How to Build a Connected and Engaged Workforce

Effective internal communication is more than just sending emails and scheduling meetings. It’s about creating an environment where employees feel informed, engaged, and connected to the company’s mission. However, many organizations still struggle to get it right.

A 2024 report by Gallagher found that 60% of organizations lack a long-term internal communication strategy, leading to employee confusion, disengagement, and even turnover. Meanwhile, companies with strong internal communication are 3.5x more likely to outperform competitors.

So, how can HR leaders improve internal communication to build a stronger, more engaged workforce? Let’s explore.

The Cost of Poor Internal Communication

When internal communication fails, productivity suffers, employees become disengaged, and company culture weakens. Here’s what happens when communication isn’t prioritized:

1. Decreased Employee Engagement

Gallup’s research shows that only 32% of employees feel engaged at work, and poor communication is one of the biggest reasons why. When employees don’t understand company goals or feel unheard, motivation drops.

2. Higher Turnover Rates

A study by McKinsey found that companies with ineffective communication experience up to 50% higher turnover rates than those with strong communication strategies. Employees who don’t feel connected to their company’s vision are more likely to leave.

3. Productivity Loss

Poor communication is estimated to cost large businesses $62.4 million per year in lost productivity. Employees waste time searching for information, attending unnecessary meetings, or waiting for critical decisions.

4. Workplace Confusion and Misinformation

Without clear communication, employees often receive mixed messages, leading to misunderstandings and mistakes. This can cause delays in projects, misalignment between teams, and even customer dissatisfaction.

How to Improve Internal Communication in 2024

The future of work demands a more connected and dynamic approach to internal communication. Here’s how HR leaders can drive real change:

1. Embrace Digital Communication Tools

Traditional email chains and outdated intranet systems no longer meet the needs of modern workplaces. Digital platforms like Sorwe offer:

• Real-time updates and announcements

• Employee engagement surveys to measure communication effectiveness

• Anonymous feedback tools to encourage honest conversations

By adopting a centralized, mobile-friendly communication platform, companies can ensure employees stay informed no matter where they work.

2. Foster a Culture of Open Communication

Employees want to feel heard, not just informed. Companies that encourage two-way communication see higher engagement and trust. This can be done through:

• Town hall meetings with live Q&A

• Regular pulse surveys to gauge employee sentiment

• Leadership transparency—leaders should openly share challenges, goals, and company changes

3. Tailor Communication for Different Audiences

Not all employees process information the same way. HR teams should segment communication based on:

• Departments (e.g., Sales vs. IT may need different updates)

• Generations (Millennials and Gen Z may prefer video or chat-based communication, while older employees may prefer email)

• Work models (Hybrid and remote employees need different engagement strategies than in-office teams)

4. Reduce Email Overload and Meeting Fatigue

Overcommunication can be just as damaging as poor communication. The average worker receives 121 emails per day and spends 31 hours per month in unproductive meetings. Instead of overwhelming employees, HR can:

• Use concise, engaging formats like short videos or infographics

• Create a clear communication policy to define when and how to use different channels

• Encourage asynchronous communication for remote teams to improve efficiency

5. Recognize and Celebrate Employee Contributions

Employees feel more connected to their workplace when their contributions are acknowledged. 89% of employees say recognition improves engagement, yet many companies overlook it. Simple ways to integrate recognition into internal communication include:

• Featuring employee success stories in company updates

• Publicly recognizing team achievements in newsletters or all-hands meetings

• Using digital peer-to-peer recognition platforms for real-time appreciation

Measuring Internal Communication Success

Simply implementing new communication tools isn’t enough—HR teams need to measure effectiveness and continuously improve. Key metrics to track include:

1. Employee Engagement Surveys

Regular pulse surveys can measure whether employees feel informed and connected. Platforms like Sorwe offer real-time insights into engagement levels.

2. Email and Intranet Engagement Analytics

HR can track email open rates, click-through rates, and intranet activity to see if employees are actually engaging with company updates.

3. Feedback Loops

Encouraging employees to share feedback on internal communication effectiveness can help refine strategies over time. Anonymous feedback tools ensure honest responses.

The Future of Internal Communication: A Strategic HR Priority

Internal communication is no longer just an HR function—it’s a business-critical strategy that impacts employee engagement, retention, and productivity. Companies that prioritize clear, transparent, and engaging communication will not only build stronger teams but also gain a competitive edge in today’s workforce.

With tools like Sorwe’s AI-driven internal communication platform, HR leaders can centralize communication, gather real-time feedback, and create a more engaged workforce. The future of work is connected—make sure your organization is too.

Is your internal communication strategy ready for the future? It’s time to take action today.