Payset prespective
June 19, 2024

Strategies for Internal Corporate Communications

Internal corporate communication concerns the flow of information within a company, both at a group level and an individual level.

Key Takeaways:

  • Your company can take advantage of a variety of communication channels, including meetings, email, social media, company intranets, newsletters, and more
  • It’s important to maintain two-way communications and respond to feedback
  • You should also adapt and tailor information to every audience
  • Be sure to monitor your communication strategy and adapt to new findings

Understanding Internal Corporate Communications

Internal corporate communication concerns the flow of information throughout a company. 

The term can refer to communications at every level. For example, it may include communication between leaders, employees, and members at an individual level. It may also include communication with teams, departments, and company sites at a group level.

Internal communications are important because they foster a cohesive organisational culture. If you create an effective strategy, you can ensure that employees, management, and departments work together. This can help you connect with your business at every level.

If you provide necessary information and respond to feedback that you receive, you’ll be able to ensure your company operates in a more streamlined way.

The Importance of Internal Communications

Good internal communication is important for numerous reasons. We’ll look at three benefits that you can expect to see with an effective communication strategy below.

Improvements to Staff Morale

Internal communication can benefit staff morale and enthusiasm. 

Staff demonstrate greater engagement and motivation when their concerns are heard and addressed. Thorough direction and complete information enables employees to act.

Coordination and Alignment

Internal communication can build coordinations and alignments, both at an individual and group level. If company members and divisions are aware of their role in the context of a broader corporate mission or goal, they will be able to act in unison and cooperate more effectively.

Crisis and Change Management

Internal communication can help you address crises and changes, both during unexpected events and disasters and during planned organisational and leadership changes.  

Rapid and responsive communication can reduce anxiety and stress among staff. It’s important to provide guidance and transparency to your employees in difficult situations and crises.

Types of Internal Corporate Communications

Internal corporate communication types can be broken down by the parties involved and the subject matter at play. We’ll look at a few types of communication below.

Leadership Communication

Leadership communication involves messaging from managers and high-ranking company members, typically concerning a company’s mission, values, and culture.


To some degree, this leadership style is necessarily broad and one-directional. However, leaders must aim to build trust within the company. This involves demonstrating accountability to the organisation and engaging with individuals whenever possible.

Peer-to-Peer Communication

Peer-to-peer communication involves interactions between employees within a company.

Ideally, you should encourage employees to share information while ensuring that peer communications convey accurate information and do not cause damage to the organisation.

Change Management Communication

Change management communication involves informing individuals and groups of organisational changes and other transitions. You should ensure that your employees understand changes by clarifying what they mean for each individual. 

If the change is unfortunate or unpopular, you should be prepared for resistance from employees. Try to handle negative feedback delicately and provide information openly.

Crisis Management Communication

Crisis management communication involves creating and executing communication plans during unexpected negative incidents, accidents, and disasters.

It’s important to communicate honestly and openly with employees. Ideally, you should inform all employees at once to reduce confusion and rumours. You may choose a trusted senior member to issue a statement and instructions to employees in order to prevent disturbances.

Culture Communication

Culture communication involves reinforcing your company’s values and culture. Ensuring that all parts of your company communicate openly and without conflict is key to this style of communication. Two-way communication is especially useful in this area. 

Best Practices for Effective Internal Communications

Developing a Clear Strategy

It’s important to create a clear internal communication plan. Your strategy should feature:

  • Transparency: Try to share information as thoroughly as possible, encourage openness from all members of the company, and respond to feedback
  • Communication channels: Leverage in-person interactions, meetings and calls, memos and newsletters, online platforms, social media, and other channels to thoroughly spread vital information throughout your company 
  • Key messages: Lay out critical information and determine exactly what information you intend to communicate within the company 
  • Clear objectives: You might aim to develop an understanding of company staff, improve employee satisfaction, or achieve higher worker retention with your strategy
  • Multiple target audiences: Tailor your message to different people and groups, depending on experience, knowledge, and the amount they need to know
  • Metrics for evaluation: Monitor employee engagement with and sentiment toward your communication strategy; adapt your strategy to the findings

Embracing Transparency

Transparency involves making information available to employees and company members as thoroughly as possible and responding to questions and concerns.

Transparency is important in internal communications because it helps employees obtain the information they need to do their job. It can also reduce confusion and misunderstanding, and in turn, you may notice that employees produce output faster and at a higher quality. 

A transparent approach fosters trust and credibility within the organisation. Employees who stay “‘in the loop” will feel they can rely on others in the company for full information.

Utilising Multiple Channels

You can use multiple channels to communicate, including:

  • Email, memos, SMS messages and other types of direct messaging 
  • Intranet, or web portals used by companies and their staff  
  • Meetings, including video conferencing, phone conferences, and in-person conferences
  • Individual interactions between employees and supervisors
  • Newsletters, mailing lists, and bulletins
  • Social media platforms, including business-focused platforms like Slack and LinkedIn and mainstream platforms like X and Facebook

It’s important to use a mixture of all communication channels. By doing so, you can tailor each platform to the medium and its audience while also sharing information widely.

For example, you’ll likely want to make major announcements to large groups of employees or company members via a scheduled meeting. At the same time, it’s important to record the details of announcements in emails and messages as a permanent reference. 

Using the right mixture of platforms will ensure that employees remain fully engaged and aware of every important development that occurs.

Encouraging Two-Way Communication

You shouldn’t just tell your employees what you think is important. Instead, you should listen to feedback and concerns through two way-communication channels.

Two-way communication includes channels that allow a response, such as phone calls, email, social media messages, individual interactions, and meetings that allow participation. This is distinct from one-way channels, such as announcements and listen-only meetings.

It’s important to consider whether any channel is set up for vertical communication between leaders and employees or horizontal communication between peers.

It’s also important to use both synchronous and asynchronous communication methods. 

For example, live video chats and phone calls require real-time communication. Email and other messaging platforms are ideal for conversations that occur over longer periods of time.

Personalising and Segmenting Communications

If you operate a large enough business, you’ll probably want to break down certain communications and tailor your messages to different groups. 

Communications are often divided into these four categories:

  • Company-wide information: Major announcements such as mass hiring and layoffs, restructuring, acquisitions and mergers, or leadership changes
  • Location-specific information: Developments that concern specific offices or work sites, such as closures, maintenance, and moving
  • Department-specific information: Information about promotions and position changes, new practices, and system and equipment upgrades
  • Team-level information: Day-to-day matters like deadlines, scheduling, and staff absences that do not need to be broadcast widely

Measuring and Adapting

It’s important to measure your internal communication style. You might monitor:

  • Employee satisfaction through surveys and feedback forms
  • Employee understanding through questionnaires and performance reviews
  • Usage rates for social media, company intranet, and other platforms
  • Email response rates and read receipts
  • Response times for asynchronous or non-live communication methods
  • Attendance rates for in-person and remote meetings 
  • Retention rates and reasons that employees leave the company

Online services often provide usage and engagement data. However, you may need to monitor some data manually, especially for traditional and offline communication methods.

It’s important to adapt your practices based on the data you obtain. There is no single best approach to internal communications, so finding the best approach may require trial and error.

Challenges in Internal Corporate Communications

Internal corporate communications may face numerous challenges, such as:

  • Outdated or weak infrastructure that limits communication options
  • Management styles that fail to connect with employees 
  • Low employee engagement due to stress, poor motivation, or overwork
  • High turnover rates that leave your business with few consistent employees or leaders, reducing long-term awareness of company goals among staff
  • Failure to adapt to new information or failure to collect such information 
  • Remote workers and small work sites that are overlooked by the broader company
  • Limited budget allocated to communications strategies
  • Company crises and changes without any response strategy

You can address these issues by continually examining the state of your internal communications strategy. Though there is no single response that will solve all of your problems, listening to feedback and testing new approaches should produce benefits.


As we explained throughout this article, strong internal corporate communication involves sharing and responding to information within your company in an effective way.

This includes the pursuit of transparency, clarity, and openness at a high level, but also includes specific choices around communication channels, segmentation, and communication types. 

There is no one-size-fits-all solution. You’ll need to familiarise yourself with the options that are most appropriate for your company, and you’ll likely need to leverage multiple options.

It's also critical to collect feedback and respond to it. Doing so will produce greater employee satisfaction and ensure that your communication strategy has an impact.

With a strong communication strategy, you should see success throughout your organisation. Ideally, you should notice your company becoming stronger and witness improved staff performance, potentially allowing you to expand your firm in a broader sense.

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