How to create two-way communication as a solo communicator

Did you know? Companies that build two-way communication are 4.5 times more likely to have engaged employees. 

Engagement isn’t just about pushing out messages but listening and responding. 

But when you’re the only internal communicator responsible for keeping everyone connected, how do you find the time to gather, manage, and act on employee feedback? More importantly, how do you convince leadership of its value?

Creating effective two-way communication may feel like an uphill battle if you’re a solo internal communicator trying to juggle it all. 

Are you wondering if there’s more you could do to foster a better dialogue with employees? Do you want to know how to make feedback more impactful while saving time? Then you’re in the right place.

Let’s explore how you can foster two-way communication and meaningful employee feedback, even when you’re doing it all alone - and why external support might just be the boost you need.

1. Establish clear channels for employee feedback

Start simple: If you’re the only person managing internal communications, clarity and accessibility are critical. 

Employees must know exactly where and how to give feedback and that those methods are easy to access.

Here are some ideas:

• Set up feedback forms that are accessible from multiple platforms, like your internal portal, Slack, or email.

• Pulse surveys are quick and effective, letting you check in on employees without wasting too much time.

• Suggestion boxes (digital or physical) are simple, but if used properly, they can gather valuable insights—especially if you give employees the option to submit anonymously.

What happens if you ignore this? Without easy-to-use feedback channels, employees may feel like their voices aren’t heard, leading to frustration, disengagement, and even turnover. Over time, employees might stop offering suggestions or flagging issues altogether, assuming it wastes time.

2. Use digital tools to encourage two-way communication

If you’re trying to manage feedback independently, manually tracking and responding to every comment can feel impossible. That’s where digital tools come in.

Here’s how to make it easier:

• Use platforms that allow for real-time communication. Tools like Ocasta Engage offer features like live commenting, reactions, and targeted notifications, giving employees multiple ways to engage with you. These tools also provide tracking and automated features that make gathering and managing feedback much more accessible.

• Incorporate comment features within your internal communications platform, allowing employees to respond directly to announcements or updates. This not only speeds up feedback but also creates a habit of instant engagement.

What happens if you ignore this? When employees don’t have the tools to respond quickly and easily, feedback can get delayed or never happen. This can snowball into bigger problems you’ll have to address later, with more effort and urgency.

3. Engage employees through regular surveys and polls

Regular feedback is better than a one-time check-in. Employees need consistent opportunities to share their thoughts, and regular surveys or polls make it easy for them to do so.

Here’s how you can keep things engaging:

• Keep surveys short and sweet. Focus on pulse surveys that only ask a few questions but are sent out regularly. This helps track employee sentiment over time without survey fatigue.

• Mix in anonymous surveys to encourage more candid feedback. Many employees feel more comfortable giving honest feedback when their names aren’t attached.

• Polls for light topics can make feedback fun. Asking employees for input on less formal matters like team-building activities, preferred snacks, or event themes keeps them engaged and encourages them to participate in future surveys.

What happens if you ignore this? With regular touchpoints, issues can be noticed, morale can stay high, and employees may feel connected. Regular surveys give you - and leadership - an ongoing pulse on how employees think so you can course-correct before problems get out of hand.

4. Promote a feedback culture by responding and taking action

Employees won’t continue giving feedback if they think it’s falling on deaf ears. That’s why closing the feedback loop is crucial, as it shows that their input is valued and acted upon.

Here’s how to build trust through action:

• Acknowledge every piece of feedback. Even if you can’t act on every suggestion, letting employees know you’ve heard them goes a long way.

• Share results and next steps. After gathering feedback, let employees know what actions are being taken. Regular updates such as “You said, we did” messages show that feedback is making an impact.

• Create feedback touchpoints. Make sure you react to feedback and proactively create more opportunities for employees to share their thoughts.

What happens if you ignore this? Employees who feel that their feedback isn’t acknowledged may disengage entirely. Worse, they might feel resentful, thinking leadership isn’t interested in their perspective.

5. Use data and analytics to prove the value of feedback to leadership

To demonstrate the value of feedback to leadership, you need more than just employee comments - you need data. Using metrics, you can track how feedback leads to tangible employee engagement, productivity, and retention improvements.

Here’s how to present a strong case:

• Track participation. Show leadership how many employees engage with feedback tools and how their participation changes over time.

• Highlight trends. If you see recurring themes in the feedback, highlight those trends to show what’s working well and what needs improvement.

• Tie feedback to results. For example, if feedback led to changes in policy or work environment and you saw a boost in employee satisfaction, connect the dots to demonstrate the ROI of listening to employees.

• Use a frontline internal comms platform. Ocasta Engage is an internal comms platform that provides all the data and analytics you need to improve your comms. It’s used by Virgin Media O2, Next and Tesco Mobile, which achieves results like 98% engagement rates, 3.75x recognition and 94% of comms being read. It works, but it’s usually reserved for larger companies, so we wanted to open access to smaller internal comms teams—those working alone and needing outside support. We offer you access to our award-winning platform for a fraction of the price and full caching support from Emily Hecker - an industry leader in the internal comms space. 

What happens if you ignore this? Convincing leadership that feedback efforts are worth investing in can be tricky without solid data. Leadership may not see the value of employee feedback, so you may need help to secure the resources you need.

FAQs

Q: How often should I send feedback surveys?
A: You should send pulse surveys at least quarterly to monitor employee sentiment. A quick follow-up survey can provide immediate feedback for specific events or changes.

Q: What’s the best way to get more employees to participate in feedback?
A: Keep surveys short and make them easy to access. Use anonymous options to encourage honesty and consider gamifying some polls to keep things light and engaging.

Q: How do I show leadership that feedback is making an impact?
A: Use data to track participation rates and tie feedback to specific business outcomes, like improved employee satisfaction or retention.

You don’t have to do it all alone

Creating two-way communication and employee feedback is critical for engagement, morale, and overall company success. However, as a solo internal communicator, I find it impossible. By setting up clear feedback channels, leveraging the right tools, and proving the impact to leadership, you can make a significant difference - even on your own.

But remember, you don’t have to do it all alone. 

Ocasta Engage is an internal comms platform used by Virgin Media O2, Next and Tesco Mobile which achieves results like 98% engagement rates, 3.75x recognition and 94%

of comms being read. And for those of you who are working alone and need some outside support, we are offering you access to our award-winning platform for a fraction of the price, along with full caching support from Emily Hecker, an industry leader in the internal comms space. 

So, if you’re struggling to do it all alone and would like some outside support to make sure you get the most impact from your comms, book a demo, and let’s chat about how we can help.