HR Measures, IC Sustains… or Everything Falls Apart
- trinimaturana
- The Voices in English
Índice
Feedback systems are often presented as if they were self-sufficient: you launch a survey, HR measures, reports come out… and change magically follows.
But anyone who’s worked in a real organization knows that’s not how it works.
Because if Internal Comms doesn’t sustain the dialogue, the whole process collapses into a statistic with no soul.
Measuring Without Sustaining is Empty
HR can measure. But it’s IC that turns those numbers into stories, conversations, and cultural signals.
“A number shows what’s happening. A conversation explains why.”
And it’s in that explanation—how it’s shared, how it’s felt, how it’s repeated—that culture is either reinforced or eroded.
The Risk of “Silent Feedback”
When employees fill out a survey and months go by without hearing anything back, the damage is brutal:
- Distrust grows.
- Cynicism spreads.
- Engagement collapses.
The absence of communication is not neutral. It’s a loud silence that says: “your opinion doesn’t matter.”
The Muscle of Trust
That’s why feedback cannot be the sole responsibility of HR. Internal Comms must design the narrative that sustains the process:
- Explaining why it’s being measured.
- Sharing progress transparently.
- Giving visibility to the changes that stem from feedback.
Otherwise, surveys become an annual ritual nobody believes in.
Closing
Internal Comms doesn’t measure. But it sustains trust. And that’s what makes measurement meaningful.
Because HR can launch surveys. But if IC doesn’t turn numbers into conversations, into stories, into culture…
Then yes: everything falls apart.