Introduction
Companies that neglect internal communication don’t just misinform — they disrupt culture, sabotage strategy, and reduce engagement. Studies show that a significant portion of companies lack long-term internal communication strategies. For example, a survey mentioned by the Comunitive portal revealed that 60% of companies do not have a defined strategy for their internal communications.
This lack of strategic planning can lead to serious consequences, such as employee misinformation and decreased work efficiency. Data from Oak Engage, cited by UpSoul, shows that 74% of employees feel they do not receive enough information about the company, and 86% of employees and executives identify lack of collaboration and inefficient communication as causes of workplace problems.
Therefore, investing in effective internal communication strategies is essential to keep employees informed, engaged, and aligned with organizational goals — promoting a more productive and cohesive work environment.
How Internal Communication Affects Culture and Strategy
The absence of a long-term internal communication strategy can profoundly impact organizational culture and even undermine business strategy execution. Here’s how this plays out in practice:
1. Fragmented Culture
Without clear and consistent communication, different departments form their own interpretations of company values and objectives. This creates cultural misalignment and makes it difficult to build a cohesive environment.
Example: A company that claims to value innovation but doesn’t communicate or recognize innovative practices ends up discouraging them in practice.
2. Resistance to Strategy
Employees who don’t understand — or don’t see meaning in — the company’s strategy tend to resist change, inadvertently sabotage strategic plans, or simply disengage.
Without a well-communicated “why”, bold goals become just “orders from above.”
3. Loss of Engagement and Purpose
Internal communication helps people see the impact of their work. Without it, employees often feel disconnected from the organization’s greater purpose.
This can increase turnover and reduce productivity.
4. Misaligned Decisions
If strategy and values aren’t well communicated, day-to-day decisions rely on personal or operational criteria rather than strategic goals.
This creates friction and outcomes that may contradict what the company is trying to achieve.
A strong culture depends on strong communication. And without a strong culture, no strategy can stand. Internal communication isn’t just a “notice board” — it’s the silent engine behind culture, engagement, and strategy execution.
Strategic Internal Communication Checklist
Turning internal communication into a strategic ally requires more than good intentions — it requires method. The checklist below serves as a practical tool to assess whether your company is building communication that strengthens culture, engages employees, and supports organizational goals. It can be used as a starting point for diagnostics, action plans, and more conscious decisions about how, when, and what to communicate.
1. Strategic Foundations
- Are the company’s values clearly defined and communicated?
- Are the mission and vision known by all employees?
- Is the strategy (goals and priorities) translated into accessible language for all areas?
2. Communication Channels
- Is there a balanced mix of formal and informal channels (e.g., email, intranet, bulletin board, meetings, chats)?
- Are the channels adapted to the employee profile (operations, admin, hybrid, etc.)?
- Is there an active (and used) feedback channel?
3. Frequency and Rhythm
- Are there regular communication rituals (e.g., weekly newsletter, monthly leadership meetings)?
- Do leaders communicate regularly with employees?
- Are strategic initiatives supported by planned communication campaigns or actions?
4. Leadership Communication
- Are leaders trained to communicate clearly, consistently, and inspiringly?
- Is there alignment between leadership speeches and company actions?
- Do local managers reinforce key messages with their teams?
5. Monitoring and Adjustments
- Are there indicators of internal communication effectiveness (e.g., climate surveys, engagement in channels)?
- Does the communication team monitor and adjust actions based on data and feedback?
- Is internal communication integrated with HR, Culture, and Strategy?
6. Connection to Culture and Strategy
- Do internal success stories reinforce company values?
- Are strategic changes communicated with context and purpose?
- Does internal communication reinforce the desired behaviors in daily operations?
Conclusion
Internal communication is more than message delivery — it’s about cultivating culture, aligning actions, and building living strategy. In times of constant transformation, companies that communicate well take the lead. Those that don’t risk losing their most valuable asset: the engagement of their people.