Last year, I sent out what I thought was the perfect company update. The message was clear, the formatting was clean, and the information was critical. I even double-checked it for typos. But here's the kicker - two weeks later, half the team was still in the dark about the changes. Sound familiar?

It turns out, I'm not alone in this. A whopping 74% of employees say they miss important company news because internal communication just doesn’t hit the mark. And it’s not just frustrating - it’s expensive. Poor communication can cost businesses $62.4 million a year, not to mention the 507 hours of lost productivity per employee annually.

Here’s the thing: getting employees to actually read and engage with updates isn’t magic - it’s about understanding why they’re tuning out in the first place. In this article, I’ll share what I’ve learned at Pebb about why updates fail and, more importantly, how we’ve turned things around. Let’s get into it.

Why Employees Ignore Internal Updates

Let’s be honest - when employees ignore internal updates, it’s not because they don’t care. There’s always a reason behind it, and most of the time, it boils down to how those updates are delivered, what they contain, and how they fit into an already chaotic workday. Let me break it down for you.

Too Much Information and Competing Priorities

Here’s a staggering fact: knowledge workers spend 88% of their workweek communicating across various channels. That means your carefully crafted updates are just one more drop in an ocean of emails, Slack messages, and meeting invites.

Numbers don’t lie. 38% of employees say they’re drowning in an "excessive" volume of communications, and 27% feel at least somewhat overloaded by information. When this happens, alignment with company strategy takes a nosedive - dropping by more than half. And if that wasn’t enough, employees are spending 9 hours a week on collaboration tools and another 2.5 hours daily just searching for information they need.

Herbert A. Simon, the Nobel Laureate economist, summed it up perfectly:

"What information consumes is rather obvious: it consumes the attention of its recipients. Hence a wealth of information creates a poverty of attention, and a need to allocate that attention efficiently among the overabundance of information sources that might consume it."

Now toss in constant notifications. On average, employees get distracted by new messages or emails every 3 minutes and 5 seconds, and it takes 23 minutes and 15 seconds to fully refocus. So, even if your update is important, it might show up at the worst possible time - right in the middle of someone’s deep work session.

Generic Messages That Don't Apply to Everyone

Here’s the thing about generic, one-size-fits-all updates: they don’t work. When you send the same message to everyone - whether it’s the CEO or the warehouse team - you’re essentially telling most of your employees, “This isn’t for you.”

Take this example: a message about new HR policies might be critical for managers but irrelevant to frontline workers who need operational updates instead. Over time, employees learn to tune out generic updates, mentally filing them under “not important.” This leads to what I call “update fatigue,” where even the messages that matter get ignored.

Poor Delivery Methods

Even the best content can fall flat if it’s delivered poorly. Let’s face it, email was groundbreaking in the 90s, but today it’s often more of a black hole. Many organizations still rely on outdated methods like:

• Emails that get buried in overflowing inboxes

• Clunky intranets that employees forget to check

• Bulletin boards or break room notices that miss remote and hybrid workers entirely

And in today’s mobile-first world, if your updates aren’t optimized for smartphones, you’re missing a huge chunk of your audience.

Hard-to-Read Content

Now, let’s talk about the updates themselves. If your internal communication looks like a wall of text filled with corporate jargon, you’ve already lost your audience. Dense paragraphs with no visual breaks or buried key points aren’t just boring - they’re exhausting.

Here’s a stat that should make you pause: 60% of people report high stress and burnout due to digital communication fatigue. When employees are already overwhelmed, they’re not going to spend precious energy deciphering a convoluted message. They’ll skim, get frustrated, and move on - missing critical information in the process.

No Way for Employees to Respond

One-way communication is a killer. If employees can’t ask questions, share feedback, or even point out errors, they’ll feel disconnected and disengaged. It’s like shouting into a void - why bother?

This lack of interaction is especially frustrating for employees who do want to engage. Without a clear way to respond, updates feel more like a chore than a tool for collaboration. And here’s the kicker: only 6% of employees who feel overloaded by information say they’re highly likely to stay with their current company. If communication feels like a one-way street, employees are more likely to see updates as just another task rather than something that adds value to their work.

So, what’s the takeaway? If you want your internal updates to land, you’ve got to rethink how, when, and why you’re sending them. Because right now, most of them are getting lost in the noise.

How to Make Sure Your Updates Get Read

We’ve all been there - sending out an important update only to have it ignored or skimmed over. Frustrating, right? But here’s the good news: it doesn’t have to be this way. Companies are turning things around by making their updates more targeted, concise, and interactive. Let me walk you through how we’ve tackled this at Pebb and how you can do the same.

Send Targeted Messages to Specific Groups

One-size-fits-all updates? They’re a recipe for disengagement. Think about it - does your accounting team really need a deep dive into warehouse safety protocols? Or do your frontline workers care about quarterly financial projections? Probably not.

The key is segmentation. Break down your audience by department, role, location, or even project involvement. At Pebb, our platform makes this a breeze. We create specific groups, like marketing teams for campaign updates or frontline workers for operational changes. This way, only the people who need the information get it. No more inbox overload, and no more employees tuning out because the message doesn’t apply to them.

Write Clear and Short Messages

Once you’ve nailed your audience, keep the message short and to the point. Let’s be honest - no one has the time (or patience) for a wall of text. Start with the most important information upfront. What do they need to know? Lead with that, then follow up with any supporting details.

Here’s a quick example: instead of saying, “We are implementing a strategic initiative to optimize our operational efficiency,” go with, “We’re updating how we process customer orders to speed things up.” See the difference? It’s clear, direct, and easy to digest.

Break up your text into short paragraphs - three sentences max - and use bullet points for emphasis. Bold key takeaways so readers can skim and still get the gist.

Use Visuals and Interactive Elements

Let’s face it: text-heavy updates can feel like a chore to read. That’s where visuals come in. Whether it’s an infographic, a screenshot, or a short video, adding visual elements makes your updates more engaging and easier to understand.

Videos, in particular, are a game-changer. Imagine the CEO explaining a major change in a quick, personal video - it’s far more effective than a dry email. At Pebb, we’ve seen great results with this approach, especially for complex topics.

And don’t stop at visuals. Make your updates interactive. Add a poll about a new policy or a quick survey about team preferences for the company picnic. Even something as simple as a chart to showcase sales figures can make abstract data feel real and relatable.

Time Your Updates Right

Timing can make or break your update. Did you know that internal emails sent during working hours have an average open rate of 79%? But here’s the kicker: most people open emails within the first hour of receiving them. So, sending an update at 3:00 PM on a Friday? Probably not your best bet.

Think about your team’s work habits and time zones. Are they more active in the morning? Mid-week? Plan your send times accordingly. Consistency also helps - if your team knows to expect updates every Tuesday at 9:00 AM, they’re more likely to read them. An editorial calendar can be a lifesaver here, helping you space out updates and avoid overwhelming your audience.

Let Employees Respond and Give Feedback

Here’s the thing: communication shouldn’t be a one-way street. If your updates don’t allow employees to respond, ask questions, or share their thoughts, you’re missing out on valuable engagement.

End your updates with an invitation to respond. Ask something like, “What’s your take on this change?” or “Have you run into this issue before?” And make it easy for them to share feedback - include clear instructions or contact details.

At Pebb, we’ve built this into our updates. Employees can comment, react, and share their thoughts directly on posts. This turns static announcements into dynamic conversations that actually move the needle.

How Pebb Solves Internal Communication Problems

You know the drill - scattered tools, missed updates, and that constant feeling of disconnection. It’s a headache for any company. That’s exactly why we created Pebb. Our mission? To bring everything into one place and make internal communication not just easier, but genuinely effective. Let me show you how Pebb transforms these challenges into solutions.

Pebb's All-in-One Communication Hub

Picture this: instead of hopping between Slack, email, Zoom, and that dusty intranet no one uses, Pebb combines all those tools into one seamless platform. Need to chat with a coworker? It’s here. Want to share a company-wide update? Done. Looking for someone in another department? Easy. From work chat with unlimited history to voice and video calls, a live news feed, a people directory, and even task management, Pebb covers it all.

Here’s a real example: our news feed is a game-changer for targeted updates. Let’s say leadership needs to announce a new marketing campaign. Instead of blasting an email to everyone, they can post it directly to the marketing team’s feed. Or if there’s a safety protocol update for warehouse staff, only they see it. The right people get the right info, while everyone else’s feed stays clean and focused. No more wading through irrelevant updates.

Affordable for Teams of All Sizes

Here’s the part that surprises most people: Pebb doesn’t break the bank. In fact, we offer a free plan for up to 1,000 employees. Yes, free. That includes work chat, the news feed, a knowledge library, tasks, calendar, and even unlimited clubs for team bonding. For small to medium businesses, it’s often all they need - at no cost.

Ready to grow or need advanced features? Our premium plan is just $4 per user per month. Compare that to other platforms charging $8 to $15 per user, and you’ll see why Pebb is the most budget-friendly solution out there. And here’s the kicker: no hidden fees. Everything’s included. No paying extra for features you thought were standard.

Tools That Spark Engagement

Let’s talk engagement, because it’s not just about pushing out updates - it’s about making them stick. According to Gallagher’s 2025 Employee Communications Report, 31% of companies added new communication channels to address their evolving needs. But here’s the thing: adding more tools often creates more chaos. That’s why Pebb focuses on better engagement tools within one platform.

Our analytics give you real insights. Want to know who’s reading updates, which posts are getting traction, or where engagement drops off? You’ll have the data to back it up. No more guessing - just clear, actionable insights.

And we’ve made it interactive. With features like polls, embedded videos, and comments, company updates become conversations. Employees can ask questions, share feedback, and feel heard. This isn’t just about keeping people informed; it’s about making them part of the dialogue.

Let’s not forget about accessibility. Whether your team is on the frontlines, working remotely, or constantly on the move, Pebb’s mobile-friendly design keeps everyone connected. Need to check updates during a break? Easy. Joining a quick video call from your phone? Seamless. These tools don’t just solve immediate problems - they help build a culture where engagement thrives.

Pebb isn’t just another tool; it’s the solution to the chaos of scattered communication. It’s about creating clarity, saving time, and ensuring everyone feels like part of the team. And honestly, who doesn’t want that?

Best Practices for Long-Term Success

When it comes to keeping employees engaged over the long haul, quick fixes only get you so far. Real success comes from building sustainable habits that make communication a natural part of your team’s daily rhythm. At Pebb.io, we’ve seen that focusing on a few key practices can completely transform how teams stay connected and engaged.

Spice It Up with Videos, Images, and Polls

Let’s face it - walls of text are a surefire way to lose people’s attention. In a world where employees are drowning in information, using visuals and interactive tools can make your updates stand out.

Take videos, for example. A short, two-minute message from your CEO can pack way more punch than a long-winded email about quarterly results. It feels real, personal, and far less like homework. That’s why we made sure Pebb lets you embed videos right into the news feed - it’s a game-changer for engagement.

Images work wonders too. Say you’re rolling out new safety protocols. Instead of a dense memo, try sharing a before-and-after photo. It’s quick, clear, and sticks in people’s minds.

And don’t underestimate the power of polls. Whether you’re asking for feedback on a training session or letting the team vote on vendor options, interactive elements turn passive readers into active participants. When people click, vote, or respond, they’re not just consuming information - they’re connecting with it.

Let Leaders Step Into the Spotlight

Here’s something I’ve learned: nothing builds trust like seeing leaders as real, relatable humans - not just names in an email header. When leaders show up regularly and authentically, it creates a sense of connection that drives engagement.

One way to do this is through live Q&A sessions. We’ve seen companies use Pebb’s video call features to host monthly “Coffee with the CEO” chats. No scripts, no corporate buzzwords - just open, honest conversations where employees feel heard. These sessions quickly become a highlight of the month.

Even simple video updates can make a big difference. Imagine a department head recording a quick clip explaining why a new process matters. That personal touch carries way more weight than a dry HR email. People want to hear directly from the decision-makers, especially when changes affect their day-to-day work.

The key here is consistency. Leadership visibility shouldn’t just happen during a crisis. Regular updates - whether it’s a monthly video, a quarterly all-hands meeting, or even a quick voice message celebrating a team win - build trust over time. When leaders are consistently present, it creates clarity and fosters a sense of connection that makes communication far more impactful.

Measure, Adjust, Repeat

Here’s the thing: if you’re not tracking the results of your communication efforts, you’re flying blind. Shockingly, only 56% of organizations track analytics for internal communications, and a whopping 19% don’t measure anything at all. That’s a huge missed opportunity.

At Pebb, we built analytics into the platform because understanding what works is non-negotiable. You need to know which updates your team actually reads, when they’re most engaged, and what formats resonate best. Data-driven insights can make all the difference - organizations that rely on them are nearly three times more likely to see major improvements in decision-making.

But here’s the kicker: vanity metrics like open rates aren’t enough. What really matters is whether your message led to action. Did employees understand the new safety update? Did the policy announcement clear up confusion? Internal communication isn’t just about being heard - it’s about driving behavior.

With Pebb, you can track everything from which posts spark the most engagement to the times your team is most active. You’ll even see who commented, shared, or took action based on an update. And because it’s all in one platform, you get a full picture of what’s working and where you can improve. Maybe your warehouse team loves videos, while your office staff prefers quick text updates. By aligning your approach with feedback and data, you can make sure every message hits home.

Conclusion: Better Communication Starts Now

Let me cut to the chase: when updates go unnoticed, your team’s productivity takes a hit. Buried emails, endless inbox clutter, and vague company-wide messages don’t just waste time - they breed confusion, missed deadlines, and a workforce that feels disconnected.

But here’s the thing - it doesn’t have to be this way. The strategies I’ve shared, like using targeted messaging, incorporating visuals, and prioritizing leadership visibility, can completely reshape how your team communicates. Sure, making these changes across various platforms might feel like a tall order at first.

That’s exactly why we created Pebb. It’s an all-in-one solution - chat, updates, video calls, and analytics, all in one place. And here’s the best part: our Standard plan is free for up to 1,000 employees, while Premium is just $4 per user per month. When you compare that to juggling multiple tools, it’s a no-brainer. Pebb simplifies communication and eliminates the chaos of fragmented platforms.

Your team deserves updates that matter - delivered clearly and on time. And you deserve a tool that makes this seamless. Don’t let critical information get lost in the shuffle. With the right approach and tools, better communication isn’t just a possibility - it’s something you can start achieving today. Let’s make it happen.

FAQs

How can I ensure employees read and understand internal updates?

To make sure internal updates actually get read and understood, it's all about keeping your messaging clear, concise, and tailored to your team. Think about how your employees prefer to communicate - whether it's instant messaging, email, or a platform like Pebb that combines work chat, a news feed, and more. By using multiple channels, you can ensure updates are easy to access for everyone, whether they're on the frontlines or working from a desk.

Want to make it even more engaging? Try adding interactive elements like polls or Q&A sessions. These not only make updates more dynamic but also invite feedback, turning communication into a two-way conversation. Regular updates from leadership - delivered in simple, relatable language - can work wonders for building transparency and trust across the board.

And here's a tip: tools like Pebb make this process seamless. Whether you go for the free all-in-one plan or the premium option (just $4 per user), you’ll have everything you need to streamline communication and keep everyone connected.

How does Pebb help cut through communication overload and boost employee engagement?

Pebb takes the chaos out of workplace communication by bundling everything you need - chat, news feeds, groups, and voice/video calls - into one streamlined platform. No more bouncing between apps or dealing with scattered messages. It’s all right there, keeping everyone focused on what truly matters.

What sets Pebb apart is how it tailors communication to each user. With features like personalized messaging and scheduled updates, employees get only the information that’s relevant to them - no unnecessary noise, no wasted time. And here’s the kicker: it’s just $4 per user. Whether you’re managing frontline workers or office teams, Pebb delivers a simple, budget-friendly way to make internal communication smoother and more engaging.

Why should internal updates be tailored to different employee groups, and how can this be done effectively?

Tailoring internal updates to specific employee groups isn’t just a nice-to-have - it’s a game-changer. When updates feel directly relevant to someone's role or responsibilities, they’re far more likely to pay attention. And let’s be honest, the last thing anyone wants is for important messages to get buried or ignored.

Here’s how we do it: we group employees based on things like department, role, location, or even the kind of work they do - whether they’re on the frontline or at a desk. Then, we craft updates that speak directly to what matters to each group. Tools like Pebb make this process seamless. For instance, we use Pebb’s group features to send project updates to specific teams or share location-specific news with staff in a particular area.

This personalized approach doesn’t just improve engagement; it also helps employees feel more connected to the bigger picture. When people see that the information they’re getting is tailored just for them, it builds a stronger sense of belonging and purpose within the organization.

Related posts

• 10 Best Practices for Internal Communication Success

• 7 Ways to Boost Remote Team Communication in 2025

• Why Your Internal Communication Isn’t Working (And What to Do Instead)

• Why Internal Comms Is Everyone’s Job (Not Just HR’s)