In today’s workplaces, where hybrid teams, multigenerational dynamics and skyrocketing employee expectations are the norm, traditional comms just won’t cut it anymore. Employees want communication that feels real, relatable and, dare we say it, human.
But here’s the good part. HR and leadership are perfectly positioned to make that happen. You’re the bridge between the organisation’s goals and the people who make them happen. When you embrace authentic communication, you’re not just sending emails, you’re creating trust, boosting morale and showing employees they’re more than just their job titles.
Read more: Comms to the rescue: How to boost HR's reputation
So how do you go from corporate-speak to clear, compelling communication that actually connects? Let’s break it down.
Start with clarity
Every employee has that one email they never forget. The one that was five paragraphs long, full of corporate jargon, and left them asking, “Wait, what does this even mean?”
If your message isn’t clear, you create a deep disconnect with people scratching their heads. Skip the buzzwords, acronyms and phrases like 'synergies' or 'low-hanging fruit'. Instead, cut to the chase. Employees want to know three things: what’s happening, why it matters and how it impacts them.
For example, instead of saying: “Leadership has decided to pivot our strategy toward leveraging external assets,” say, “We’re bringing in new partners to help us grow faster”. It’s simple, direct and easy to understand.
Show some personality
Internal communication doesn’t have to feel like a courtroom transcript. In fact, it shouldn’t. Employees connect with messages that feel personal, not perfunctory. This is your chance to inject some humanity into your messaging.
Consider using storytelling. Did a recent project succeed because of teamwork? Share the journey. Was there a lesson learned from a mistake? Let leadership own it and talk about what they’ll do differently. When you lead with openness, you show employees that it’s okay to be human too, imperfections and all.
Read more: Why the internal communications function is essential to retaining talent
Don’t be afraid to sprinkle in humour where appropriate. A lighthearted tone can work wonders for engagement. An executive message that starts with, “I know nobody really looks forward to quarterly updates, but trust me, this one’s worth it,” sets a completely different tone than one that dives straight into a spreadsheet.
Make it two-way
Here’s a radical thought: communication isn’t just about talking; it’s also about listening. Yet, many organisations treat internal communication like a one-way megaphone.
To create real authenticity, create spaces for employees to share their thoughts. Host AMA (ask-me-anything) sessions with leadership, run pulse surveys or create dedicated Slack channels for open feedback. Most importantly, act on what you hear. If employees see their feedback influencing decisions, they’ll feel valued and heard.
For example, employees complaining that your internal newsletter is too long and irrelevant. Make it a snappier, more engaging format with sections employees actually want, like project highlights and recognition shoutouts.
Authenticity is king
Authentic communication starts at the top. If leaders are still sending out overly formal, templated emails, the rest of the organisation will follow suit. HR can play a pivotal role here by coaching managers and executives on how to communicate in a way that reflects the company’s values.
For example, if transparency is a core value, encourage leaders to share not just the wins but also the challenges. Employees respect honesty, and it builds trust. Similarly, if inclusivity is a priority, ensure communication reflects diverse perspectives and avoids language that could feel exclusive.
Why authenticity matters
The benefits of authentic communication go far beyond warm fuzzy feelings. When employees feel connected to the messages they’re receiving, it drives real business outcomes. Trust goes up, staff turnover goes down and engagement skyrockets.
Read more: Executive buy-in of “huge importance” to comms strategy
A recent study by Gallup found that highly engaged teams see 21% higher profitability. Why? Because employees who feel informed and valued are more motivated to do their best work. And it all starts with communication.
Many organisations have found success by shifting from lengthy memos to more engaging formats like short video updates from leadership. These approaches not only grab attention but also encourage employees to respond with their own stories and ideas, creating a more connected and aligned workforce.
Start small
You don’t need to overhaul your entire internal comms strategy to see results. Start small. Write one email this week in a conversational tone. Ask for employee input during your next town hall. Replace one corporate buzzword with good old plain English.
By prioritising clarity, personality and two-way communication, you’re not just solving messaging problems, you’re building a culture of trust, alignment and connection.
So, are you ready to leave the stiff scripts behind and start speaking with your employees instead of at them? Your workforce, and your bottom line, will thank you when you do.
By Grace Lancer, founder of Grace Lancer coaching
