Writing an Internal Newsletter in Six Steps

D. Laverne O'Neal reports:

"An internal newsletter is not only a communications tool, but also [something that] serves to unite disparate teams, departments and divisions. When employees know what a company is about, it can make them feel better about coming to work every day. Internal newsletters are also good tools for acknowledging and lauding individuals and teams for their contributions, helping to boost morale. Writing an internal newsletter requires a focused, coordinated effort...Choose an appropriate length for the publication. Employees are already bombarded with a lot of information from their department heads and the human resources department...Gather and compile updates from department or project team heads. In many companies, departments function separately. Letting one department know what another is doing helps inspire a sense of teamwork and community...Interview a company newsmaker or client. Newsmakers do not have to be top executives. Project managers and successful sales staff also qualify. Interviewing clients about how they use company products helps employee[s] understand how the end result of their work is being put to use...Solicit employee contributions. An employee opinion column, written by a different staffer each month[,] can offer an individual perspective on life in each department of your company. A cartoon creation contest allows employees of varied stations to flex their creative muscles in an attempt to amuse their co-workers...Ask human resources about notable recent hires. Reading blurbs about new personnel helps employees feel they are in the know. It also serves to make new employees feel warmly welcomed...Compile the material into an easily digestible format. Lead with the newsmaker interview. Put department updates and new hire information in the middle of the newsletter. Put the employee contributions on the back cover, so employees can easily find and comment on them...Create rules for employee-solicited content. Foul language, personal attacks and other negatives should[,] of course[,] be discouraged. Ask yourself whether certain company news is too sensitive or tentative to be released, even internally...Visuals are key. Include photographs of interviewees and of employee contributors, for example."