Editorial
Creating an exceptional employee experience doesn’t just boost morale — it drives business outcomes. And at the core of that experience is one fundamental component: communication.
Effective employee communication empowers people, keeps them connected to purpose, builds trust across the organization and ultimately increases engagement and enhances the employee experience.
That connection between communication and engagement is more than anecdotal. Research consistently shows that when employees feel informed, motivated and empowered through strong communication, they’re more engaged. And engaged employees deliver better customer experiences and stronger business performance. In fact, highly engaged teams report 23% greater profitability.
Gallup’s engagement report reinforces this, revealing that organizations that prioritize engagement see 10% higher customer loyalty, 23% higher profitability, 14% greater productivity and 63% less safety incidents. The takeaway is clear: when employees are engaged — and communication is clear, consistent and meaningful — they bring passion, presence and purpose to their work.
Communication Is the Foundation of Engagement
Internal communication is the backbone of a connected, productive and engaged workforce. Whether it’s company-wide announcements from leadership, HR benefit reminders, IT tech updates or one-on-one conversations with managers, communication touches every part of the employee experience.
And this isn’t just a theory. As part of my doctoral research, I explored how organizational communication impacts employee engagement. My study surveyed 265 full-time employees using Qualtrics, examining how factors like leader proximity, communication satisfaction, leader relationships and communication technology influence engagement.
The biggest takeaway from the research: Employees who were satisfied with their organization's communication reported significantly higher levels of engagement leading to a better employee experience.
Practical Strategies to Strengthen Internal Communication
Research — including my own — continues to affirm a strong link between effective internal communication, employee engagement and a more positive employee experience. But understanding that connection is only the first step. The real question is: How do you actually strengthen communication in a way that moves the needle?
Because communication spans so many areas of the employee journey, it can be overwhelming to know where to begin. That’s why this list offers a focused set of practical strategies, designed to help HR and internal comms professionals take meaningful, actionable steps toward building a more connected, informed and engaged workforce.
1. Encourage Two-Way Communication
Effective communication isn’t just about broadcasting information, it’s about creating dialogue. Employees are more engaged when they feel heard, have opportunities to ask questions and can share feedback openly.
This kind of two-way communication doesn’t have to be limited to formal meetings. So how can you create more space for meaningful dialogue across your organization?
Here are a few practical ways to foster two-way communication:
- Collect questions and feedback with digital tools like chat platforms or online forums. This is great for employees who may be more comfortable sharing in writing.
- Use pulse or engagement surveys to gain ongoing insights into how employees are feeling and what they need.
- Provide an anonymous HR feedback option, such as a digital or physical suggestion box. Be sure to check it regularly and follow up, so employees know their voices are being heard.
- Train leaders to make space for feedback in meetings. Simple prompts like, “Any questions, feedback or anything I can do to support you?” during team check-ins or 1:1s can go a long way.
- Include anonymous Q&A options during town halls to encourage open participation, especially on sensitive topics.
2. Communicate Frequently and Authentically
Employees want to feel “in the loop,” especially during times of change. But too often, organizations hold off on communicating until they have all the answers, hoping to avoid confusion or missteps. While the intent may be good, this delay can actually backfire.
When communication is delayed, a void is created. And in that silence, employees begin to fill in the gaps themselves. This process is known as sensemaking: a psychological theory that describes how people interpret and make meaning of ambiguous or uncertain situations, especially when information is lacking.
The problem? In the absence of clear communication, employees make assumptions, spread rumors or create inaccurate narratives that can lead to confusion, mistrust and even chaos.
Silence breeds uncertainty. Communication brings clarity. That’s why it’s critical to communicate frequently, even if you don’t yet have all the answers. Simply acknowledging what you know, what you don’t and what’s still in progress builds trust and gives employees a sense of direction. It also opens the door for questions, dialogue and alignment.
Transparency isn’t about having everything figured out. It’s about bringing people along for the journey. Frequent, honest communication keeps employees informed, engaged and moving in the same direction as leadership.
3. Use Multiple Communication Channels
There’s no one-size-fits-all approach to group communications, because every employee is different. Some prefer email, others thrive on video calls, chat tools or face-to-face conversations. To truly connect with your workforce, especially in remote or deskless environments, it’s essential to use a mix of channels and formats that meet employees where they are and how they best receive information.
My research confirmed that no single communication channel — whether a town hall, phone call or chat — had a direct impact on employee engagement or communication satisfaction. And that makes sense. People absorb and respond to information in different ways.
The key takeaway? Leaders should get to know each member of their team’s communication preferences and adapt their approach accordingly. HR and communication professionals in charge of company-wide communication should use multiple channels to share essential messages. Flexibility and intentionality in how you communicate can make all the difference.
4. Foster Candid, Personalized Conversations
Engagement thrives in environments where employees feel safe to speak openly and are treated as individuals, not just job titles. Building a culture of communication candor means encouraging honesty, vulnerability and authentic dialogue at every level of the organization.
One of the most powerful ways to do this is through meaningful one-on-one conversations. When managers take the time to truly connect with employees — listening actively, asking thoughtful questions and inviting feedback — it builds trust, deepens relationships and improves alignment. These conversations are especially meaningful when they go beyond performance metrics to include the employee’s goals, concerns and wellbeing. HR leaders should consider communication training to assist with building this skillset in their leaders.
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Furthermore, the level of candor and personalization should be modeled from the top. When senior leaders communicate with transparency and show vulnerability, it sets the tone for open dialogue across the organization. Whether it’s an executive sharing a personal challenge or a manager simply asking, “What do you need from me?” these human moments matter.
Make space for these conversations, both formally during check-ins and informally through everyday interactions. Train managers and HR professionals to lean into empathy, ask the right questions and create a safe space where employees feel heard, valued and connected. That’s where real engagement begins.
A high-quality employee experience isn’t just about perks or office space: it’s about connection, communication and trust. When organizations invest in clear, consistent and meaningful internal communications, they lay the groundwork for a culture of engagement and success.
Editor's Note: Read more tips on effective internal communications:
- Internal Communications Is the Glue That Binds Hybrid Work — Effective internal comms keeps employees informed, included and engaged, no matter where they work. So design communication strategies for today’s reality.
- Internal Comms' Number One Channel? Email — Despite the flood of communication channels, email remains the most commonly used one. Here's why and how to use it right.
- Think Your Internal Comms Are Great? Prove It — Proving the success of your internal communications will vary according to organization and audience. But certain metrics will help make your point.
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