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Wat vinden we er nou echt van

Communicatie vindt overal in een organisatie plaats. Doorgaans de belangrijkste vorm bij de koffieautomaat en tussen werknemers, die op zoek zijn naar betekenisgeving van onduidelijkheden binnen de organisatie. In het boek ´Wat vinden we er nou écht van?’ gaat om die interne communicatie, die van belang is gedurende veranderprocessen in de organisatie. Hoe informeer je maar belangrijker nog, hoe bereik je de mensen in de organisatie met de juiste boodschap?
 
In het boek probeert de auteur de essentie van Interne Communicatie toe te lichten, om de doelgroep te laten inzien hoe zij deze essentie kan bereiken. Wat bij het lezen van het eerste hoofdstuk direct opvalt, is dat de auteur hoofdletters gebruikt om zijn eigen essentie in het boek aan te tonen. Een wijze van benadrukken die mij persoonlijk niet ligt.

In het eerste hoofdstuk gaat de auteur in op de actie-visie die doorgaans overheerst bij de afdeling communicatie. De auteur beschrijft hoe de communicatieadviseur vaak ingezet wordt als spreekbuis van de directie en met grote regelmaat niet adviseert maar slechts een dienst verleend. Interne Communicatie zou als instrument meer en beter ingezet kunnen worden.

In hoofdstuk 2 richt de auteur zich op de (steeds sneller) veranderende omgeving waarbinnen organisaties zich bevinden. De manier van communiceren verandert bijna even zo snel. Waar het vroeger nog volstond om als directeur met een bepaalde frequentie op de zeepkist te klimmen om het personeel toe te spreken, moet nu de communicatie via diverse kanalen, waaronder social media, goed gestroomlijnd worden om geen ruis te laten ontstaan.

In hoofdstuk 3 gaat het over Interne Communicatie als betekenisgeving. Werknemers die in onzekerheid leven over de gebeurtenissen binnen de organisatie, zullen zelf op zoek gaan naar de betekenis van deze onzekerheid. Vragen die zij hebben zullen worden beantwoord door collega’s, die op hun beurt niet zeker zijn over het geantwoorde. Door de juiste interne communicatie zal deze betekenisgeving voor iedere werknemer gelijk verlopen.

In het vierde hoofdstuk richt de auteur zich op Interne Communicatie bij een Ingrijpende Verandering. Hoe kan een organisatie bij een ingrijpende verandering, zoals een reorganisatie, het beste de communicatiekanalen inzetten om interne communicatie als ondersteuning bij deze verandering in te zetten? Hierbij is het van groot belang dat leidinggevenden (teamleiders) de juiste communicatieve rol innemen. Hierop gaat de auteur verder in hoofdstuk 5.

In het laatste hoofdstuk gaat het over de rollen van de communicatieadviseur, die hij of zij kan innemen om andere sleutelfiguren in de organisatie communicatiever te maken.

Bij het lezen van dit boek had ik met grote regelmaat het gevoel dat het bij interne communicatie gaat om logisch nadenken. Niets van wat ik in het boek las, kwam als nieuw bij mij binnen. Maar klaarblijkelijk zijn er nog steeds organisaties die deze manier van communiceren niet als ‘normaal’ zien en heeft deze organisatieadviseur de noodzaak ervaren om hier dit boek over te schrijven.

Wat nadrukkelijk in het boek naar voren komt, is dat organisaties moeten beseffen dat communicatiekanalen veranderen, werknemers kritischer en mondiger zijn geworden, en dat het bij boodschappen die de organisatie in moeten van groot belang is om voor de juiste wijze van communiceren te kiezen. Zo niet, dan kan een mug een olifant worden, en die wil je niet op kantoor. De bedoeling van de auteur is goed, alleen is dit boek redelijk basis en echt alleen geschikt voor mensen of organisaties die beseffen dat ze niks van interne communicatie begrijpen.



Carola Spruit, 24 jaar. In 2009 ben ik afgestudeerd aan de Hogeschool Rotterdam voor de opleiding Facility Management. Nadat ik per toeval in het HR vak terecht ben gekomen, ben ik in 2010 gestart met de opleiding Personeel & Arbeid. Daarnaast heb ik bijna 3 jaar werkervaring op HR gebied in diverse functies.



Wat vinden we er nou echt van?
Auteur: Erik Reijnders
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