What HR Should Advise Managers About Internal Communication

How HR Can Guide Managers to Improve Internal Communication

Zeynep has been working in HR for over a decade. For the last two years, she’s led the internal communication strategy at her company. But something was off. In last year’s engagement survey, 24 employees left the same chilling comment: “I never get a chance to talk to my manager.” That was the wake-up call Zeynep needed.

The disconnect wasn’t just a problem for HR—it was a leadership issue. Managers weren’t communicating consistently, and that was eroding trust. So, Zeynep did something bold. She started meeting with managers one-on-one. She told them, “You’re not just responsible for business outcomes. You’re the messengers of culture, too.”

Today, those same managers host 15-minute weekly “open hours” with their teams. They use Sorwe to send real-time updates, receive feedback from employees, and monitor trends through intuitive dashboards. The result? In just one year, internal communication satisfaction scores rose by 38%.

Let’s break down what HR professionals like Zeynep are doing right—and how you can do the same.

Why Managers Must Take the Lead in Internal Communication

According to Gallup’s 2023 research, 74% of employees want more open communication with their managers, yet only 35% of managers are aware of this need. That’s where HR plays a critical role: not just as policy enforcers, but as coaches helping leaders become communicators.

Good internal communication goes beyond sending out memos. It’s about making every employee feel informed, included, and inspired.

When managers take ownership of this, they become not just people leaders, but culture carriers.

Internal Communication Strategies Every HR Professional Should Know

If you’re an HR professional looking to empower your managers, here’s where to start:

1. Understand Your Audience
Each department has different needs. A factory floor team doesn’t require the same type of messaging as a remote development team. HR should help managers tailor their tone and channel.

2. Encourage Multi-Channel Communication
Don’t limit communication to email. Video messages, quick updates via Sorwe, podcasts, or weekly recap posts can all keep information flowing in a dynamic way.

3. Share the Data That Matters
Bring engagement survey results, feedback summaries, and team insights to the table. Managers are often unaware of what their teams are really thinking.

4. Provide Communication Training
Offer workshops, templates, or even 1:1 coaching. Use internal “communication champions” as role models to encourage others.

Digital Tools and the Future of Internal Messaging

Internal communication is evolving fast. It’s no longer bound by meeting rooms or bulletin boards. With the help of digital platforms like Sorwe, managers can communicate anytime, anywhere. Here's how Sorwe is helping:

• Real-time pulse surveys to gather feedback

• Announcement modules for updates, milestones, and kudos

• Engagement dashboards to track communication impact

• Mobile-friendly tools that keep remote and hybrid teams connected

This kind of transformation means that communication isn’t a burden—it’s a strategic leadership tool.

Shaping Employee Experience Through Communication

Internal communication directly influences employee experience. When messages are inclusive, consistent, and values-driven, employees don’t just hear them—they feel them.

Imagine a weekly update from a team lead that says:

“This week we tackled a big challenge, and the credit goes to our support team. Their ideas helped us improve the process in ways we hadn’t imagined.”

This simple, authentic message includes recognition, transparency, and shared success—the trifecta of effective communication.

As an HR professional, your role is to coach managers toward this kind of messaging. Help them move from transactional updates to transformational conversations.

Final Thoughts: Communication is a Skill—Help Managers Build It

Zeynep’s story isn’t unique. Many HR professionals face the same challenge: managers who underestimate the power of internal communication. But with the right support, tools, and training, those same managers can become the most powerful communicators in the company.

HR’s job is to bridge the gap, to turn communication into a leadership competency—and to ensure it’s not just loud, but also meaningful.

With platforms like Sorwe, your managers won’t just send messages. They’ll spark conversations, drive culture, and build trust—one message at a time.