Watson Wyatt Worldwide’s recent study of internal communications trends in the corporate sector piqued my interest for two reasons: one, I am incessantly curious and can’t resist some good number twisting, and two, these trends can often be equally reported in the nonprofit sector. This report measured the change in communications trends compared to 2004.

Among the top five positive trends are the use of web technology for training and development, and a large increase in the use of internal communications to communicate organizational change. Bravo corporate America.

What disturbed and surprised me is the decrease in these areas:

• 32 per cent report a decrease in using a new communications initiative to support change
• 28 per cent report a decrease in giving employees input on how work gets done
• 46 per cent report they don’t provide a systematic orientation for new hires
• and a shocking 62 per cent don’t explain the reason behind major decisions

The moral of the story: if you plan on using internal communications to communicate change (as I hope you do), get buy in, etc. you also need to get input and listen to your staff, involve them in change, equip them with the knowledge and tools they need, and explain decisions and actions in ways that are meaningful to them. People today expect this. My six year old is more accomplished at consultation and negotiation than I was at 30. Staff vote with their feet, and there are always greener pastures so take the best of the trends and run with them, but make sure you are also doing what others aren’t. Your staff will be happier and your organization will be more successful.