should be filled with important and valuable information. This way, employers form a habit of opening and reading all of these emails, simply because they know they will find interesting and useful information regarding your company, business or even the employees themselves.

Leave the chit-chat behind and focus on quality information. What would that be? Here are a few directions.

• the launch of new products, services, and/or brands;
• advancements and updates on developing new products;
• industry news and/or essential news about competitors;
• courses opportunities, seminar announcements, training programs, etc.;
• updates or changes of employee benefits;
• team-buildings and off-work activities;
• changes in the organizational structure of the company, rebranding, merging, etc;
• milestone announcements and company celebrations;
• company reward systems encouraging high employee performance;
• open job possitions;
• and many more!

2. Scannable: Let employees sift out information.

Sometimes, an internal newsletter may turn out a bit longer for the most recipients to read through. Just think of it as a regular newsletter which you usually send to your email marketing subscribers but instead, you send this one to your employees.

Just like other recipients, your employees would want to sift out information and read only those pieces which are interesting and valuable to them. For this purpose,

• use bullet-points,
• use numbering,
• bold keywords and key phrases in the text,
• use headings.

3. Relevant: Include valuable info for everyone.

We all must agree that not all information would be relevant to all your employees. For example, an important message from the company’s CEO or a change in the company’s organization would be of interest to all employees. However, news regarding organizational changes in just one company department wouldn’t raise the interest of people working in other company departments.

Having this in mind, try to include information with a company-wide relevance in each of your internal newsletters. This way, your employers will know that when they open the letter, they will learn something useful regarding their jobs or the company. Still, keep these emails scannable, so readers can easily go through the content and read only those pieces which are relevant to them.

4. Truthful: Always be honest.

Lying or amending the truth won’t do you any good. If your company is experiencing struggles or you have big challenges ahead of your brands, simply be honest about it. Your employees will learn it anyway. It’s important to be open about problems and solutions you are pursuing, and why ask your employees about their opinion? You might be surprised by the suggestions you receive.

Since most company secrets can easily leak once shared with your employees, do not share anything that you wouldn’t want to be known publicly.

5. Concise: Nobody has time for novels.

Even if you are sending your internal newsletters monthly or once every two-three months, don’t flood your employees with information. We get it, it might be tempting to share all those good stories, news and campaigns happening to your company and brands but long internal newsletters might be a bit overwhelming to your employees.

If you don’t want to risk losing the attention of your recipients, why not maintain a company blog where you can share all company stories and news? In the internal newsletter, you can just summarize each story in a sentence or two and provide a link to the whole story for employees who want to read it.

6. Punctual: Because time really matters.

Timing is important. If you set a schedule, for example, to send an internal newsletter every first working day of the month, your employees will expect it. It would be extremely important for you to be punctual once you have established a schedule.

If you cannot sustain a monthly internal newsletter, it’s okay. An irregular schedule is also an option as long as your recipients are informed. Such a schedule is especially useful for smaller businesses which can send internal newsletters only when they have essential information to share with their teams.

7. Human: In the end, we are all human.

Make it sound like you are having a normal conversation with your employees. Don’t use too formal or informal writing manner. Simply set a friendly tone while avoiding jargons and slangs.

Conclusion,

Sending regular internal newsletters to your employees is certainly beneficial to your business and even more beneficial to the happiness of your employees. If you’d like to add your suggestions and comments on the subject, we’d be eager to see what you have on your mind.

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