Internal communications: how to add value to your business

How much value does your company place on internal comms? Jennifer Sproul, Chief Executive of the Institute of Internal Communication, outlines ways you can improve communication internally to enhance productivity and give your organisational culture a boost.

6 mins read
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10 Mar, 2024

​As workplaces evolve, internal communication (IC) is more important than ever – serving to strengthen bonds between employees and employers and foster an inclusive, supportive community. Often undervalued, the role of the internal communicator is that of mediator, successfully marrying fixed business objectives to the changing needs of the workforce. The Institute of Internal Communication drives standards through training, thought leadership, awards and qualifications across the UK and we interviewed the Chief Executive Jennifer Sproul (pictured below). Read the interview below on how businesses can enhance their internal communications strategy.

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Interview

Q. What is the value of internal comms, and how have strategies changed since the pandemic?

A.Internal communications refers to the practice of communicating with employees, and helps drive organisational success by fostering engagement, collaboration and alignment. Its ultimate purpose is to improve the overall employee experience, contributing to high productivity and reducing turnover by keeping the workforce informed, engaged and motivated.

Since the pandemic, employers have been adopting new IC strategies, such as increasing the use of digital channels, focusing on employee wellbeing, and enhancing transparency, authenticity and empathy.

IC also played a big role in keeping employees engaged during the Covid lockdowns through online community-building activities. It continues to provide an opportunity and platform to keep everyone in the business updated, allowing stories to be shared and achievements celebrated.

Q. To what extent is it only larger organisations that need employees who are dedicated to IC?

A.Determining when to employ an IC professional largely depends on the company size, structure, and communication needs. Smaller businesses may not need a dedicated person for the role and opt instead for someone who can handle general comms tasks alongside other responsibilities. However, as the organisation grows, a team may be needed to manage the volume and complexity of communication channels. The goals for the business will shape the comms strategy.

Q. What should small companies without the budget for people dedicated to IC do to improve their internal comms?

A.Some options to consider when budget is tight might be to establish regular communication channels such as weekly meetings or a company-wide newsletter to keep employees informed about news and updates.

Many people relish the chance to learn something new at work. Training and development programmes in communication can be a great way to improve employees’ soft skills. After all, good communication helps in all areas of life and work: leadership, presentations, influencing and mediation, for example. Confidence with communication can inspire staff to take on new tasks and more responsibility – increasing career prospects.

It’s also good to encourage open and transparent communication among team members and provide opportunities for feedback and suggestions. It goes without saying that keeping up to date with the latest tech is crucial. Leverage affordable technology solutions such as instant messaging and video conferencing tools to facilitate remote collaboration.

Regardless of the budget or size of organisation, understanding your workforce and prioritising a culture that emphasises communication, collaboration and engagement, can lead to better employee satisfaction.

Q. Do you feel company intranets are an overlooked resource? What can be done to make them more attractive and valuable to employees?

A.Company intranets are often viewed as a tool for top-down communication rather than a resource for employee collaboration and information-sharing. Several steps might be taken to enhance them, such as designing an intuitive and user-friendly interface that is easy to navigate and find information, and ensuring the intranet contains relevant and up-to-date information, including company news, policies, procedures, and resources.

Social media has resulted in people being far more enthusiastic about using comms professionally and personally – encouraging employees in forums or discussion boards to share ideas, feedback, and best practice can foster a positive culture.

You could also consider the intranet as a learning platform featuring online courses, webinars, or podcasts. Fill it with easily-accessible tools and applications that make work more efficient, such as project management software or collaboration tools – and send reminders of any key changes that employees might find most useful and interesting.

Q. IC can sometimes be undervalued – what are the signs of success?

A.It’s all-too-often the task of the IC professional to have to explain or prove the value of their role to stakeholders who don’t fully understand its purpose.

The success of IC can be measured by increased employee engagement, improved productivity, better morale, lower turnover, and increased innovation. When employees feel informed, supported and valued, they are likely to be more invested in their work and committed to the organisation’s goals. Good IC creates a sense of community and belonging.

Q. What are some of the common challenges when responsible for IC?

A.Every day presents new challenges, and probably greatest of all is striking the balance between the type, tone and timing of messaging sent. It’s not always easy to get right – employees have busy days when they barely have time to check their emails, so an understanding of when to try and capture their interest is key to engagement – and avoiding information overload. And it’s important to always be mindful of topical issues outside the workplace before releasing information that might be perceived as tone deaf because it was poorly timed.

The job also involves ensuring consistency in messaging, a readiness to adapt to change, and overcoming language and cultural barriers. Empathy and confidentiality are important factors too.

Q. Is it more usual for an IC role to sit within a marketing team than HR – does it matter?

A.Where the role of IC sits depends on the business and its goals. Marketing teams often focus on external communication and promoting the company’s brand, whereas HR teams typically focus on internal comms and employee engagement. IC roles can fit into either team but should be where they can best support and enable effective company-wide communication.

Ultimately, it’s essential for the IC professional to have a clear understanding of the company’s communication goals and work with both external comms and HR teams to achieve them.

Q. What are the greatest industry changes the Institute of Internal Communication (IoIC) has noticed in recent years, and how might IC change in future as workplaces continue to evolve?

A.The IoIC has observed several significant industry changes. One major trend is the increasing use of digital channels for IC, such as the adoption of enterprise social networks, instant messaging, and video conferencing tools, which have enabled remote and flexible working arrangements.

Another change is the growing emphasis on employee engagement and culture. Organisations are realising effective IC plays a key role in fostering a positive workplace culture that pays dividends in the longer term.

As workplaces continue to evolve, the role of IC is likely to become even more critical. We could see IC professionals adapting to new communication technologies and channels, such as artificial intelligence (chatbots) and virtual and augmented reality balanced with human-centred communication. Those working in IC will also need to develop strategies to communicate with a diverse workforce, including remote and contingent workers, to ensure success.

Looking for hire new professionals for your team? Get in touch with one of our specialist recruitment consultants today.

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Teacher resignation letter template – free download
2 mins read

Teacher resignation letter template – free download

​Resigning from a teaching role can be difficult, regardless of the length of time spent at a school. It can be something of an emotional rollercoaster, with the excitement of the future dampened by the prospect of sharing your news with the department head or head teacher.  

The manner in which a teacher resigns can have a lasting impact. A positive resignation process not only benefits the departing teacher but also the school community, and the first step of the journey involves writing the resignation letter, which is arguably one of the hardest tasks. 

Resignation etiquette: getting it right 

However thrilled you may be about leaving your teaching role, it’s imperative to maintain professionalism. By providing ample notice and following proper procedures, you demonstrate your commitment and respect for the school you are leaving. This reflects well on your reputation and can contribute to maintaining good references for future career opportunities.  

Teachers are bound by set resignation dates to allow for suitable replacements to be found, so planning ahead is key for a smooth departure at the end of the spring, summer or autumn term. Resigning well helps minimise disruption to students’ education and ensures continuity in the learning environment.  

Resigning with integrity also allows teachers to depart on amicable terms, preserving professional relationships and networks. In the small world of education, where connections often extend beyond individual schools, maintaining relationships with former colleagues and administrators can be invaluable for future career opportunities, whether through networking, references, or collaboration on future projects. 

A resignation letter template can facilitate the exit process by providing a structured framework. Templates ensure that essential information, such as the intended last working day and any necessary follow-up actions, is clearly communicated, while also allowing personalisation to reflect gratitude for time spent at the school and reasons for leaving. 

Using a resignation letter template also helps ensure that all necessary details are included, reducing the risk of misunderstandings or oversights during the exit process. This can help to streamline the administrative aspects. 

Take some of the stress out of resigning. Our template will ensure you leave on a high note, freeing you up to focus on a happy and productive notice period. 

Download our free teacher resignation letter template to help smooth your exit using the button at the top of this page. 

Five steps to creating a standout EVP for your school
4 mins read
  1. Article

Five steps to creating a standout EVP for your school

​An employee value proposition (EVP) encompasses the unique benefits and offerings that an employer provides its employees in exchange for their skills, experience, and commitment. It goes beyond the salary and benefits on offer, to encompass elements such as company culture, professional development opportunities, work-life balance, and the overall employee experience. A strong EVP will help attract top professionals while fostering employee engagement, satisfaction, and retention.

Having an EVP that stands out is essential for schools. Ultimately, schools with a positive reputation attract better, and more, teaching staff, whereas negative reviews and stories of poor leadership, excessive workloads, or toxic environments can deter people from applying to certain schools.

Key components of a standout school EVP

A compelling mission and values

Schools with a clear and inspiring mission and values are more likely to attract passionate and dedicated classroom- and non-classroom-based staff. Prospective employees are drawn to schools that align with their personal and professional values and that offer them opportunities to make a meaningful impact.

A supportive culture

A positive and supportive school culture is a magnet for top education talent. Schools that prioritise collaboration, respect, and diversity create an environment where teachers feel valued, empowered, and motivated to excel. Schools where the senior leadership team cultivate a culture of trust, transparency, and open communication, have a greater sense of belonging and loyalty among staff members.

Professional growth and development opportunities

The best professionals seek opportunities for continuous learning and professional advancement. Schools can attract and retain high-calibre teachers by offering robust professional development programmes, mentoring opportunities, and career advancement pathways. Investing in employee growth not only enhances individual performance but also strengthens the school's reputation as a centre of excellence.

Work-life balance and wellbeing

While it can be a challenge for many schools to compete with other sectors’ ability to offer a great work-life balance and flexible working, it is not impossible. Flexible working in education can be achieved through timetable rescheduling, job sharing, allowing planning, preparation and assessments to be conducted offsite, and offering family-friendly policies. All these are great ways to improve teachers’ work-life balance, which is crucial for employee satisfaction and wellbeing.

Meaningful student impact

Because educators are driven by a desire to make a difference in students' lives, schools can attract passionate teachers and support staff by highlighting opportunities for meaningful student impact, such as innovative teaching approaches, extracurricular activities, and community engagement initiatives. Emphasising your school's impact on student success and personal growth resonates with mission-driven staff who are seeking to make a difference.

Five steps to creating a standout EVP for your school

Step one: Conduct and analyse research

Start by conducting research to understand the needs, preferences, and aspirations of your current and prospective employees. Analyse feedback from surveys, focus groups, online reviews, Ofsted reports, and exit interviews to identify areas for improvement and opportunities to enhance your EVP.

Step two: Define your unique value proposition

Identify the unique strengths and offerings that set your school apart from others. Articulate your EVP in a clear, compelling manner that resonates with your target audience. Consider and emphasise what makes your school an exceptional place to work and grow professionally. TipTip: speak to your staff and students to find out what they love about your school!

Step three: Communicate your EVP effectively

Promote your EVP through various communication channels, including your school's website, social media platforms, job postings, and recruitment materials. Highlight success stories and employee testimonials to showcase the impact of your EVP on employee satisfaction and engagement.

Step four: Involve your employees to drive engagement

Involve employees in the development and promotion of your EVP to foster ownership and engagement. Encourage staff members to share their experiences and insights with prospective candidates through networking events. Tip: referral programmes are also a fantastic way to encourage employees to promote your school with their contacts.

Step five: Continuously evaluate and adapt your EVP

Regularly evaluate the effectiveness of your EVP and adjust as necessary based on feedback and changing market trends. Stay attuned to evolving employee needs and industry best practices to ensure that your EVP remains relevant and competitive.

In conclusion

Creating a standout EVP is essential for schools seeking to attract and retain the best teaching talent. By focusing on these key elements, schools can differentiate themselves as an employer of choice. By implementing practical strategies for developing, promoting, and continuously improving their EVP, schools can build a strong foundation for recruiting and retaining top talent and achieving excellence in education.

If you are looking for a talented education professional to join your school, or seeking a new role yourself, get in touch with one of our specialist education consultants today.


The requirements to teach English in the UAE
3 mins read
  1. Article

The requirements to teach English in the UAE

Why relocate to the UAE as a teacher?

Living in the UAE is exciting, as a teacher, you can work in a diverse environment and teach students from different countries.

The UAE values education highly and invests heavily in the sector. However, like lots of other countries, the region needs more qualified teachers to meet demand. Therefore, if you decide that working as a teacher in the UAE is for you, you will have access to great resources and facilities that will allow you to make a positive impact on the lives of your students.

What’s more, relocating to the UAE as a teacher offers a range of benefits beyond the classroom, including a tax-free salary, a high quality of life with modern facilities, easy access to beaches and leisure activities, and to top it all off, the UAE is a gateway to world travel.

Whether you are looking to advance your career, experience a new culture, or simply enjoy a change of scenery, relocating to the UAE as a teacher could be a rewarding experience.

Key requirements to teach English in the United Arab Emirates

One of the key requirements to teach English in UAE schools is holding a bachelor's degree. in education or English along with a PGCE, PGDE or QTS.

Additionally, many schools in the UAE prefer to employ English teachers who hold a Teaching English as a Foreign Language (TEFL) certification. This certification demonstrates your expertise in teaching English to non-native speakers and can make you a more competitive candidate for open positions.

Another crucial requirement is the need to have a clear criminal background. The UAE have extremely high standards when it comes to safeguarding in the sector.

Previous teaching experience is often required by schools in the UAE. While some schools may accept new teachers, having prior experience enhances your teaching skills and therefore makes you a more desirable candidate for English teaching jobs in the UAE. Schools in the UAE typically look for teachers who are native English speakers or have an elevated level of proficiency in English.

In addition, obtaining a teaching license is essential. The teaching license validates your qualifications and expertise as an English teacher. It is important to research the specific requirements for obtaining a teaching license in the UAE to ensure that you meet all the necessary criteria.

So, let’s recap the list of required documents and certificates needed to teach English in the UAE:

1.      Citizenship from a recognised English-speaking country (Preferrable, but not required)

2.      Visa (provided after you secure a role within a school, funded by your new employer)

3.      Accredited TEFL Certification

4.      A bachelor’s degree

5.      Clean criminal background

Who can teach English in the UAE?

Most schools and language institutions in the UAE require English teachers to be native speakers. This is because native speakers are believed to provide students with an authentic language learning experience, including proper pronunciation and cultural insights. However, non-native English speakers who are fluent in English and meet the educational requirements may also find teaching opportunities in the region. Whether you're a native English speaker or a non-native speaker with a passion for language teaching, there are opportunities waiting for you in this vibrant country.

Benefits of teaching in the UAE

Teaching positions in the UAE offer a range of benefits that make the experience rewarding and unique. 

One of the most enticing aspects of teaching in the UAE is the tax-free income that teachers receive.

This means that you can enjoy your full salary, which are higher than those offered in the UK, without income tax deductions, allowing you to save money and experience a high standard of living. 

Alongside a teaching job, most schools provide a generous housing allowance. On top of this, if you relocate and have your own children, many schools offer discounted tuition fees for up to two children. along with medical insurance coverage.

Furthermore, teaching English in the UAE allows educators to work in well-equipped schools with modern facilities and resources. The UAE's education system is known for its high standards and innovative teaching methods, providing a dynamic and engaging work environment with plenty of opportunities to develop and progress.

If you are interested in teaching English in Dubai, Abu Dhabi, or other cities in the UAE, contact one of our experts today to find out more.