January is the month for starting afresh, so if your internal communications fell flat in 2024, now is your opportunity to make an impact.
We always recommend doing an annual communications audit, as the data will show you what worked well for your organisation and what areas need improvement. Employee feedback is a great way for you to get valuable insights and understand what changes they would like to see to help them feel connected, motivated, and well-informed.
Whether your colleagues need more accessible content or more consistent messaging throughout the year, there are some common challenges that arise with internal communications.
Let’s look at five impactful strategies to revitalise your internal communications in 2025.
1. Create a centralised communication hub
If your colleagues are having to look in several different places for updates and important information about their rewards or day-to-day workload, they’re likely to switch off and disengage. Streamline this process so your colleagues can access information with ease and reduce the time spent switching between applications.
How: Use platforms like Slack or Microsoft Teams that integrate with other work apps, allowing seamless updates and alerts from multiple sources. Set up channels for different departments (e.g. marketing, HR or product), specific projects, or even social groups where team members can find resources, ask questions, and collaborate. You could also have a dedicated “announcements” channel for important company-wide updates that everyone needs to see.
2. Encourage two-way feedback
If you’re not capturing regular data, you risk sending out redundant communications to your colleagues without truly engaging them. What is it they want to see more or less of? Do they understand and make use of their benefits? If not, then what are the barriers? Start meaningful conversations with them to understand their habits and behaviours.
How: Ensure your colleagues’ thoughts, feelings and concerns are heard. Create opportunities and channels for them to give regular feedback both anonymously and in-person. This approach builds trust, engagement, and a culture of open communication, helping leadership understand issues that may need addressing. But don’t stop there – keep your teams updated on the progress and next steps so they’re encouraged to keep sharing feedback.
3. Shake things up with digital solutions
At Eximia, we champion digital solutions such as videos and microsites and produce some amazing content for our clients. They offer the perfect opportunity to get creative with branding, experiment with characters and voiceovers, and engage employees in a different way. In fact, video is 80% more effective than print, so if engagement is your goal for 2025 then video should be one of your focus areas.
How: Do you have an important launch or announcement coming up? Share a video or animation instead of a lengthy email, while still conveying the same message. Visual and interactive content tends to be more engaging and memorable, enhancing comprehension. Your colleagues can easily replay, share and comment on your video further extending its reach.
4. Develop a “rewards success story” series
When it comes to your rewards, your colleagues may value hearing from other colleagues who have benefited from them. Whether you share case studies from people who’ve joined your share plan, or those who have utilised your wellbeing benefits, this confirmation can help others to make their own informed decisions.
How: Share stories of how employees have used specific rewards, whether it’s a professional development stipend, a wellness perk, or a travel allowance. Include photos and testimonials from employees about how the rewards have positively impacted them. Real-life success stories make rewards more relatable and demonstrate their value, motivating others to take advantage of what’s available.
5. Introduce quarterly rewards Q&As
If your colleagues only hear about their rewards once or twice a year, they probably need a reminder of what’s on offer. Don’t assume they know more than they do or are searching for this information themselves. A regular Q&A encourages transparency and shows a commitment to empowering your colleagues.
How: Host a live Q&A or Ask Me Anything (AMA) session with HR or the leadership team, focused on rewards and benefits. Allow employees to submit questions anonymously to make it comfortable for everyone. This is a chance for leadership to help employees gain clarity on eligibility criteria, how to access rewards, and any other burning questions. Try running these sessions quarterly or bi-annually.
These strategies encourage employees to see internal communications as an opportunity to connect and participate, rather than just being spoken to. Importantly, they facilitate an environment where employees are empowered to access, share, and act on the information they receive.
Feeling inspired? Get in touch to learn more about our animation and video and digital solutions services.
