Inclusion lets employees have control of the information (content) that is being generated. Since organizational conversation is all about contributions to two-way conversations, a natural step includes having employees involved in creating those communications. This does require that the executive and communication departments relinquish some control of what’s being communicated, but the benefits are tremendous.
When employees are involved in what was formerly a corporate communications role, the mood of those communications becomes more personal. It also helps raise the morale and engagement of employees who get to be much more involved in what’s going on in their workplace.
Inclusion builds on what is being created in intimacy and interactivity, which were discussed earlier. Inclusion is an example of full participation from within the workplace, even when those communications are kept internal.
A company can get much better information when they equip employees with tools and resources about what they could say to one another. Instead of focusing the employee messages on outside audiences, the messages are mostly internal. When the executive sees a message they want to share publicly, they will do so.