Within your organization, there's a group of highly influential employees. They aren't your typical social media personalities. These are the people your teams turn to for the real story after a big meeting. They shape what others think, feel, and do, directly impacting your company's goals. Yet, most companies don't know who they are, leaving a massive opportunity on the table.

A recent webinar, "The Power of Internal Influencers," brought experts together to shine a light on these hidden networks. The discussion revealed that a small but mighty portion of your workforce holds the key to greater engagement and smoother organizational change. By identifying and collaborating with these individuals, you can create a more connected and motivated workplace.

The Hidden Network: How Work Really Gets Done

Think about your company's structure. You probably picture a neat org chart with clear lines and hierarchies. While that's the formal structure, it doesn't reflect how work actually gets done. The reality is a fluid, dynamic network of connections that crisscrosses departments and teams. This is where internal influencers thrive.

These natural networks form based on who energizes us, who we collaborate with, and who we seek out for help. Influencers are the central nodes in this web of connections. As the webinar highlighted, these networks are powerful. Positive or negative feelings are contagious. A smile from one person can ripple through the organization, and so can a sense of dissatisfaction. Your influencers are the ones dropping the pebbles in the pond, and their mood can set the tone for many others.

The 3% Rule: The Few Who Influence the Many

Research presented in the webinar uncovered a fascinating statistic: just 3% of your employees are internal influencers. This small group has an incredible reach, connecting with up to 90% of the workforce.

In contrast, leaders and managers, who make up about 12% of the workforce, typically only reach about 50% of employees directly. This explains why the traditional "cascade" method of communication often falls flat. Information passed down from leadership may not reach everyone, or it might not be delivered with the intended impact. Influencers, however, have the trust and peer relationships to spread messages far more effectively.

They are the colleagues people go to for the "straight skinny." They are trusted peers, not authority figures. This unique position allows them to build bridges and share information in a way that feels authentic and reliable.

Identifying Your Internal Influencers

So, how do you find this vital 3%? It’s not about job titles, seniority, or personality types. Influencers can be introverts or extroverts, long-time employees or recent hires. They come from all corners of the business.

Here are a few strategies to identify them:

1. Just Ask: A simple, direct approach is often best. Conduct a short survey asking questions like:
   
   • "Who energizes you in your daily work?"
   • "Who do you primarily reach out to for help and advice?"
   • "Who do you collaborate with most often to get things done?"
     The names that appear most frequently are likely your influencers.
2. Analyze Digital Platforms: Your internal communication tools are a goldmine of data. On a platform like LumApps, you can see who consistently posts insightful content, sparks engaging conversations, and gets the most positive reactions from colleagues. Look for the top contributors and commenters. These analytics can help validate survey findings and paint a clearer picture of who is shaping the conversation.
3. Listen Carefully: Pay attention during informal conversations. Who do people mention when they talk about getting help or finding information? Who seems to be the go-to person in a crisis? These are often your informal leaders.

A Case Study: Turning Engagement Around in the East Region

The webinar shared a powerful example of a company with 28,000 employees. Their East Region consistently had the lowest engagement scores. To understand why, they conducted a network analysis survey.

The results were telling. The influencers in the region were all peer employees, not managers. Digging deeper, they discovered that 86% of the relationships within the East Region were internal to that region. They were almost completely isolated, with only 6% of connections going to headquarters and 4% to other regions.

This insular network was starving them of new ideas, best practices, and a connection to the broader company mission. They were underperforming because they were only talking to each other. By identifying the influencers, the company gained a clear understanding of the communication breakdown and could begin building bridges to other parts of the organization.

Another key insight came from comparing survey responses. The influencers, called "catalysts" by the company, reported much higher engagement and understanding of company strategy than their peers. Why? As one catalyst explained, "I read every single thing that gets sent to me...because other people are going to ask me about it." They felt a responsibility to be informed, and in doing so, they helped elevate the understanding of those around them.

Putting Influencers to Work for Your Brand

Once you've identified your influencers, you can collaborate with them to drive positive change and amplify your brand's message.

Enhance Internal Communication

• Create a Dedicated Space: Give your influencers a private channel or space on your intranet. Use it to share information early, provide key talking points, and gather their feedback before a major announcement. This gives them the context they need to answer questions from their peers accurately.
• Use Them as a Sounding Board: Before launching a new initiative or policy, test the messaging with your influencers. They can tell you what will resonate, what might cause confusion, and what questions are likely to arise. This allows you to refine your communication for maximum clarity and impact.
• Broadcast Key Messages: Use broadcast capabilities in platforms like LumApps to send targeted messages directly to your influencers. This ensures they have the correct information right away, equipping them to counter misinformation and guide conversations.

An easy way to start? Your intranet may already have a social advocacy feature to support your efforts. For example, LumApps' social advocacy function allows companies to share curated content directly with employees, making it easy for them to post on their personal social media channels. 

By leveraging the trust and reach of employees' networks, LumApps helps businesses extend their social media presence, boost engagement, and foster a culture of collaboration and pride. It's a powerful way to align internal communication with external brand advocacy seamlessly.

Extend Your Reach on Social Media

Your internal influencers are your most authentic brand advocates. Their genuine enthusiasm is more credible than any corporate marketing campaign.

• Share Content and Encourage Amplification: Provide your influencers with ready-to-share social media content about company news, achievements, and culture. Make it easy for them to post with suggested captions and hashtags, but always encourage them to add their personal touch.
• Spotlight Their Stories: Feature your influencers on your company's official social media channels. Share their career journeys, successes, and what they love about working at your company. This not only recognizes their contribution but also provides authentic, human-centered content for your external audience.
• Build an Advocacy Program: Consider creating a formal program where influencers can opt-in to become brand ambassadors. Provide them with exclusive content, training on social media best practices, and maybe even some company swag. Their collective voice can dramatically increase your brand's visibility and positive perception.

The power of internal influencers is not a new concept, but the tools and strategies to harness it are more accessible than ever. These individuals are already shaping your company culture. By bringing them into the conversation, you don't just improve communication—you build a more connected, engaged, and resilient organization.