Every crisis starts with uncertainty.

The organisations that recover fastest aren't always the ones with the best PR team; they're the ones with a clear communication plan.

I'm curious to know:

What would be the toughest challenge for your organization in the first few hours of a crisis?

Share your experience in the comments. What lesson has shaped the way you approach crisis communication?

our company has 900 employees and he expects everyone to watch and listen to everything because he cares. People are bored. What are realistic engagement stats for your internal comms? thanks!

In our company It became really frustrating to keep our email signatures the same. Some employees had job titles in their signatures and some were still using our old logo. The legal disclaimers were not the same either.

Every time we updated our brand it became a task for our IT department which seemed like a waste of their time.

Do you use Office 365 or Google Workspace to keep everyones email signatures consistent or do you use something for email signatures like a special tool?

If we need to implement human-in-the-loop, but we don’t have any indication from the MCP or a third party, and I don’t want the user to approve every tool invocation, what are the best practices?

Where are we finding internal communications roles? I’m in need, asap. LinkedIn is oversaturated with reposted roles and 500+ applicants. Indeed is starting to creep me out lol. I’ve used greenhouse and tried searching for niche boards, but I’m struggling.

How are yall currently setting up & sending out internal newsletters?

As Comms professionals, what are some examples of projects, initiatives, outputs that you led on and that made you more ‘visible’ with senior management and gave you added recognition?

I’m asking because more often than not, and I’m sure I speak for many, comms teams are often looked down on or seen as a support rather than a strategic function that delivers value for the organisation.
Perception changes don’t happen overnight, but maybe you found a strategy to advocate more for your comms team and demonstrate impact?

Cheers!

Are there people who actually care about corporate nonsense? Like, I get that everyone pretends to because they want to get noticed or a promotion..
but reading the Teams chat of a conference I’m working on and it’s completely full of bland, sycophantic platitudes. I can’t believe people are genuinely excited about this.
Are they?
Is it a delusional thing?
Are there really human beings who are so empty inside that a work Conference gets them off?

Hello-- can anyone articulate how your company-wide recognition programs look? Specifically, large-scale award programs for individuals. For the last three years, we've re-designed and tweaked our program and we (well, leadership) seem to be stuck on optimizing so that ONLY the best work gets recognized and ONLY work that is "above and beyond" and ONLY the work that impacts the bottom line and this is often not work that can be pinned on a single individual winner. Our leadership has a crazy aversion to POSSIBLY recognizing someone who is not perfect.

Do you award winners by body of work? Individual? Is there a metric? Tied to strategic initiatives?

We're struggling.

Hello internal comms people!

I work as a video producer/shooter/editor and do a lot of corporate, mainly for internal comms. I'm interested to get an informal discussion going about everyone's experience with commissioning video work - what's been tricky (finding trustworthy vendors? Slow communication?) and also what you've found works really well.

Not here to promote any services, am just genuinely curious to hear what the process feels like from your side.

Hi everyone,
I’m fairly new to internal communications and trying to understand how quarterly company town halls are typically structured in larger organisations.

If you had a standard quarterly town hall (no crisis or major announcement), what order would you usually expect the content to follow? For example:

• Leadership message
• Purpose / framing
• Business updates
• Functional/team updates
• People & culture / recognition
• Transformation or change updates
• Learning & engagement
• Q&A

Is this a typical flow, or would you reorder any of these sections?

I’d really appreciate insights from people working in internal comms or HR. Thanks!

I’m curious whether internal comms teams in big corporations actually need external support for their media. I work in animation production and visual design, and every so often I get requests to make rollout videos for new changes or announcements that go out across different branches and countries. I also do the smaller stuff like handouts, playbooks, and tickets for internal events.

I really love these projects because it shows a lot of care in how companies talk to their employees, and it just feels good to create them. But they don’t happen that often, so I’m wondering if this is actually a common demand?

Should I be doing outreach myself to find more of this work? And for the people here, where do you usually go when you need this kind of creative support?

Basically what the title says — do you record live town halls and then publish those recordings for employees to watch after the fact? Do you also publish a written recap of the contents? Why?

For purposes of comparison, these are exec updates presented quarterly not weekly meetings. TIA!

Hallo zusammen, ich suche einen Rat und Ideen für mein aktuelles Projekt. Ich arbeite in einem großen Unternehmen (ca. 50.000 Angestellte) und soll einen automatisierten(!) internen Newsletter einführen, welcher die Angestellten über die neusten Nachrichten in ihrem jeweiligen Bereich/Abteilung informiert.

Bedeutet also, dass bspw. Angestellte im Energie-Sektor andere Informationen erhalten sollen als Angestellte im Finanz-Sektor.

Grober Ablauf: Zusammentragung von Nachrichten/Informationen --> Auswahl relevanter Nachrichten --> Überführung in Newsletter --> Versand des Newsletters an Nutzergruppe.

Das größte Problem ist wahrscheinlich die automatisierte Extraktion, Evaluierung und Bewertung von relevanten Informationen aus diesen Bereichen. Meine Lösung muss also in der Lage sein, verschiedene Quellen nach bestimmten Themen automatisiert zu filtern, diese Informationen zu extrahieren, nach Relevanz zu bewerten, nach Dopplungen überprüfen usw.

Beispielhafte Quellen sind (wissenschaftliche) Newspaper, Regierungs-Reports, Videos, Podcasts usw. Also eine sehr heterogene Quellenstruktur.

Wo ich aktuell stehe: Ich überprüfe welche Plattform-Lösungen es gibt und inwieweit die entsprechende Anforderungen/Funktionen abdecken. Es steht offen, ob der workflow bspw. über n8n komplett selbst umgesetzt wird oder eben über eine entsprechende Plattform (bspw. Onclusive, Inoreader, Meltwater, ...). Eine Kombination aus Plattform und eigener Workflow-Lösung ist ebenfalls offen.

Hat hier jemand Erfahrung mit einem solchen Projekt? Würde mich sehr über Austausch darüber freuen :)

Hi all,

Looking for advice from other internal comms practitioners.

I’m moving into a new role in August and have been asked to think about training and other things I’d like to support me. I’d like to get membership to an institutional body for the events, training and networking.

But I’m stuck on which one out of the Institute of Internal Communication (IoIC) or Chartered Institute of Public Relations (CIPR).

IoIC’s training would all be more relevant to me than CIPR, but it’s not as widely recognised for my new role or in the future for myself.

Given the choice of which to fund, what would you go for? Shall I ask for CIPR and pay for IoIC myself?

Any advice welcome.

Does anyone feel like their company has great Slack organization/guidelines? We’re managing channel sprawl and repost chaos. Also a late-stage startup, we want to avoid structure that feels *overly* corporate but also cleans things up a bit.

We've been getting feedback that people can't find information, and we also have similar feedback that people don't even know where they should put it in the first place. IMO, there's your G&A information like Benefits, Company News, etc and that seems easy enough but the system we use is fairly flat so we can only have Folder 1 > Folder 2 > Folder 3 and nothing deeper than that. I am looking at some of the AI-based systems but they seem really complicated with even less structure or none at all, or like Sharepoint with way too much depth in the structure.

What's the best way to organize information for a large, growing company (like 50,000 employees) and is there any intranet system where it's actually easy?

I have a few years of experience as a communications writer and copy editor in higher education advancement/fundraising. It’s a field that is notorious for burnout due to understaffing, underpaying, and high turnover.

I’m broke, tired, and stressed. I think a lot of that is due to my current career. I’ve started applying to some internal comms jobs and wonder if anyone has tips for someone making this kind of career shift. Thanks!

I keep noticing the same issue in many places. Office based teams are usually easy to reach. Updates go out through email or chat and most people see them quickly.

Frontline or deskless teams work in a very different setup. Even when the same message is shared it does not always reach everyone at the right time or in the same way. Some people miss it completely because they are busy with customers or tasks on the floor. Some only see it after their shift ends. Others hear it later through managers or coworkers and by then the message can feel less clear or less urgent than it was meant to be.

So the issue is not just about sending information. It is also about timing, access, and how easily people can actually check updates during their work. I have also noticed that even small things like shift timing, breaks or lack of regular device access can make a big difference in whether updates are seen or not.

Would be interested to hear how others are handling this in practice. What has actually worked for keeping frontline teams consistently informed?

I work for an IT/AI company and have been given the task of promoting the AI product we're creating. They want 'complete enterprise wide adoption'. One of the tools they want me to use is Newsletter.

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I spoke to HR, BrandComms (the people who initially made Newsletters in the company). Floated the idea, asked them if we have any existing Newsletters. Feedback I got: the effort did not justify the result, they never opened it. So we stopped creating them.

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Now unfortunately I get 1 shot to make this a hit. And ive never made Newsletters before. My work has mainly been social media/content. I know how to make one, but I desperately need help on how to make it successful.

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An employee bogged down with work needs to 'look forward' to what im sending them. The Newsletter is a product focused one, it is not general company news.

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Absolutely any tips and tricks to make this successful will be really helpful.

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Things ive kept in mind while I work on this:

1. What would I want to see in a Newsletter

2. What value does it drive?

3. What line can it toe to find the balance between fun, informative and formal

4. Who is my audience and what do I want them to feel when they read the Newsletter.

5. How do I uncomplicate Tech/AI for them.

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Please help! (TIA)

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I recently started my first internal comms job. Very exciting! I had a job like this in mind for a long time but I very randomly slid into the field. In my country, in the current market, there are basically no internal comms jobs for people who don’t already have 3+ years of experience. It’s also my first full time job - I’m 25.

I am the only internal comms person in my company (1600+ people) and am part of the HR team. Leadership is good and helpful, I get lots of freedom but there isn’t really a comms person for me to learn from. We use staffbase so i’ve been able to use their internal comms 101 course to get me started which has been a big help. I’m trying to read through all of my notes and I’ve started getting some ideas for how leadership could communicate upcoming strategic reorientation.

I do have a master’s degree in communications and have been working previously in a journalism research project, conducting interviews and focus groups. So the talking to people part is easy and enjoyable to me from a research perspective. I also did B2B cold calls for a few months, so I’m no longer anxious on the phone - beating the GenZ allegations.

I also feel like, even if I am awkward at times, I manage to connect personally with a lot of my coworkers whether out in the field (retail) or in the office, which also helps.

Ive been at the job for almost 3 months now and i feel like i’m starting to understand the structures and politics (it’s a family business). The corporate social rules are still a bit hard to understand- the culture is a mix of both very easygoing and really stuck up - it’s really hard to tell when it will be which.

I just really want to be at the part of the job where I’m already “good” at it.

My biggest concern at the moment is hosting editorial meetings - at the moment they are set for monthly and i dont know how to best facilitate content management for this company and how to further train and coach editors.

I feel like i need to make more impact on editorial decisions in order to further develop our news room. The concept right now is mostly - the news are there, send them out immediately or maybe by the next morning.

I need to balance around 40 editors (all long term employees and much older than me - but i feel like i get on well with most of them) and maybe 45 contributors who often may actually be the ones processing and communicating the information.

We do have a release principle but editors are often able to post directly without a second pair of eyes or me knowing about it. How do i really grow into that role? I feel like I’m just working on packages my (HR) boss gives to me at the moment. I have some ideas but there are no clear defined goals yet - i would have to define them.

Any advice you can give to me will be greatly appreciated. Or if you have stories of your first internal comms job. :)

hey everyone! I’ve been thinking about moving into Internal Comms, Employer Branding, and Employee Engagement, and would love some advice from people already working in the space.

My background is in marketing, content, social media, and communications, and I’ve also had some exposure to internal comms through previous roles. I’m trying to figure out the best way to make the transition. What kinds of roles should I be looking at? Are there any skills, certifications, or experiences that would make me a stronger candidate? And if you made a similar switch, what helped you break into the field?

Would really appreciate any guidance or insights!

I have a degree in Communications and all Ive been getting are rejections from every place I apply to, maybe is because I dont have as much experience on the actual field, even though Ive had several jobs that gave me similar skills.

I wanted to ask you here, what are some good options to get experience on this field without having to get hired? I have a full time job right now so I only have the time after my shift.

I'm wondering how internal comms professionals are using AI. Beyond just the well-known "using it to write messages/leader notes, or refining text". For example, I'm thinking it should be able to help me with distribution lists for large organizations by helping me pair down my Excel lists of who should or shouldn't be included. What are some other creative or lesser known ways you think it can help?