Clear internal communication is the foundation of a connected, productive workplace. It’s a culture builder, a trust driver, and a major contributor to employee morale. It builds trust, boosts morale, and keeps teams moving in the same direction. Now, with many teams working remotely or in a hybrid model, effective internal communication has become more complex and even more critical.
At LBMC Employment Partners, we help clients improve communication as part of a broader HR and employee experience strategy. If your team’s messages keep missing the mark, it’s possible that the methods—not the messages—might be the problem.
Our consultative support empowers organizations to build stronger workplace cultures. Based on our years of experience, here are six best practices to keep your team aligned, informed, and engaged:
1. Move Beyond Email with Collaboration Tools
Email alone can’t support the pace or complexity of modern work. Most employees are already overwhelmed by overflowing inboxes, and important updates often get buried. If you want to improve communication and collaboration, consider tools like Slack, Microsoft Teams, Basecamp, and Google Workspace. These platforms provide faster and more organized communication.
Example: Try setting up a Slack channel for quick updates and employee encouragement. It’s a simple way to stay connected without clogging up inboxes.
2. Use Visual Communication to Reinforce Key Messages
Whether you’re launching a new initiative or reinforcing company values, visual communication makes your message more memorable. Infographics, explainer videos, dashboards, and other internal brand assets help simplify complex ideas and reinforce priorities.
Example: Instead of listing goals in a memo, design a one-page visual roadmap showing quarterly objectives and ownership across teams. Include team leads, deadlines, and milestones so everyone can see how their work contributes to the bigger picture.
3. Lead with the Why—Especially Theirs
When employees understand how an initiative benefits them directly, they’re more likely to engage with it. Instead of leading with policy or process, frame communication around purpose: How does this make work easier? How does it support growth, well-being, or collaboration? Clear relevance builds stronger buy-in, especially when change is involved.
Example: When introducing something new, like a performance review system, don’t just explain how it works. Instead, share how it could help employees grow professionally and receive more actionable feedback.
4. Make Flexibility Part of the Plan
There’s no one-size-fits-all approach to internal communication. Encourage departments to tailor communication rhythms and tools to their team’s needs and give them the freedom to adjust when those needs change. Regularly checking in on what’s working helps prevent communication fatigue and keeps teams aligned.
Example: While one team may prefer daily stand-ups, another might get more value from a weekly roundup email. Find what fits, and support flexibility where it matters.
5. Set Expectations For Meetings with Clear Agendas and Goals
We’ve all been in meetings that could have easily been an email. The agenda has one or two important nuggets, but then the conversation wanders into less essential targets and action items. This happens most often when expectations for a meeting aren’t clear. Though it’s important for your employees to connect even on a personal level—especially when working remotely—it’s also important that they walk away from a meeting feeling that their time was well spent and that they have the information they need to do their jobs well.
Before scheduling a meeting, define the objective, share an agenda, and set expectations around what attendees should contribute. Assign a point person to guide the conversation and keep things on track.
Example: Before your next meeting, send out a quick agenda to let folks know how best to prepare. Keep the meeting moving, stay on track, and wrap up with clear takeaways and next steps.
6. Keep Feedback Loops Open
Great communication goes both ways. Make it easy for employees to ask questions, share ideas, or raise concerns by providing multiple ways to provide feedback. Whether you’re a large corporation or a lean startup, this internal communications practice fosters trust and can surface valuable insights you might otherwise miss.
Example: Try a monthly team pulse survey with just three questions. It’s a quick way to gauge morale, highlight pain points, and show employees their voice matters.
Build a Stronger Team with Better Internal Communication Strategies
Improving internal communication doesn’t require a full overhaul. Just a few intentional shifts can make a big difference in morale, productivity, and retention.
At LBMC Employment Partners, we help businesses create communication strategies that work for your people, your culture, and your goals. Whether you’re managing a growing hybrid team or looking to streamline your back office, our consultative support is here to help. Contact us today to learn how we can support your team.
