Let me tell you about a conversation I had last week with a colleague. We were sipping coffee in the break room when she sighed and said, "You know, I spend half my day reading emails that don’t even apply to me. And the other half? Trying to figure out what I missed." I couldn’t help but laugh because, let’s face it, we’ve all been there. But then it hit me - this isn’t just a personal gripe; it’s a company-wide problem. And the numbers back it up: 41% of employees say poor communication tanks their efficiency, and 35% admit it impacts their job satisfaction. That’s not just frustrating - it’s expensive.

Here’s the thing: internal communication isn’t just about sending updates or posting announcements. It’s about connecting people - whether they’re in the office, working remotely, or on the frontline. And in 2025, with hybrid work becoming the norm, the stakes are higher than ever. If your team doesn’t feel informed or engaged, you’re looking at silos, disengagement, and, ultimately, a hit to your bottom line.

So, how do we fix it? At Pebb, we’ve spent years fine-tuning a communication strategy that works, and I’m here to share the playbook. From setting clear goals to choosing the right tools and crafting messages that actually resonate, I’ll break it all down for you. Ready to make internal communication something your team actually looks forward to? Let’s dive in.

Set Clear Objectives and Goals

Let me share something that really stuck with me: Poor communication costs U.S. businesses $1.2 trillion every year - that’s about $12,506 per employee annually. On the flip side, improving communication can boost employee engagement by 20–25%. Those numbers are hard to ignore, right? It’s clear that communication isn’t just a "nice-to-have"; it’s a game-changer for any business.

But here’s the catch - none of this improvement happens without clear objectives. Without them, your communication efforts are like a ship without a compass. At Pebb, we’ve seen firsthand how setting strategic, measurable goals can bridge the gap between leadership and employees, driving better results across the board. Once your objectives are nailed down, you can focus on crafting messages and choosing channels that truly connect with your team.

Create SMART Goals

Here’s a truth I’ve learned: vague goals like “improve communication” don’t cut it anymore. To make a real impact, you need a framework that turns aspirations into action. That’s where SMART goals come in - they bring structure and clarity to your communication plans. Let’s break it down:

• Specific: Be crystal clear about what you want to achieve. Instead of saying “better communication,” aim for something like “reduce information silos between departments by creating cross-functional communication channels.” Ask yourself: What exactly needs to happen? Who’s responsible? What steps are required?

• Measurable: You need to track progress. Use metrics like email open rates, employee survey results, or participation in company-wide discussions to gauge success.

• Achievable: Keep your goals realistic. Don’t expect to overhaul your entire communication culture overnight - it’s about steady, meaningful progress.

• Relevant: Make sure your objectives align with the bigger picture. Every communication goal should tie directly to your company’s broader priorities, like growth or engagement.

• Time-bound: Set a timeline. Define when you’ll reach your goals and include milestones to keep everyone on track.

Using this framework ensures your goals aren’t just lofty ideas but actionable steps that deliver results.

Match Objectives with Business Priorities

Here’s the thing: your communication efforts should always support your company’s larger goals. Start by identifying key priorities like profit, growth, or employee engagement, and then align your communication initiatives to move the needle in those areas. For instance, if innovation is a top priority, you could set a goal to improve cross-departmental collaboration using better knowledge-sharing tools.

Balanced objectives - spanning areas like financial performance, quality, innovation, and talent - can significantly boost overall results. In fact, teams with aligned individual goals are 50% more likely to achieve their objectives. At Pebb, we’ve seen companies thrive when they simplify their strategy into 3–5 clear goals and cascade them from leadership to individual teams. It’s all about creating alignment from the top down.

But here’s a pro tip: involve your employees in the goal-setting process. When team members have a say in shaping objectives, they’re far more invested in achieving them. Tools like surveys, focus groups, or town halls can help you gather input on what communication improvements would make the biggest difference in their daily work.

At the end of the day, setting clear internal communication goals isn’t just about improving processes - it’s about creating shared understanding and fostering collective action. At Pebb, we’ve watched companies transform their communication strategies by starting with specific, measurable goals that align with their business outcomes. Whether you’re using our platform or another solution, remember this: clarity and alignment are your best tools for success.

Know and Segment Your Audience

Let me share a quick story. At Pebb, we’ve always believed that internal communication isn’t a one-size-fits-all deal. The needs of a frontline worker pulling late shifts are wildly different from those of an executive preparing for a board meeting. And here’s the kicker: companies with effective internal communication strategies see employees who are up to 25% more productive. That’s a stat you can’t ignore.

We’ve learned that understanding your audience - really understanding them - is the secret sauce. By segmenting our communications, we’ve been able to deliver updates that are not only relevant but also make employees feel genuinely valued. When you get this right, the results speak for themselves. Employees feel empowered, engagement rates soar, and business outcomes improve. In fact, businesses that nail this find their employees are 4.6 times more likely to feel empowered and perform at their best.

Group by Role and Work Style

Here’s where it gets practical. Segmentation doesn’t have to be complicated. Start by focusing on the most obvious differences within your workforce. For instance, desk-based employees have completely different needs compared to frontline or remote workers. It’s not rocket science, but it works.

At Pebb, we’ve found that even simple groupings - like by department - can make a big difference. Think sales, IT, customer service, or marketing. Each of these teams has unique needs and priorities, so why send them the same generic updates?

Another key insight? Work styles and tech proficiency matter. Some employees are tech-savvy and prefer digital channels, while others might need a more traditional approach. Our people directory and group features make it easy to organize employees by these characteristics, so we can send the right messages to the right people.

And let’s not forget location. A message that resonates with your New York office might completely miss the mark in Dallas. Time zones, language preferences, and even regional regulations can all play a role. Many global organizations use these factors to fine-tune their communications. It’s all about gathering the right data - whether through HR systems, surveys, or team check-ins - and using it to make smart, informed decisions.

Create Targeted Communication Strategies

Once you’ve segmented your audience, it’s time to take it up a notch with tailored communication strategies. Here’s how we do it at Pebb.

First, we listen. During onboarding, we ask new hires about their preferred learning and communication styles. For existing teams, we use feedback surveys to uncover what’s working and what’s not. It’s amazing how much you can learn just by asking.

Then, we dig deeper. It’s not just about job titles - it’s about demographics, preferences, and work habits. Some employees thrive on detailed reports, while others prefer quick, visual summaries. For instance:

• Frontline workers? They need mobile-friendly, visual content they can scan during a quick break.

• Leadership? They’re looking for in-depth analytics and strategic insights.

• Remote teams? They often benefit from more frequent check-ins and opportunities for social interaction.

Choosing the right channels is just as important. Pebb’s platform lets us reach employees through their preferred methods - whether that’s group chats for quick updates, news feeds for company-wide announcements, or private clubs for department-specific discussions.

And here’s the thing: this isn’t a set-it-and-forget-it strategy. We constantly monitor engagement levels and tweak our approach based on analytics. When you get segmentation right, it doesn’t just make communication more relevant - it creates a more connected, engaged workforce. And that’s where the magic happens.

At Pebb, we’ve streamlined this entire process with tools like customizable groups, targeted messaging, and detailed analytics. The principle is simple: understand your audience, segment thoughtfully, and communicate with purpose. Trust me, your employees - and your bottom line - will thank you.

Review Current Communication Channels and Tools

Did you know U.S. businesses lose a jaw-dropping $1.2 trillion every year to miscommunication? That’s roughly $12,500 per employee. The problem isn’t a lack of communication - it’s that so many companies are stuck using outdated tools that just don’t work for today’s workforce.

At Pebb, we see this all the time. Companies come to us frustrated because their communication systems are creating more chaos than clarity. For instance, 55% of workers lose up to two hours a day untangling preventable communication issues. That’s like losing an entire workday every week!

The reality is that modern workplaces need mobile-first, interactive, and targeted communication tools to connect hybrid, remote, and frontline teams effectively. Yet, 60% of organizations don’t have a long-term plan for internal communication. Many are still clinging to the same tools they used years ago, and it’s holding them back. Let’s talk about how to fix that.

Assess Current Tools

When we start working with a new client, the first thing we do is what we call a "communication reality audit." This means taking a close look at all the tools they’re using - email, Slack, Teams, intranets, text messages, bulletin boards, even those unofficial WhatsApp groups.

Now, here’s the kicker: 98% of internal communicators rely on email, and 84% say it’s their most effective channel. But just because it’s widely used doesn’t mean it’s working for everyone. Here’s what we usually uncover during these audits:

• Email overload: Overusing email often leads to missed updates. Frontline workers might not check their inboxes often, and remote teams can easily feel buried in a sea of messages.

• Static intranets: Many intranets are clunky and hard to navigate, turning them into digital wastelands instead of useful communication hubs. Even though 77% of internal communication pros are investing in intranets, they’re learning the hard way that these systems require ongoing attention.

• Fragmented tools: When teams juggle multiple apps for chats, meetings, and announcements, information gets siloed. Important messages fall through the cracks.

And here’s a stat that really hits home: only 29% of non-desk employees are satisfied with the quality of internal communication, compared to 47% of desk-based employees. That’s a huge disconnect - and proof that current tools aren’t cutting it.

Find Areas for Improvement

Once you’ve mapped out your communication tools, the problem areas become pretty obvious. At Pebb, we’ve noticed some common pain points that pop up again and again:

• Mobile accessibility: If your frontline staff can’t easily access communications on their phones, you’re leaving a big chunk of your workforce in the dark. A mobile-first approach is non-negotiable.

• Generic messaging: Blasting the same update to everyone - from execs to warehouse workers - means your message risks being ignored or misunderstood.

• No two-way communication: Tools that only allow top-down announcements without room for feedback kill engagement. In fact, 63% of employees thinking about quitting say poor internal communication is part of the problem.

• Disconnected systems: When your communication tools don’t integrate with HR, payroll, or other essential platforms, it makes work harder. While apps like Slack and Teams are great for collaboration, they often fall short as all-in-one communication solutions.

The numbers don’t lie: companies with highly connected employees see up to 25% more productivity and 4.5 times higher retention rates. On the flip side, poor tools just add to the noise and confusion.

Here’s another challenge: 62% of internal communicators struggle to measure the impact of their efforts. If you can’t track engagement or figure out what’s resonating, you’re basically flying blind.

But here’s the upside - pinpointing these gaps gives you the power to make real, targeted changes. Whether that means tweaking your current tools or consolidating everything into one platform, the goal is to create a system that works for your entire workforce.

At Pebb, we’ve designed our platform to solve these exact issues. Our free plan supports up to 1,000 employees, and for just $4 per user per month, our premium plan delivers enterprise-level features without breaking the bank. When you’ve got the right communication platform in place, everything else starts to click.

Create Key Messages and Content

So, you've nailed down your tools and figured out who you're talking to. Great start! But let’s be real - crafting messages that actually make an impact? That’s where the real work begins. Here's why it matters: companies with strong internal communication outperform their competitors by a whopping 3.5 times. And when 74% of organizations that prioritize clear and consistent messaging report better employee engagement and productivity, you know this isn’t just fluff - it’s a game-changer.

It’s not just about what you say - it’s about how you say it. With your audience in mind and your tools ready, let’s dive into creating messages that truly connect.

Focus on Clarity and Consistency

Here's a truth bomb: most internal communication sounds like it was written by a committee - and not a fun one. Corporate jargon is the quickest way to lose your audience. Instead of saying, "We are implementing a strategic initiative to optimize operational efficiency", try something simple like, "We're changing how we handle customer orders to make things faster." See the difference? No one should need an MBA to understand company updates.

Consistency is just as important. Every message you send should align with your company’s values and have a clear purpose. Are you trying to inform, motivate, or get people to take action? Pick one and stick to it. And don’t underestimate the power of repetition. Sharing the same safety update in break rooms, on the company app, and in team meetings? That’s how you make sure it sticks.

The goal is to make every message feel like it’s coming from the same place - the same voice. Whether it’s a post on Pebb’s news feed or a flyer in the lunchroom, it should be unmistakably yours. That’s how you build trust and recognition.

Use Visual and Digital Tools

Here’s a fun fact: the human brain processes visual content 60,000 times faster than text. Think about that for a second. An infographic explaining new health benefits or a quick video about upcoming changes can leave a lasting impression, while a dense memo? Not so much.

At Pebb, we’ve designed our platform to make visual content shine. Our news feed is built for videos, infographics, photos - basically, anything that grabs attention and holds it. We’ve seen companies completely transform their communication by ditching text-heavy emails for visually engaging posts.

Let’s face it: employees are scrolling through visual content all day on social media. Why should work communication be any different? A short video of your CEO breaking down quarterly results will always hit harder than a 10-page financial report. And when it comes to safety procedures, an infographic beats a policy document every time.

The trick is to make these visuals accessible. Add captions to your videos, use alt text for images, and ensure everything looks sharp on both desktops and mobile devices. Frontline workers are probably checking updates on their phones during a quick break - not sitting at a desk.

Want to take things up a notch? Add interactive elements. Polls, comment sections, and reaction buttons turn announcements into conversations. Let employees ask questions about new policies or share feedback on initiatives. It’s not just about delivering information - it’s about creating a dialogue.

Here’s the bottom line: today’s workforce expects communication that’s engaging, visual, and easy to access - just like their social media feeds. Plain text emails might’ve gotten the job done in 2015, but now? Employees want - and deserve - more. With Pebb’s tools, you can give them exactly that, keeping your team aligned, informed, and maybe even a little excited about what’s next.

Build a Communication Calendar and Schedule

Once you've crafted messages that resonate, the next step is just as important: timing. Without a solid plan, you might bombard employees one week and leave them in the dark the next. That's where a communication calendar comes in - it’s your go-to tool to ensure a consistent flow of information without overwhelming anyone.

Think of it as your editorial game plan. It lays out the what, who, when, and how of your internal communications, keeping everything organized and on track.

Set Up a Communication Calendar

Building a communication calendar sounds simple, but it takes some thoughtful planning. At Pebb, we’ve fine-tuned this process, and here’s how we do it:

• Mark key dates first. Start with fixed events like holidays, conferences, company-wide meetings, quarterly reports, and employee surveys.

• Collaborate with stakeholders. Bring in department heads, HR, and marketing to align on campaigns, launches, and events. This avoids scheduling conflicts before they happen.

• Plan recurring updates. Slot in regular touchpoints like weekly newsletters, monthly CEO updates, or quarterly town halls. If too much overlaps, adjust your schedule for balance.

• Share the calendar. Distribute it to managers and team leads so everyone’s in the loop. To keep things tidy, limit editing access to only a few key people.

This approach has worked wonders for us. Our integrated calendar on Pebb lets us organize announcements, schedule posts, and plan events - all in one place. No more juggling multiple tools or missing deadlines.

Once your calendar is set, the next step is figuring out how often each channel should be used.

Decide Frequency for Each Channel

Here’s the reality: with 347.3 billion emails flying around daily in 2024 (and expected to hit 408.2 billion by 2027), employees are already drowning in messages. So, finding the right rhythm for each communication channel is critical.

Here’s how we approach it:

• Newsletters: Weekly digests work best for company-wide updates, giving employees a clear, consistent summary without overloading their inboxes.

• Safety or urgent updates: These should follow a daily or shift-based schedule, especially for frontline workers who need timely information.

• Emails: Perfect for formal updates like policy changes or quarterly results. Keep them structured and to the point.

• Instant messaging and group chats: Ideal for quick, urgent updates or informal discussions. Pebb’s messaging tools make this seamless.

• Town halls or video messages: Less is more here. Monthly CEO updates, for example, tend to have a bigger impact than weekly ones, which can feel repetitive.

The key is tailoring the frequency to your audience. Office teams might prefer a weekly roundup, while frontline staff benefit from short, actionable updates they can check during breaks. Pebb’s platform makes it easy to customize these flows for different groups.

One thing we always do is track engagement metrics - like open rates and click-throughs - to see what’s working. If daily updates aren’t getting much traction, we pivot to weekly ones with more depth.

The goal is simple: keep employees informed with timely, relevant updates - without overwhelming them.

Track, Measure, and Improve

You can have the clearest messaging and the most well-timed updates, but without tracking how those efforts are landing, you're essentially flying blind. Here's a stat that might surprise you: 70% of leaders don’t even ask for communication metrics. At Pebb, we’ve learned the hard way that measuring the effectiveness of communication isn’t just a nice bonus - it’s the backbone of proving value and making smart adjustments.

Think about this: data-driven communication can boost productivity by 20–25%. On the flip side, poor communication can cost companies as much as $15,000 per employee every year. That’s why we’ve baked robust analytics directly into our platform. It’s simple - what gets measured gets improved. These insights are the foundation for refining your internal communication strategy.

"One accurate measurement is worth a thousand expert opinions." – Grace Murray Hopper, Computer Pioneer

Monitor Key Communication Metrics

When we work with clients to set up their communication tracking, we focus on metrics that actually move the needle. Here are the big ones:

• Engagement metrics: These tell you whether employees are paying attention. Did you know the average open rate for company-wide emails is just 21.33%? That’s why we track things like open rates, click-through rates, and even the time people spend reading content across different channels.

• Channel performance: Are employees visiting the intranet? Is your app being used? How’s mobile engagement? For example, if frontline workers aren’t using mobile tools, it’s a clear sign something needs tweaking.

• Employee sentiment: This goes beyond surveys. We look at feedback response times, how many employees are actively participating in discussions, and even profile completion rates. When employees are filling out their profiles and engaging in conversations, it’s a sign that your communication strategy is hitting the mark.

• Turnover and satisfaction rates: High turnover often points to communication gaps. In fact, we’ve seen clients cut turnover by 40% just by using analytics to identify and fix those gaps.

The magic happens when you align these metrics with your business goals. Whether your focus is improving safety compliance or creating a more connected workplace, tracking the right data gives you the insights to make meaningful changes.

Use Analytics for Continuous Improvement

This is where Pebb’s Premium analytics tools really shine. We don’t just hand you data - we help you turn it into actionable insights that drive real results.

• Real-time adjustments: One mid-sized tech company discovered that over 60% of employees felt disconnected from leadership. Using our analytics, they revamped their messaging strategy and saw a 30% boost in employee satisfaction in just six months.

• A/B testing: Ever wonder if your Monday updates are falling flat? Try sending them on Wednesday instead. With our tools, you can easily test subject lines, message timing, and more to see what resonates.

• Segmentation insights: Not all teams communicate the same way. Office staff might love detailed newsletters, while frontline workers prefer quick, visual updates. Our platform lets you track engagement by department, role, or location so you can tailor your messaging.

• Trend analysis: Spotting patterns early is crucial. Are engagement rates slipping? Is one channel consistently outperforming the rest? Our analytics help you catch these trends before they turn into bigger problems.

Here’s a real-world example: Zappos implemented an anonymous feedback system and saw employee satisfaction jump by 40%, which led to better customer service and a 15% increase in sales. That’s the kind of transformation that happens when you measure what matters.

Companies using data-driven insights for internal communication report a 25% increase in employee engagement. And here’s the kicker: our Premium plan gives you access to these powerful analytics for just $4 per user per month - a fraction of what tools like Slack or Teams charge. That’s value you can’t ignore.

Make Communications Accessible and Inclusive

Did you know that 70% of employees don’t feel included at work? That’s a staggering figure - and one that should grab the attention of any organization striving to bring out the best in its people. The benefits of inclusivity are undeniable: companies that prioritize inclusiveness are 120 times more likely to hit their financial targets and generate 1.4 times higher profits on average. On top of that, teams that embrace diversity and inclusivity make 87% better decisions and launch products 75% faster.

Build Inclusive Communication Strategies

Creating inclusive communication isn't just a "nice-to-have"; it’s a critical step toward building a workplace where everyone feels valued. Companies like American Express are leading the charge by implementing mandatory inclusion training for leaders and using regular engagement surveys and focus groups to tackle inclusion issues head-on. And here's a compelling stat: millennials working in inclusive environments are 1.4 times more likely to feel engaged at work.

At Pebb, we’ve taken these lessons to heart. We understand that inclusivity requires more than just surface-level fixes. For instance, recognizing that 75% of employees have felt excluded at some point, we designed our platform to help bridge these gaps. Language plays a huge role, too. Companies like Salesforce, Twitter, and GitHub have set an example by eliminating terms like "blacklist", "whitelist", "master", and "slave" from their vocabulary. These small but impactful changes foster respect and inclusiveness in the workplace.

If you're looking to create more inclusive communication, here’s what we’ve found works best:

• Educate: Raise awareness about the power of inclusive language.

• Assess your practices: Ensure your communications are accessible to everyone, including those with disabilities.

• Set clear guidelines: Create specific standards that avoid gendered terms or language with negative connotations.

• Lead by example: Encourage leaders to model inclusive communication in their daily interactions.

Use Cross-Device Compatibility

Accessibility isn’t just about language - it’s also about ensuring everyone can access the tools they need, no matter where they are or what device they’re using. Take DHL, for example. In 2022, they launched a Staffbase intranet and mobile app to give 300,000 frontline employees personalized access to company updates for the first time.

At Pebb, we’ve built our platform with the same mindset. Our goal is to make collaboration seamless across all devices. Whether you’re on a desktop, mobile app, or web browser, features like push notifications, file sharing, and user-friendly interfaces work consistently. With a mobile-first design, we ensure that the experience feels the same no matter how you connect.

Here’s the kicker: our free tier supports up to 1,000 users with full mobile and desktop access. For those who need more, our Premium plan - just $4 per user per month - includes advanced features that perform flawlessly across devices. But accessibility isn’t just about tech. It’s about making sure everyone can engage effectively. That’s why we emphasize video captions, visual aids, and screen reader compatibility.

The results speak for themselves. Users on Gartner Peer Insights consistently rate us 5/5, highlighting how our all-in-one platform reduces the hassle of juggling multiple apps. By making accessibility a priority, we’re not just improving communication - we’re creating a space where two-way engagement thrives.

Enable Two-Way Communication and Engagement

Here’s something that blew my mind: employees who strongly agree they’ve received meaningful feedback in the past week are nearly 4 times more likely to be engaged. And it gets better - when workers see their feedback put into action, they’re 4 times more likely to stick around. At Pebb, we’ve seen this play out time and time again. Two-way communication isn’t just a corporate buzzword; it’s the backbone of real employee engagement.

Let me tell you, it’s not about just sending messages down the chain and hoping for the best. Real communication happens when employees feel like their voices matter, and that starts with creating an open dialogue. This is where the magic happens - when feedback becomes a two-way street, engagement strategies stop being just ideas and start delivering real results.

Encourage Employee Feedback

Here’s the thing: feedback needs to be ongoing, not some once-a-year survey that gets buried in a report no one reads. At Pebb, we’ve built our platform to make feedback a living, breathing part of the workday because, let’s face it, action speaks louder than a thousand surveys.

Take this retail company we worked with. They completely overhauled their scheduling system after surveys highlighted major pain points. The result? Happier employees and fewer people quitting. Or this manufacturing firm that upgraded equipment and improved safety protocols after their staff flagged concerns. Workplace accidents dropped, and morale shot up. And then there was a healthcare organization that invested in new medical equipment based on employee input. Not only did patient care improve, but staff morale soared as well.

The secret sauce? Variety and follow-through. At Pebb, we make it ridiculously easy to gather feedback in different ways:

• Group chats for casual, ongoing conversations.

• Surveys for structured input.

• Digital suggestion boxes for anonymous ideas.

• Face-to-face feedback sessions through our events feature.

The real game-changer is showing employees their feedback matters. When you act on their input and share the results, you’re not just solving problems - you’re building trust.

Use Engagement Features

Once you’ve got those feedback channels humming, it’s time to take things up a notch with features designed to naturally boost connection. Our engagement tools make it easy to bring teams closer without piling on extra work.

One of my favorite features? Private clubs. These spaces let teams connect over shared interests or projects. Whether it’s a book club, a cross-functional project, or just a department-specific group, these clubs create a sense of belonging and camaraderie.

Then there’s our news feed. It’s not just a place to post updates - it’s where conversations happen. Employees can comment, react, and celebrate milestones together. It’s like a digital watercooler, only better. And when you need to get something sorted quickly, our chat and call features are a lifesaver. Sometimes, a quick voice or video call is all it takes to clear up confusion or solve a problem. By the way, with our Premium plan at just $4 per user per month, seamless voice and video calls are always at your fingertips - whether you’re working remotely or sitting a few desks apart.

Here’s the kicker: everything is designed to work together. From the employee directory that helps you find the right person to the knowledge library that keeps everyone informed, and even task management to keep projects on track, it’s all in one place. No jumping between tools, no wasted time.

When employees feel genuinely connected to their team and know their input makes a difference, amazing things happen. Productivity goes up, people stick around longer, and ideas start flowing like never before. That’s the power of real engagement.

Assign Roles and Responsibilities

Let me tell you a little secret we’ve learned at Pebb after working with teams across 24 countries: when no one knows who’s responsible for communication, things fall apart faster than you can say, “Who was supposed to send that memo?” It’s not that people don’t care - it’s that when everyone assumes someone else is handling it, nobody actually does.

This is where accountability becomes the hero of the story. A solid communication plan isn’t just about crafting the right message - it’s about making sure the right person delivers it. Nathalie D'Hers, Microsoft's corporate vice president, hit the nail on the head when she said:

"Getting communications right is critical. It fosters collaboration, empowers individuals, and drives business growth. At Microsoft, we recognize that getting communications right is not just a necessary skill, but a strategic advantage. It enables us to align our teams, engage our customers, and ultimately, deliver innovative solutions that transform people's lives."

That’s why assigning specific owners to communication tasks isn’t just helpful - it’s non-negotiable.

Assign Communication Owners

Here’s the thing: treating communication as “everyone’s job” is a surefire way to get nothing done. At Pebb, we’ve seen this dynamic play out time and again. The moment you assign clear owners to communication tasks, it’s like flipping a switch - everything starts running smoothly.

Think about it. You wouldn’t ask your accountant to design your website, so why would you expect your sales team to manage internal newsletters? Different tasks need different skills. For example:

• Content creation: You need someone who knows your company’s voice and can turn dry updates into engaging stories. This could be a marketing pro or an internal communications specialist. They’re the ones crafting those Monday morning updates, celebrating team wins, and making sure announcements don’t sound robotic.

• Channel management: This is for the tech-savvy folks who can navigate your communication platforms like pros. They know when to use group chats versus news feeds, how to keep conversations organized, and how to avoid digital chaos. Sarah Lundy from Microsoft’s IT Communications team summed it up well:

"It helps us drive adoption for new products when executives engage with the content we create. Leader sponsorship can make a huge difference."

• Analytics: These are your data detectives, the ones who measure what’s working and what’s not. They track engagement, tweak strategies, and ensure your communication efforts hit the mark.

Diana McCarty, also from Microsoft’s IT Communications team, put it perfectly:

"Each platform has its own nuances, and we wanted to be able to get that right. Sending everything out at once with the ability to adjust the message for each endpoint is very powerful."

When you match people’s strengths to their roles, communication stops being a chore and starts being a well-oiled machine.

Use Admin and Permission Controls

Once you’ve got the right people in the right roles, the next step is giving them the tools to succeed. That’s where admin and permission controls come in. At Pebb, we’ve designed our system to make this as seamless as possible. It’s not just about security - it’s about efficiency.

Take our Premium plan, for example. At just $4 per user per month, you get unlimited admins and granular permission controls. This means you can set up your communication structure exactly how you need it. Want HR to handle company-wide announcements while department heads manage their own team updates? Done. Need IT to oversee sensitive information but let project managers run their own group chats? Easy.

Here’s how it works:

• Assign specific individuals as communication owners for different teams or roles.

• Give them the exact permissions they need - no more, no less.

This way, your content creators can focus on writing great updates without worrying about tech settings. Your channel managers can keep everything organized without accidentally deleting important files. And your analytics team can dive into the data without getting bogged down by admin tasks.

One of our users, Christina Matthews from a construction company, nailed it when she said:

"It combines everything - chat, tasks, news feed, knowledge, library - into one place and it's incredibly affordable."

By assigning clear roles and using smart permission controls, you eliminate the classic “too many cooks in the kitchen” problem. No more waiting on someone else to post an urgent update. No more stepping on each other’s toes. Just smooth, efficient communication that gets the job done.

At the end of the day, great communication isn’t just about what you say - it’s about how you set your team up to succeed. And when you’ve got the right people in the right roles, armed with the right tools, that’s when the magic happens.

Review and Update the Plan Regularly

Here’s the deal: your internal communication plan isn’t something you create once and forget about. It’s a living, breathing document that needs to grow and adapt alongside your business. Think about it - what worked like a charm in January might feel completely outdated by the time July rolls around. And here’s a sobering stat: 68% of employees admit to wasting time at work due to communication hiccups, while nearly half say poor communication drags down their productivity. That’s why it’s so important to keep your plan fresh and relevant.

Schedule Regular Reviews

At Pebb, we’ve learned that setting up a consistent review schedule is key. Whether you go for quarterly or annual reviews depends on how fast things are moving in your company.

• Quarterly reviews work best for fast-paced environments - think companies with frequent product launches, market expansions, or high employee turnover.

• Annual reviews are better suited for organizations with a steadier rhythm.

When it’s review time, come prepared with data. Dive into engagement metrics from your communication tools, gather input from different teams, and figure out what’s hitting the mark and what’s falling flat. After every major campaign, hold a quick review session to capture fresh insights while they’re still top of mind.

One of the perks of using Pebb is that all your communication data is stored in one place. For just $4 per user per month, our Premium plan gives you access to analytics tools that track activity across news feeds, group chats, and engagement features. No more guessing - just clear, actionable insights.

Update Based on Feedback and Analytics

Once you’ve done the reviews, it’s time to act. Take what you’ve learned from employee feedback and analytics, and turn it into updates for your plan. Start by tracking sentiment through surveys and comments. Are employees engaging with updates, or are they just scrolling past? Your analytics will show you the patterns.

Don’t stop there - keep your ears open for informal feedback, too. Casual conversations or offhand comments in team chats can sometimes reveal the most valuable insights. As Michelle Haggerty, Chief Operating Officer at Prosci, put it:

"Employees want to know their concerns and worries have been taken into account and there are strategies in place to navigate the change in a way that considers their needs."

A great way to keep tabs on employee sentiment is by using quick pulse surveys with just five focused questions. These surveys are short enough to not feel like a burden but insightful enough to guide meaningful changes.

Take a page from Scandinavian Airlines’ playbook. Back in the early 1980s, they launched a major communication initiative by giving all 20,000 employees a concise handbook outlining upcoming changes. This effort played a huge role in turning the company around, earning them the title of "best airline for business travelers" from Fortune magazine.

Use feedback to fuel new ideas and fine-tune your approach. Identify content that consistently performs well - like an onboarding video that employees love or a popular team spotlight - and build on those successes. At the same time, don’t shy away from improving areas that are falling short.

At Pebb, we’ve built our platform to make this kind of continuous improvement easy. From employee directories to knowledge libraries and integrated analytics, we give you the tools to stay on top of what’s working and what needs a refresh. By keeping this improvement loop going, you’ll ensure your communication plan stays aligned with your strategic goals and keeps your team connected and productive.

Conclusion

So, here’s where we stand: crafting a rock-solid internal communication plan for 2025 isn’t just a nice-to-have - it’s a must. With 43% of participants listing employee information overload as a top challenge for the coming year, there’s no room for guesswork. And let’s be honest, the stats don’t paint a pretty picture: only 1 in 3 employees strongly trust their organization’s leaders, and 60% admit that internal updates just don’t hold their attention. Clearly, there’s some heavy lifting ahead.

But when you get internal communication right, the rewards are undeniable. Employees who feel informed are 2.8 times more likely to stay engaged, and engaged teams drive 23% higher profits. Those numbers alone make the effort worthwhile, proving that every step in the planning process directly supports your organization’s success.

Chuck Gose, a strategic advisor at Firstup, summed it up perfectly:

"Internal communications is the facilitation, creation, operation, and elevation of conversation and communication inside an organization."

That’s where Pebb comes in. Our platform is built to simplify and supercharge your communication strategy. Whether you’re running a tight-knit startup or managing a sprawling enterprise, we’ve got the tools to make it happen. With a free Standard plan for up to 1,000 employees and a premium option that’s just $4 per user each month, Pebb offers everything you need to cut through the noise and become the trusted voice your team depends on.

The future of internal communication isn’t about doing more; it’s about doing it smarter. It’s about finding the right rhythm, building trust, and making sure your people feel connected. Pebb is here to help you take those steps and turn your strategy into action. Let’s transform the way your organization communicates - starting today.

FAQs

How can I use Pebb's analytics to measure the success of my internal communication strategy?

Pebb's analytics tools take the guesswork out of measuring how well your internal communication strategy is working. With metrics like message reach, engagement rates, response times, and employee feedback, you can see exactly how your team is connecting and collaborating.

Want to know which channels are pulling their weight? You can dive into channel performance and employee engagement scores to pinpoint strengths and spot areas that could use some fine-tuning. Armed with these insights, it's easier to make smart decisions that improve communication and amplify your team's overall impact.

How can I create a communication calendar that supports company goals while meeting employee needs?

To build a communication calendar that works, start by tying your messaging themes directly to your business goals. Think about what your employees need to hear and how they prefer to hear it. Gathering feedback is a great way to pinpoint their favorite communication channels. Once you’ve got that figured out, set clear objectives for each message - whether it’s boosting engagement or delivering important updates. And here’s a tip: keep the calendar flexible so you can pivot when unexpected changes pop up.

Now, let me tell you why Pebb can make this process a breeze. It’s packed with tools like group chats, news feeds, and task management, all designed to streamline communication and keep everyone on the same page. Plus, it’s budget-friendly. The all-in-one platform is free to start, and if you need more, the premium plan is just $4 per user. Whether you’re running a small team or a big operation, Pebb has you covered.

How does Pebb make internal communication inclusive and accessible for employees in different roles and locations?

Making Communication Accessible for Everyone

At Pebb, we’ve made it a priority to ensure everyone feels included when it comes to internal communication. How do we do that? By offering multiple ways to connect - whether it’s through text, audio, video, or visuals. This variety lets employees choose the format that works best for them, no matter their role or where they’re working from.

We also focus on keeping things simple. By using plain, straightforward language and breaking down complicated ideas, we make sure our messages are clear and easy to understand for people from all kinds of backgrounds and abilities. Whether your team is working remotely, on-site, or out in the field, Pebb is designed to bring everyone together and keep the collaboration flowing smoothly.

Related posts

• 10 Best Practices for Internal Communication Success

• 7 Ways to Boost Remote Team Communication in 2025

• internal communication platforms in 2025

• Internal Communication Plans for Remote Teams: A Step-by-Step Guide