{"id":21587,"date":"2018-09-13T07:30:25","date_gmt":"2018-09-13T05:30:25","guid":{"rendered":"https:\/\/www.edenred.es\/?p=10564"},"modified":"2025-02-11T14:46:56","modified_gmt":"2025-02-11T13:46:56","slug":"2-dinamicas-de-comunicacion-interna-utiles-y-sencillas","status":"publish","type":"post","link":"https:\/\/www.edenred.es\/en\/blog\/2-dinamicas-de-comunicacion-interna-utiles-y-sencillas\/","title":{"rendered":"2 useful and simple internal communication dynamics"},"content":{"rendered":"

As you know, there are <\/span>internal communication dynamics<\/b> highly recommended to strengthen the bond between managers and employees, but sometimes it can be <\/span>we lack time<\/b> to study how they work and put them into practice in our own company. For this reason, we have looked for and selected two communication dynamics that are simple to implement and very useful for reinforcing the <\/span>professional commitment<\/b> The ultimate goal? To ensure that <\/span>our employees are happy<\/b> with their professional life to produce more and better.<\/span><\/p>\n\n\n\n

Internal communication dynamics, example 1: \u201cgetting to know each other\u201d.\u201d<\/span><\/h2>\n\n\n\n

The first of the dynamics of\u00a0<\/span>internal communication<\/b><\/a> that we have selected has one overriding objective: that <\/span>know more and better <\/b>to each of the people who are part of your team.<\/span><\/p>\n\n\n\n

Personal knowledge is the basis for good internal communication within the company for a very simple reason: if you do not know your people personally, you cannot know whether they are happy or unhappy with their job, their functions, their skills, their direct boss, their colleagues.... <\/span><\/p>\n\n\n\n

Getting to know someone opens the doors to dialogue, to <\/span>that two-way communication<\/b> which is absolutely necessary to create a <\/span>positive and productive working environment.<\/b><\/p>\n\n\n\n

Having said that, let's look at what this first internal communication dynamic we have called \u201cgetting to know each other\u201d consists of.<\/span><\/p>\n\n\n\n

Group dynamics \u201cgetting to know each other\u201d, how is it done?<\/span><\/h3>\n\n\n\n

We divide the group into a maximum of <\/span>8 persons<\/b> and place them in a circle. Each person should <\/span>say their first and last name and find two qualities<\/b> that characterise him\/her and begin with the same initial letters. The first person introduces him\/herself and says his\/her qualities. The second person does the same, but also remembers the name, surname and qualities of the person who has just introduced himself\/herself, the third person does the same with his\/her own identity and qualities and, in addition, the names, surnames and qualities of the two people who have introduced themselves before... So on and so forth until the circle of companions <\/span>has been submitted<\/b> correctly.<\/span><\/p>\n\n\n\n

For example:<\/b><\/p>\n\n\n\n

Ana P\u00e9rez. Friendly and perfectionist.<\/span><\/p>\n\n\n\n

Cristina Mart\u00ednez. Charismatic and \u201chandywoman\u201d.<\/span><\/p>\n\n\n\n

Felipe Garc\u00eda. Festive and funny.<\/span><\/p>\n\n\n\n

It is important that we remind the group that <\/span>anyone can participate<\/b> helping colleagues who do not remember a name or a quality. The atmosphere should be competitive, fun and, above all, friendly, <\/span>fun<\/b>.<\/span><\/p>\n\n\n\n

Internal communication dynamics, example 2: \u201cresolving conflicts\u201d.\u201d<\/span><\/h2>\n\n\n\n

At <\/span>any human group there are conflicts<\/b> and conflicting points of view. This is the way it is and we cannot change it, but when conflicts become part of the daily life of a company and we do not know how to manage and resolve them we can end up with <\/span>a big problem<\/b> between hands.<\/span><\/p>\n\n\n\n

Thus, it is necessary that we find a good communication dynamic that helps us to <\/span>resolving professional conflicts<\/b> in its earliest phase, a group dynamic such as the one described below.<\/span><\/p>\n\n\n\n

Group dynamics \u201cresolving conflicts\u201d, how is it done?<\/span><\/h3>\n\n\n\n

We need to meet in a classroom or similar with a blackboard to write on. A volunteer will act as the group facilitator, present the problem to be solved and write down the behaviours, phrases or actions that have provoked the conflict. Any participant can contribute their impressions about the event that triggered the discussion, clarify a comment made by another colleague, etc.<\/span><\/p>\n\n\n\n

Once we have broken down the conflict by writing down the central ideas on the whiteboard, we will move on to <\/span>note down possible solutions<\/b> to the conflict<\/b> trying to find a fair, reasoned and accepted solution for the group.<\/span><\/p>\n\n\n\n

For example:<\/b><\/p>\n\n\n\n

Alicia and Jos\u00e9 argue because they both need to use the company car at the same time. The problem occurs day in and day out, so the group leader takes the conflict to a debate.<\/span><\/p>\n\n\n\n

Alicia, Jos\u00e9 and the rest of the colleagues discuss the problem while the facilitator notes down the different points of view: Alicia's priority of use due to her seniority in the company, Jos\u00e9's need to have the car always available to do his commercial work, etc.<\/span><\/p>\n\n\n\n

Once the problem has been posed, possible solutions are noted down: try to buy another company car, divide the use of the car into mornings for Alicia and afternoons for Jos\u00e9, buy a car in the morning for Alicia and in the afternoon for Jos\u00e9, and so on. <\/span>a <\/b>Transport Ticket<\/b><\/a> for one of them to use when the car is not available, etc.<\/span><\/p>\n\n\n\n

This is one of the most effective internal communication dynamics that exists as long as there is <\/span>a positive working environment<\/b> and not rarefied by years and years of resentment and unresolved problems.<\/span><\/span><\/span><\/p>","protected":false},"excerpt":{"rendered":"

Como sabes, existen din\u00e1micas de comunicaci\u00f3n interna muy recomendables para estrechar los lazos entre directivos y empleados, pero algunas veces nos falta tiempo para estudiar bien su funcionamiento y ponerlas en pr\u00e1ctica en nuestra propia empresa. Por eso hemos buscado y seleccionado dos din\u00e1micas de comunicaci\u00f3n sencillas de implementar y muy \u00fatiles para reforzar el […]<\/p>\n","protected":false},"author":3,"featured_media":29002,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[202,203],"tags":[],"class_list":["post-21587","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employee-engagement","category-gestion-equipos"],"acf":[],"yoast_head":"\n\u00datiles din\u00e1micas de comunicaci\u00f3n interna\ud83d\udd34Blog Edenred<\/title>\n<meta name=\"description\" content=\"Conoce ejemplos de din\u00e1micas de comunicaci\u00f3n interna recomendables para estrechar los lazos entre directivos y empleadosen tu propia empresa.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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