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At a time when technological acceleration and social distancing have set the tone for the past year, one of the biggest challenges organizations have faced is how they have had to reinvent the way they communicate internally.

Virtuality is our new reality, a reality that has forced entrepreneurs to adopt telecommuting as part of the survival of their businesses in the midst of uncertainty.

However, moments of change are approaching, in which collaborators will gradually return to their offices, with much stricter protocols that will challenge us once again and we will have to adapt to new rules of work socialization.

The question is, are we prepared?

No doubts. This is one of the main challenges that we have faced as communicators in the last decade, but it reaffirmed some things that we already knew and that its implementation today, more than ever, is essential.

Connecting emotionally has definitely been the main challenge and will continue to be, but how to maintain connection and closeness in this new normal?

• Let’s centralize the strategy, but let’s decentralize the disclosure
  Generate a sense of belonging, empowering employees and identifying positive leaders or influencers within the organization. This is the best way to transmit a message, nothing better than communication between peers.

• Let’s stop saying that communication is no longer one-sided and let’s implement it
  Increase dialogue, establish participatory spaces for conversation and listening, giving way to an open communication model.

• Let’s not be silent
  Let’s establish an action plan for each of the stages in which the organization finds itself (virtuality – return to offices). Today more than ever we must maintain constant, direct and transparent communication with our collaborators, transmit messages with valuable content and increase the frequency.

• Communication goes beyond creating content and disseminating
  The communication and HR departments must evolve the development of their functions to promote meaningful conversations between collaborators, stopping saturating communication channels, prioritizing and establishing internal communication policies.

• Connect with your collaborators
  Let us remember that most companies have multigenerational collaborators, therefore, the needs change from one generation to another. That is why it is necessary to identify them and carry out a communication diagnosis to find out their needs and generate experiences.

• Develop a new digital culture
  We do not need large investments in software or programs to implement actions that allow me to be part of the technological transformation and venture into communication tools that lead us into a new digital culture.