In one of the reports on recent trends in communications that I was reading, it was said that employees are one of the biggest influencers when it came to influencer marketing. We presume that good communications can market our products and services. I wondered how employees can be influencers. Will the audience trust them, as they have a bias? But then it dawned on me that influencers are also excellent resources for corporate image building.

Being an internal ambassador helps employees to identify the organization’s ability to create and maintain value, and also the role they play in the process. An inclusive organization would attribute its successes to the team while trying to find ways to plug gaps in performance without calling out individuals. Any employee who tells the world about this would be a major influencer for the talent acquisition of the company.

For this, the leaders of the organizations need to regularly check if the different teams have seamless communication within themselves and across teams. A seamless and coherent approach toward strategy can be achieved only through better articulation, collaboration and execution of the broader organization strategy broken down into silos.

But we have all heard several such prescriptive solutions regularly. Why then do some organizations fare better than others? In my opinion, it is all about how the strategy is communicated and the governance structure implemented so that there is no micro-management. As a key stakeholder group, our employees also want the elbow space to make minor adjustments to their processes to deliver the best results. Communication will help build a clear business model along with the perceived risks and challenges.

A well-defined stakeholder management process for employees will help in building a more resilient organization in the face of challenges. Employees will better understand their roles and purpose, which will help in driving up morale and contributing to higher productivity and performance. After all, employees hold a major responsibility for how the business strategy leads to value creation over time. Their sense of ownership also helps build effective leadership that ensures better management of the relationship of the core internal stakeholders.

I am yet to come across an organization with a high employee retention rate and a well-defined progression policy that is not delivering good financial results. Every mature investor would like to engage with such companies, as it will help contribute to long-term stability.