Diagnosis of global internal communication in multinational companies

In this article, we will discover how to conduct global internal communication diagnostics to improve cohesion and productivity in multinational companies, and we will tell you how to approach an effective diagnosis for companies with a presence in LATAM, the United States, and Europe.

▎Fostering organizational and cultural cohesion in global companies

Importance of a strong corporate identity

A coherent corporate identity is key for global businesses. An accurate IC diagnosis allows the evaluation of how organizational culture is transmitted across different geographies, respecting cultural differences without losing sight of corporate values.

Diagnostics help identify cultural gaps and develop strategies that promote effective integration.

▎Why a global internal communication diagnosis?

Impact on productivity

According to a publication by Gallup,earlier this year, disengaged employees represent approximately $1.9 billion in lost productivity nationally.

Imagine all the actions and initiatives you could implement in an IC strategy and plan that responds to the insights detected in an internal communication diagnosis.

▎F.O.D.A. analysis on a global scale

Identifying strengths and weaknesses

Diagnosis is essential to identify strengths and weaknesses in communication within an organization. It also allows evaluating how messages are being transmitted, recognizing communication problems, and finding opportunities for improvement.

In an international context, the importance of these diagnostics multiplies, as cultural, linguistic, and organizational differences can significantly affect communication effectiveness.

▎Implementing an internal communication diagnosis

Conducting a global internal communication diagnosis is a complex process that requires meticulous planning and precise execution. Below are the fundamental steps to carry out this diagnosis effectively.

1. Defining objectives and scope

• Clear objectives: establish clear and specific objectives for the diagnosis. What is expected to be achieved? Identify communication gaps? Improve cultural cohesion? Increase process efficiency?
• Scope of the diagnosis: determine the geographical and functional scope of the diagnosis. Will all regions and departments of the company be covered? What hierarchical levels will be included?

2. Selecting the working team

• Multidisciplinary team: form a diagnosis team that includes professionals from human resources, communication, and information technology. It is also crucial to include representatives from each region where the company is present.

3. Data collection

• Surveys and questionnaires: design and distribute culturally adapted surveys to employees from all regions to ensure understanding and accurate responses.
• Interviews and focus groups: conduct in-depth interviews and focus groups with employees at different levels and locations to better understand communication problems and opportunities.
• Document and tool analysis: evaluate the effectiveness of newsletters, emails, intranet, and other existing internal communication tools.

4. Information analysis

• Quantitative analysis: use statistical tools to analyze survey and questionnaire data, identifying patterns and trends in internal communication perception.
• Qualitative analysis: examine interview and focus group transcripts to identify recurring themes, specific problems, and improvement suggestions. 

5. identifying gaps and problems

• Cultural gaps: detect cultural differences in communication styles, values, and expectations that affect communication.
• Tool and channel problems: identify issues such as lack of access, information overload, or inefficacy of messages in current tools and channels. 

6. Improvement proposals

• Adapted strategies: develop communication strategies adapted to each region, considering cultural and linguistic particularities.
• Training: implement communication training programs for leaders and employees, focusing on intercultural skills and the effective use of communication tools.
• New tools: consider adopting new communication technologies that facilitate collaboration and interaction between globally distributed teams. 

7. Implementation and follow-up

• Action plan: develop a detailed action plan with specific deadlines, responsible parties, and resources needed to implement the proposed improvements.
• Plan communication: clearly communicate the action plan to the entire organization, highlighting the importance of the diagnosis and the expected benefits.
• Monitoring and evaluation: establish a continuous monitoring and evaluation system to measure the impact of implemented improvements and make adjustments as necessary.

8. Feedback and adjustments

• Follow-up surveys: conduct periodic follow-up surveys to assess the effectiveness of new communication strategies and tools.
• Continuous review: promote a culture of continuous improvement, encouraging employees to provide constant feedback on internal communication.

▎Coordination in all areas and regions

Implementing a global internal communication diagnosis is an integral process that requires the collaboration of various actors within the company.

By following these steps, it is possible to develop effective internal communication that increases employee cohesion, productivity, and satisfaction.

Having reliable and up-to-date information on internal communication not only allows identifying problems but also provides the opportunity to detect opportunities for innovation.

This can include adopting new communication technologies, implementing training programs, and developing policies that promote more open and effective communication.

At Oxean, we are prepared to provide an objective perspective through an IC diagnosis that enhances the performance and well-being of your employees in LATAM, the U.S., and Europe.