Poor internal comms is already costing you — here’s how to prove it

How to prove your impact — and finally get the IC budget you deserve

Let’s face it: Internal communications (IC) aren’t always easy to quantify.

You know comms are essential. You see them driving engagement, alignment, and performance day in, day out. But proving their value in concrete, CFO-friendly terms? It’s tough.

Nevertheless, in today’s climate of tighter budgets and rising expectations, proving your value is mission-critical. It’s the only way to prevent comms from being overlooked and underfunded.

So whether you’re pitching for an employee app, new digital signage, manager training, listening tools, or an extra pair of hands on the internal comms team, demonstrating ROI can help unlock the IC investment you need.

Want CFO support for your internal communication strategy? Here’s how to prove internal comms ROI to your finance team.

Internal communication is a business driver, not a nice-to-have

We know. We’re preaching to the converted here. But internal communications isn’t just message-sharing and storytelling. It’s a performance-enabling must-have within any organization.

Effective internal communications are linked to:

• Faster change adoption
• Higher employee engagement and retention
• Improved efficiency and productivity
• Fewer safety incidents
• Improved customer service and satisfaction

And bad internal communication? That costs US businesses up to $1.2 trillion every year. It leads to increased stress, lower productivity, strained relationships, missed deadlines, and lost business.

There’s a lot at stake. But not everyone within every organization is on the same page. Just 22% of IC professionals feel their leaders are advocates for internal communication. And — despite deserving a seat at the table — many IC leaders are still left out of strategic conversations.

This can make it tough to get C-suite buy-in — and the investment you need to improve internal communications across your organization.

So how do you convince leadership that internal communication plays a crucial role in achieving company objectives? Let’s take a look.

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Speaking CFO: Translating comms wins into business metrics

You may be nailing your internal communication KPIs. But what do these stats mean to your finance team? As one internal communicator put it in Gallagher’s annual Employee Communications Report survey:

“Amongst the wealth of data we have, we need to choose the information that matters most to leaders. All the other stuff we need to keep for ourselves. Don’t overwhelm people with numbers.”

You need to frame internal comms outcomes in finance-friendly terms to prove your value. So put a figure on it. For example:

You’re achieving a 96% read rate for critical comms. This means you reach 9,600 employees within 24 hours. That’s equivalent to saving X hours and $X in manager cascade time.

Keen for more ideas? Here are some common internal comms metrics along with their CFO translations.

Employee understanding

> Reduced errors > Lower risk and liability costs

With access to clear, consistent information, employees comply with your policies and are less likely to make errors that hurt workplace safety or the customer experience. Want that in dollars? US businesses spend more than $1 billion per week on workplace injuries alone.

Message reach

> Workforce alignment > Reduced risk and rework

When your messages reach the right people at the right time, everyone stays aligned on priorities and processes. This minimizes confusion, reduces compliance risk, and cuts down on costly mistakes or duplicated effort.

Increased shift coverage

> Reduced overtime and agency spend

Operations run smoothly when employees receive clear information on available shifts and their upcoming shift schedules. Your organization functions at full capacity without racking up costs on agency workers or overtime pay.

Speedy message delivery

> Improved productivity > Lower personnel costs

When your team has the internal communication tools and channels they need to quickly and reliably send out messages, they (and your managers) gain extra hours in the workday. That means more time for value-add tasks — and a better employee cost-per-hour ratio.

Higher staff retention rates

> Reduced recruitment and training costs

Effective comms improve employee retention and save your company money. Gallup estimates that replacing a frontline employee costs 40% of their salary. This rises to 80% for employees in technical roles and 200% for leaders and managers.

Improved employee engagement

> Better morale and alignment > Lower absenteeism and attrition costs

IC drives engagement. And engaged employees show up, stay longer, and do better work. They’re also less likely to take time off sick. Companies with high levels of employee engagement experience a 78% decrease in absenteeism and its associated costs.

Behavior change

> Operational compliance > Lower incident and training costs

Effective internal comms drive action. And when communication leads to measurable behavior change (for example, increased policy adherence or fast adoption of new procedures), it directly contributes to fewer accidents, less downtime, and more efficient onboarding.  

Employee advocacy score

> Enhanced employer brand > Reduced recruitment marketing costs

When employees speak positively about your brand, it builds trust and attracts talent — without you needing to splash out on big marketing campaigns. A strong employer brand narrative can cut cost-per-hire by up to 50%.

Employee satisfaction

> Improved morale, productivity, and retention

Deliver engaging internal comms and you improve the employee experience. And that makes a big difference to your bottom line. Companies that make the Fortune 100 Best Companies to Work For® List deliver stock market returns 3.5 times greater than their peers.

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Proving your IC business case with data

81% of internal communicators say they use data to demonstrate the value of comms. They’re measuring things like reach, understanding, behavior change, and comms satisfaction.

Don’t know where to start with internal comms data? Here are a couple of places to look.

Platform analytics

If you’re already using an internal communication platform, look at your analytics. You can track metrics like platform adoption, content consumption, content engagement, and message response rates. You can also look at which communication channels are most and least effective.

Employee feedback

Use surveys, polls, and listening tools to find out what employees think of your internal communications. Ask how comms impact their productivity, workplace relationships, engagement, and loyalty. And consider making your surveys anonymous to ensure open and honest responses. 

Listening tours

A listening tour goes deeper than an employee survey. You can use focus groups, 1-to-1 interviews, and workplace walk-throughs to gather rich, qualitative comms feedback from employees.

Other stakeholders

Talk to HR, ops, IT, and line managers. Maybe your IT team is overwhelmed with intranet support requests. Or your HR team spends hours every day on manual tasks that a self-serve system could handle in seconds. Other stakeholders often have data and stories you can use to build a cross-functional business case.

Why ROI is often even bigger for deskless teams

Frontline employees have been left behind when it comes to internal comms. 63% of desk-based employees rate internal communication as excellent. But just 55% of frontline employees agree.

Deskless teams often lack corporate email, have limited access to a desktop computer, and rely on word-of-mouth or manual communication channels.

But ineffective frontline communication creates huge business risks.

It adds to already high rates of frontline employee churn. It also leads to missed shifts, policy breaches, and safety failures. And it puts the managers tasked with endlessly sharing and clarifying comms at risk of burnout.

Ready for the good news? Fixing IC for frontline teams often delivers faster and more significant returns for your organization.

When comms are mobile, targeted, and trackable, you can transform the frontline experience. Just take a look at Elara Caring, a large home care organization.

A couple of years ago, Elara’s 32,000 carers were disconnected. They had no corporate email or phone numbers. They spent their days caring for clients in their homes, so had limited opportunities to pool their knowledge and connect with co-workers.

To book carers onto shifts, managers had to call their personal phones, one by one. This meant hundreds of unfilled shifts every week and hours of manager time wasted.

Now, thanks to IC investment, Elara Caring has transformed the frontline experience — and the company’s bottom line.

The company uses Blink’s internal communication platform — including instant messaging, shift swap functions, a news feed, and employee surveys — to reach all employees, no matter where they spend their work day. 

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Get CFO buy-in: Tips for structuring your business case

Data acts as your foundation. But to seal the deal, you need more than just a spreadsheet full of stats. Here’s how to build a business case that resonates with your CFO.

Follow a formula

When presenting a business case for more employee communications investment, try following this formula:

Problem → Business risk → Solution → Financial impact → Request

This helps you present a focused and logical argument — and hone in on the financial impacts that matter most to your CFO.

Revise and refine

Turned down for IC investment? Don’t be too disheartened. We’ve heard of finance teams who routinely test commitment to a project this way. So go back with stronger data and a clearer story and you may have better luck next time.

Tell the story

Yes, numbers matter — but (as internal communicators know well) so does a compelling story. There are lots of ways to bring your data to life.

Perhaps the investment you’re asking for is equivalent to the cost of a coffee for every employee. Maybe you can share real-world examples or employee quotes. Or paint a picture of how organizational goals will be impacted if you don’t get the financial support you need.  

Take digital tools for a test drive

If you’re looking for budget for new internal communications tools, demo them first. That way you can give a first-hand account of your chosen solution’s pros and cons alongside a detailed quote. Also, share platform stats and reviews along with the names of high-profile organizations already using the tool. 

Make internal communications impossible to ignore

Internal communication is integral to the health of any business. It impacts employee morale, productivity, retention, customer satisfaction, and business agility — big, bottom line-boosting stuff. 

If you aren’t already, it’s time to gather data that proves your value, then present it in terms your CFO can relate to. 

Tech tools with built-in analytics are a godsend. But you can also collect data from employee surveys and from other stakeholders within the business. 

However you do it, proving the ROI of internal communications will help you secure the backing and the budget you need to take IC at your org to the next level. 

‍Blink. And discover how internal communicators will power the future of work.

The first days in a new job are always a little stressful. There are faces and names to remember, new systems to learn, and a ton of information to process.

A good onboarding program alleviates some of that stress. It gives employees the information and support they need to quickly acclimatize to their new role.

But onboarding programs aren’t as good as employees would like them to be. According to a survey by payroll company Paychex, only 52% of employees say they’re satisfied with the onboarding experience at their current job.

The research also revealed that poor onboarding can lead to:

• Disorientation
• Feeling undervalued
• Losing trust in the organization
• Losing interest in the role

An employee’s first few months at your organization are crucial to employee retention. We know that up to 20% of new hires quit within the first 45 days of employment and that, by 90 days, almost a third of new employees have chosen to leave.   

To prevent your newly hired talent from going the same way, it may be time to rethink onboarding.  

Good onboarding goes beyond orientation. It’s a program of employee engagement that starts before an employee arrives for their first day and continues for up to a year.

At this point, it blends seamlessly with your employee engagement strategy to sustain engagement and retention over the entire employee lifecycle.

In this post, we’ll be looking in detail at what you can do to engage employees — from recruitment to an employee’s first day to their annual review and beyond.

Ready to engage new employees from day one? 

An overview of the employee lifecycle

We can break the employee lifecycle down into five key stages. These are:

Attraction — The employer branding, recruitment marketing, and job ads that introduce potential applicants to your organization.

Recruitment — The process of shortlisting, interviewing, and hiring employees.

Onboarding — Assimilating new hires into your organization through a comprehensive training and coaching program.

Development — Giving employees the training and development opportunities they need to progress in their careers.

Separation — Parting on good terms so that ex-employees will continue to act as employer brand advocates.

At every stage of the employee lifecycle, you need to incorporate employee engagement and retention strategies. These will help to ensure employee satisfaction long term.

Some things should come as standard. A positive workplace culture. Co-worker connection. Open company-wide communication. Employees should also get the training, resources, and tech tools they need to succeed in their work.

These engagement essentials apply to every employee, at every lifecycle stage. But you can also tailor strategies to the tenure of each individual. Engagement and retention success requires a blend of broad, ongoing initiatives and targeted interventions at key points in the employee lifecycle.

The importance of employee engagement through onboarding and beyond

To keep employees invested in their work and your company, you need an engagement strategy that starts and ends strong. It should begin before a new hire’s first day — where it sets the scene for the employee experience — and continue beyond their last.

Get it right and here’s what you can expect for your organization.

Better productivity and performance

Engaged employees are invested in their work and your company. This means they’re more likely to work hard. They’re happy to collaborate and innovate. They’re committed to quality and make fewer mistakes.

Improved employee retention rates

When you make a success of employee engagement throughout the employee lifecycle, workers are less likely to leave your organization. There are lots of benefits associated with employee retention. These include reduced recruitment costs, improved employee training, and improved customer relationships.

Stronger workplace culture

Engaged employees contribute to a strong workplace culture. They’re confident in their roles and resilient to stress. They demonstrate collaboration, trust, and motivation — helping to amplify workplace values.

Increased business profits

According to Gallup’s State of the Global Workplace report for 2024, sustained employee engagement helps organizations achieve their goals. Benefits include:

• a 23% increase in profitability
• a 17% increase in productivity
• a 10% increase in customer loyalty

You also reduce costs associated with recruitment.

How to engage workers at every stage of the employee lifecycle

So we’ve covered the employee lifecycle — and why employee engagement is important for your business. Now, let’s look at what you can do to improve engagement and retention at every lifecycle stage. 

Attraction

At this first stage of the employee lifecycle, it’s all about employer branding. You need to get clear on your brand — then, create engaging content, job ads, and job descriptions that showcase it. 

Just be sure that your branding accurately reflects who you are as an organization. It should create realistic expectations for prospective employees so there’s no confusion when a new hire starts work.

Work on employee engagement throughout the rest of the lifecycle and existing employees will do some of this hard work for you. If they feel engaged, they’re more likely to share their positive employee experience — in online employer reviews and via word of mouth. This makes it easier to attract talented candidates. 

Key employee engagement tasks:

• Clarify your employer brand
• Create content that showcases your employer brand
• Write detailed job descriptions

Recruitment

How you treat candidates during the recruitment process is important. It helps to establish your workplace culture in the minds of candidates. It also impacts employee engagement during this lifecycle phase and beyond.

So aim for a speedy recruitment process, punctuated with reliable and engaging communications. Show appreciation for the time candidates spend on their applications and try to reply to everyone who applies, even those who are unsuccessful.

Also, highlight your company values as often as possible. Make it clear what matters to your organization and how people achieve success there.  

Key employee engagement tasks:

• Streamline your recruitment process so candidates aren’t left waiting
• Highlight workplace culture in comms and interviews
• Use candidate communications to thank candidates for their time and effort

Pre-boarding

Once a candidate has accepted your job offer, you can start giving them the support and resources they need to hit the ground running.

So give them practical information, like where they should go and what they should wear on their first day. Send over a copy of the employee handbook and get them started on new hire paperwork.

Also, help them to build some early connections. Get their manager to send a friendly note and — if you have lots of new hires starting at the same time — put them in contact with each other via your company intranet or app. That way, they’ll know at least one familiar face.

You might like to send a small gift to your new hire, too. A welcome package, including items like cookies or a coffee mug, helps to create a sense of belonging before employees even step through the door.

Key employee engagement tasks:

• Send a gift
• Give employees access to useful information
• Introduce employees to at least one manager or employee

Day one

First impressions are difficult to change and we know that 44% of new hires regret their decision after the first week.

But we also know that 69% of employees are more likely to stay with a company for at least three years after a great onboarding experience. So start as you mean to go on. 

Before your new hire arrives, tell the relevant team to expect them and prep any essential devices, passwords, and resources. Set them up an account on the company intranet or app.

During the first day, give employees a clear point of contact. This could be a manager, buddy, or mentor — someone they can turn to with their questions or concerns. Also, give them clear information on their role and assign lots of time for relationship-building — with managers and co-workers.

The priorities for this first week are practicalities, culture, and connection. Focus on these areas and don’t overwhelm your new hires with too much information. 

Start by establishing the basics. For example, for frontline workers, you may like to begin by training them in essential health and safety protocols. You can then build on this foundation logically over the next weeks and months.

Also, make sure that new hires find it easy to access the information they need during these early days. In frontline organizations, a mobile-first digital solution — with all tools and resources available via one dashboard and one login — works best. 

That way, employees don’t have to track down a paper manual to read up on policies. Or go to a more experienced member of staff to get answers to their FAQs. They have essential onboarding resources at their fingertips. This speeds up their learning.  

Key employee engagement tasks:

• Ensure your new hire’s workstation, log in details, and passes are ready to go
• Introduce your employee to other members of the team
• Introduce your new hire to the employee app and its onboarding resources
  

Day 30

At this point in the employee lifecycle, your new hire is probably feeling more familiar with the basics of your organization. But onboarding is far from over. Employees are still learning the ropes and need ongoing support.  

So conduct regular check-ins. These meetings are an opportunity to find out what extra training your new hires might need. They’re a chance to highlight areas of achievement and to provide constructive criticism. 

Clear expectations are also important. Work together to set goals for the next couple of months and for the first year.   

Encourage employees to share their thoughts too, either in these face-to-face meetings or with the help of anonymous survey tools.

Find out what they think of the onboarding and employee experience so far. Ask about the quality of the information provided and the pace of delivery. Employee answers will help you improve your onboarding process for future hires.

Key employee engagement tasks:

• Send out a survey to assess the initial onboarding experience
• Conduct regular check-ins
• Set goals for 90 days and the first year

Day 90

Three months in, your employee should now feel like a productive member of their team. They’re contributing in a meaningful way towards company objectives.

So now’s the time for another review. This is another chance to discuss progress, celebrate achievements, and review any goals you set in previous meetings.

You could also try to broaden an employee’s experience at this point. Perhaps there are new projects or responsibilities an employee could take on. Or useful connections they could build with other teams or departments.

It’s also helpful to outline what career paths are available within your organization. In frontline organizations, particularly. Here, it can be hard for new employees to visualize where they go from the shop floor or the warehouse.  

Mapping the opportunities available helps keep people engaged and invested in their work. It gets them thinking about a long-term future at your organization, too.  

Key employee engagement tasks:

• Review goals and progress toward them
• Recognize and praise success
• Discuss career paths along with learning and development needs

Day 180

Mid-way through an employee’s first year is another great point for engagement intervention. You should ensure that employees are getting training and development opportunities that align with their career goals.

Supporting employees to network is also important. Encourage them to take part in employee communities and company-wide committees. Keep planning social events that support team building and co-worker connection.

Also, remind employees of your open-door policy. They should know who to turn to — and feel comfortable raising their problems and questions.

Key employee engagement tasks:

• Enroll employees in learning and development programs
• Plan social activities that widen an employee’s network
• Remind employees of your open-door policy

Day 365

After a year in the job, it’s time for a celebration. Recognize your employee for all they’ve achieved in their first 365 days by posting a message of appreciation on the company news feed. That way, co-workers can add their own congratulations, too.  

Now is also a great time to give and gather employee feedback. In the annual performance review, highlight employee successes and areas for improvement. Set new goals for the coming year.

To get honest employee feedback, use a mix of surveys and 1:1 meetings. Get employee satisfaction scores. Then, use them alongside other employee engagement KPIs to find out how your organization has performed over the first year of the employee lifecycle.  

Drill down into the data to find particular teams, managers, or departments that aren’t producing the employee retention and engagement you’d hope for. Then use your findings to make data-backed improvements.

Key employee engagement tasks:

• Recognize this milestone!
• Conduct an annual performance review
• Look at surveys and analytics to assess your onboarding process

One year +

As we mentioned earlier, employee engagement and retention efforts don’t end after the first week, the first month, or even the first year of the employee lifecycle.  

A year in, you should strive to maintain a positive and inclusive workplace culture. You should prioritize clear and effective internal communication using dedicated employee communication tools. You should continue to recognize and reward good work.

Training is also still important. As well as offering learning and development opportunities, you may like to consider stretch assignments or lateral moves so employees continue to feel challenged and engaged in their work.

If an employee decides to leave, conduct timely exit interviews and surveys. Find out why employees are leaving and what would convince them to stay.

Supportive, two-way conversations at this point in the employee lifecycle can help you identify and rectify engagement issues, making your organization an even better place to work. They also increase your chance of ex-employees becoming loyal employer brand advocates.

Key employee engagement tasks:

• Continue to recognize and reward employee work
• Support employees to achieve their career goals
• When an employee leaves, conduct exit interviews and surveys

Using technology to boost engagement throughout the employee lifecycle

Improving employee engagement across the whole of the employee lifecycle improves retention, productivity, and business profits. But completing tasks in line with key lifecycle milestones inevitably adds to the workload of already stretched managers and HR teams. 

This is where the right technology — like a modern intranet or an employee app — makes things easier. By giving employees access to an intuitive, digital platform, you benefit from the following. 

Surveys. You can use an employee app or modern intranet to send surveys to employees. Because these surveys come in a user-friendly format, you get more responses and more useful data.

A centralized hub. You can give employees access to a digital hub. This contains useful onboarding information like policy documents, FAQs, and a people directory. It also provides easy access to other workplace tools, like learning and development software.

Recognition. With the help of an engaging company news feed, it’s easy to share recognition with employees and the wider company, too.

Automation. The right tech will send automated messages and surveys as employees reach each new milestone, taking the pressure off your managers and HR team.

Communication channels. Employee communication tools make it easier for you to conduct 1:1s and share company culture with all employees — including those who work remotely or at the frontlines of your organization.

Data. You can see how new and seasoned employees interact with your chosen platform, getting to know which content best engages your workers and spotting engagement issues early. 

Analytics. Analytics and reporting features help you understand survey responses and identify gaps in your engagement strategy.

Here at Blink, our employee super-app provides all of the above to every employee’s smartphone.

You can use Employee Journeys — along with features like surveys, recognition, and a content hub — to deliver a personalized content path for employees.

With our app, you can automate need-to-know messages and milestones from day one of the employee lifecycle, supporting a comprehensive and consistent onboarding, training, and feedback experience.

If you’d like to learn more about Blink and what it can do for employee engagement throughout the employee lifecycle, schedule a personalized demo today.

ClearBox validates Blink’s leadership in the future of the intranet market

For the fourth year running, Blink has been recognized as a standout platform in the annual ClearBox intranet market report — and this year’s results come with an even stronger signal.

The ClearBox Consulting Intranet and Employee Experience Platforms Report 2026 confirms what Blink customers already know: the intranet market may be mature, but it hasn’t converged. And Blink continues to lead where it matters most.

In fact, Blink is the only vendor in the entire report to achieve a perfect 5/5 score in any category, earning top marks for Mobile & Frontline Support.

Here’s how ClearBox summed it up:

“Blink is an engaging, social and truly mobile-first platform, ideal for organizations with a high percentage of frontline and deskless employees.”

Let’s break down what the report assessed — and what this year’s findings mean for buyers.

About ClearBox

ClearBox Consulting is an independent intranet and digital workplace consultancy that helps organizations select, design, and evolve the right intranet and employee experience platforms.

Trusted by global brands including Unilever, PlayStation, GlaxoSmithKline, and Bayer, ClearBox is known for its rigorous, vendor-agnostic evaluations and practical buyer guidance.

Each year, ClearBox reviews 20 leading intranet and employee experience platforms, scoring them across eight core criteria and sharing detailed insights into where each vendor truly excels.

What does the ClearBox report assess?

ClearBox evaluates platforms against eight key criteria, including:

• User experience and visual appeal
• Community and engagement
• Publishing and communications management
• Mobile and frontline support
• Governance, administration, and vendor maturity

The research also incorporates customer feedback, pricing considerations, and product roadmaps — giving buyers a clear picture of both current capability and future direction.

You can explore the full findings here: ClearBox Intranet and Employee Experience Platforms Report 2026

Where Blink stands out in 2026

Mobile and frontline support — perfect score, category leadership

Once again, Blink leads the market in mobile and frontline delivery — but this year, the result is definitive.

Blink is the only platform to receive a perfect 5/5 score for Mobile & Frontline Support across the entire vendor landscape.

This isn’t incremental improvement. It’s category leadership in the fastest-growing, most underserved segment of the workforce.

Blink was built mobile-first from day one — not retrofitted for frontline teams later. Employees can access everything they need through a single, secure app, without a company email address or desktop login. Offline access, frontline-native UX, and intuitive navigation ensure that critical information reaches everyone, everywhere.

ClearBox highlights Blink’s structural advantage here, noting that desktop-led intranets consistently under-serve frontline workers — a gap Blink was designed specifically to solve.

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User experience built for adoption — not training

Blink continues to earn top marks for user experience and visual appeal, thanks to its clean, social-style interface that mirrors the consumer apps employees already use.

ClearBox notes:

“Blink delivers an engaging, social experience and practical tools for communication, collaboration and productivity, without overwhelming users with complexity.”

From a feed-first experience and Stories to rich multimedia content and communities, Blink makes communication feel familiar, fast, and engaging — driving adoption without heavy change management.

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What ClearBox is really telling the market in 2026

Beyond individual scores, this year’s report delivers a clear message to buyers: the intranet market is mature, fragmented, and outcome-led.

There is no longer a single “do everything” platform that wins across every category. Instead, vendors lead by solving specific problems for specific audiences.

For Blink, that market context matters.

ClearBox’s findings validate Blink’s long-standing strategy of not chasing feature sprawl, and instead focusing relentlessly on communications effectiveness, frontline reach, and measurable engagement.

Key signals from the report include:

• Internal communications teams are increasingly the primary buyers — not IT
• Mobile and frontline delivery is no longer optional
• Governance, moderation, and trust are critical as platforms become more social
• Buyers want practical AI embedded into real workflows, not hype

Blink aligns with each of these shifts — by design.

Enterprise governance, without killing engagement

As platforms become more social, ClearBox notes that governance and risk management are back in focus — especially for large, complex organizations.

Blink balances engagement with control through:

• Community permissions and moderation tools
• Timed log-outs for frontline safety and compliance
• A relevancy-based, algorithmic feed that balances reach with oversight

The result is social communication that scales inside the enterprise — not in spite of it.

What this means for buyers

If your priorities include:

• Communications effectiveness
• Frontline reach
• Mobile-first delivery
• Governed, measurable engagement

The ClearBox 2026 report shows that Blink consistently outperforms broader, heavier platforms where it counts most.

Blink isn’t trying to be everything to everyone. It’s focused on helping organizations reach 100% of their workforce — and prove the impact of doing so.

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Some more highlights from the ClearBox report

Here’s what else ClearBox had to say about Blink:

“Today, Blink continues to stand out for its mobile-first design and intuitive user experience, making it a strong choice for organizations with frontline workers.”

“The platform’s personalised feed and simple navigation give employees quick access to relevant content.”

“Blink also excels in onboarding and adoption support, offering practical features like QR code access and in-person onboarding events.”

“Overall, Blink is a strong choice for organizations prioritising mobile engagement, particularly those with large frontline populations.”

And here’s what customers interviewed by ClearBox said about their experience with Blink:

“Our users find it easy to use and intuitive, boosting activation and engagement rates.”

“It’s easy to download, the UI is simple and familiar, and it’s been a gamechanger for our company since launch.”

“Blink has completely transformed how we communicate. Our frontline teams finally feel connected and included.”

“Blink makes work feel more connected. It’s like a social hub where everyone — whether in the office, on the frontline, or remote — can share updates, celebrate wins, and find what they need fast.”

“We’ve leaned hard on them to make some changes specifically for us and they have been extremely accommodating to our timelines to make it happen.”

“While they have lots of big clients, they always make you feel like you are their only customer. They are a fantastic bunch!”

“The Blink team has been a true partner from day one. They’re proactive, responsive, and invested in our success.”

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Looking ahead

ClearBox doesn’t just validate Blink’s performance this year — it validates Blink’s direction.

Blink wins when:

• Communications is a strategic function, not a broadcast channel
• Frontline workers are first-class citizens, not an afterthought
• Mobile is the primary experience, not a companion app
• Outcomes matter more than feature checklists

Bottom line: The ClearBox 2026 report confirms that Blink isn’t chasing the past of the intranet market — it’s aligned with its future.

Why look for a Staffbase alternative?

Staffbase has become a popular internal communications platform, particularly for large organizations looking to modernize their intranet. It offers personalization, branded employee apps, and strong publishing tools. But many companies — especially those with distributed or deskless workforces — are starting to feel the platform’s limitations.

If your goal is to engage every employee, not just those behind a desk, you may need more than what Staffbase can offer. Common reasons teams start exploring Staffbase alternatives include:

• Low adoption among frontline workers or non-desk employees
  
• Limited functionality beyond comms and content publishing
  
• Slow rollout times and high implementation costs
  
• Dependence on corporate emails or M365 environments
  
• Lack of integrated workflows, like scheduling, surveys, or task management
  

In short, if you're looking for more than just a modern intranet — if you need a platform that drives action, not just communication — it’s worth exploring alternatives built for today’s workforces.

What to look for in a Staffbase alternative

Not every internal comms platform is built the same. When searching for a Staffbase alternative, it’s important to evaluate tools that prioritize ease of use, adoption, and flexibility — not just content publishing.

Here are the key features and traits to look for:

#1. Mobile-first design

Choose a platform designed for mobile from the ground up — not just one that adapts desktop intranets into an app. This ensures frontline, field, and shift-based workers are truly included.

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#2. No email required

Many of today’s employees don’t have a company email. Platforms like Blink eliminate this barrier, allowing you to onboard and engage your entire workforce seamlessly.

#3. Unified employee experience

Look for more than just comms. The best platforms integrate communication with operational tools like schedules, task lists, surveys, HR links, and document access — all in one place.

#4. High adoption & engagement rates

Adoption is everything. A Staffbase alternative should show real-world data that proves high usage — not just licenses sold.

#5. Quick implementation

Complex rollouts kill momentum. Favor platforms that offer plug-and-play setups, pre-built templates, and fast deployment (especially for time-sensitive initiatives).

#6. Integrations with key systems

Ensure the platform integrates easily with your HRIS, payroll, scheduling tools, Microsoft 365 or Google Workspace, and other core systems to avoid silos and duplicated work.

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#7. Analytics, insights & feedback loops

It’s not enough to send messages — you need to know who saw them, how they responded, and what’s working. Built-in analytics and pulse survey tools help you improve continuously.

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Top 10 Staffbase alternatives (ranked)

#1. Blink – Best overall alternative to Staffbase

Best for: Companies prioritizing adoption and utility.

Blink is the most comprehensive Staffbase alternative, designed to connect every employee — whether they work behind a desk, behind a counter, or out in the field. Unlike Staffbase, which often centers around publishing and personalization for office workers, Blink unifies communication, engagement, and productivity into one mobile-first app.

For organizations seeking a comprehensive and intuitive employee platform, Blink delivers. It offers rich features like content sharing, forms, chat, and analytics, all within an easy-to-use mobile and desktop experience that scales across departments.

Why organizations switch from Staffbase to Blink:

• No company email required — reach 100% of your people
• Combines communication and action: from news to tasks and HR tools
• Market-leading usage and adoption rates
• Quick rollout and self-serve administration
• Loved by global brands like McDonald’s, Shake Shack, Elara Caring, and Stagecoach

Pricing: Custom pricing
Gartner Rating: 4.8/5

Blink goes beyond engagement — it delivers true connection, across every role and region.

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#2. LumApps – Best for Google Workspace & Microsoft 365 integration

LumApps offers a personalized digital workplace experience and integrates well with Google and Microsoft ecosystems. It's strong in content delivery and social sharing, but its frontline functionality is limited.

Pros: Deep Google/Microsoft integrations, personalization
Cons: Less effective for non-desk workers
Pricing: Custom pricing
Gartner Rating: 4.3/5

#3. Connecteam – Best for operational frontline use cases

Connecteam is a mobile-first app that includes scheduling, time tracking, and forms — making it ideal for operations-heavy teams. However, it lacks richer communication or storytelling tools found in Blink or Staffbase.

Pros: Operations tools like checklists and timesheets
Cons: Basic internal comms capabilities
Pricing: Starts at $29/month for 30 users
Gartner Rating: 4.4/5

#4. Workvivo – Best for culture sharing

Workvivo focuses on building community and culture through its social intranet experience. With features like activity feeds and shout-outs, it helps employees stay connected and recognized.

Pros: Social feed, culture-first messaging
Cons: Limited in tasks, shift planning, or document handling
Pricing: Starts at $20k/year
Gartner Rating: 4.7/5

#5. Interact – Best for traditional intranet buyers

Interact enables top-down and bottom-up communication with its mix of content publishing, document management, and collaboration tools. It is designed to adapt to a wide range of industries and team structures.

Pros: Policy management, advanced intranet architecture
Cons: Less dynamic for mobile teams
Pricing: Contact for quote
Gartner Rating: 4.3/5

#6. Simpplr – Best for modern intranets

Simpplr offers an elegant, personalized intranet experience. It’s visually engaging and great for corporate comms, but may fall short on engaging field teams.

Pros: Sleek UX, solid integrations
Cons: Limited frontline experience
Pricing: Custom
Gartner Rating: 4.6/5

#7. Haiilo – Best for content planning & analytics

Haiilo excels in structured comms workflows — ideal for campaign-based content teams. It performs well in content scheduling and measurement, but lacks deeper interaction features.

Pros: Editorial planning, analytics, targeting
Cons: Feels like a CMS, not a people-first app
Pricing: Custom
Gartner Rating: 4.1/5

#8. Unily – Best for enterprise customization

Unily is a feature-rich platform best suited for global organizations needing tailored experiences. It comes with powerful multilingual support and personalization but requires more setup and resources.

Pros: Deep customization, localization
Cons: Slower implementation, high complexity
Pricing: Custom
Gartner Rating: 4.3/5

#9. Beekeeper – Best for shift-based comms

Beekeeper focuses on messaging, forms, and workflows for shift-based teams. While great for ops, it may lack strategic communication depth.

Pros: Real-time ops tools
Cons: Limited comms campaigns or culture-building tools
Pricing: Custom
Gartner Rating: 4.6/5

#10. MangoApps – Best for tool consolidation

MangoApps offers everything from messaging to LMS to file storage. It’s ideal for companies looking to replace several internal tools at once — but may require significant configuration.

Pros: Versatile, broad feature set
Cons: Can feel cluttered or complex
Pricing: Custom
Gartner Rating: 4.4/5

Final thoughts: Move beyond the intranet

The internal communications landscape is shifting — and fast. Traditional intranet-style platforms like Staffbase, while once a step forward, are struggling to meet the needs of today’s increasingly mobile, distributed, and deskless workforces. If your platform only reaches office-based employees or requires complex setup to stay relevant, it may be time to move on.

The best Staffbase alternatives go beyond publishing news and announcements. They connect your people to what matters — whether that’s critical updates, shift schedules, HR tools, or each other. They simplify access, streamline workflows, and actually get used every day.

Blink leads the way as the all-in-one employee experience platform built for real-world teams — from the breakroom to the boardroom. It delivers unmatched adoption, mobile-first utility, and a unified experience your entire workforce can rely on.

If you’re ready to:

• Replace your intranet with something employees actually use
• Reach 100% of your workforce — not just the ones with email
• Bring communication, tasks, schedules, and engagement into one platform

…then Blink is the best place to start.

The intranet software market just got a remix

For years, the intranet market has been quietly humming in the background — necessary, but rarely exciting. Static sites, low adoption, and an “if it ain’t broke” mindset have kept things predictable.

But the rhythm of work has changed. Employees expect consumer-grade experiences that rival modern social platforms, and organizations need platforms that actually connect people — not just store documents.

Enter 2025’s Gartner® Magic Quadrant™ for Intranet Packaged Solutions, where Blink made its debut — not just as a newcomer, but as the market’s most exciting Challenger. It’s a milestone that says as much about where the market is heading as it does about where we stand.

The significance of a Challenger debut

The Gartner Magic Quadrant is one of the most respected evaluations in enterprise technology. Each year, Gartner assesses intranet providers on Ability to Execute and Completeness of Vision, mapping them into four quadrants: Leaders, Challengers, Visionaries, and Niche Players. Decision-makers around the world look to this report for support and validation in their platform investments.

Being named a Challenger means two things:

1. We’re executing at a high level.
   
2. We’re pushing the market forward with a bold, differentiated vision.
   

For us, debuting in this position validates years of momentum — from scaling frontline employee engagement to redefining what an “intranet” even means. But more importantly, it signals a broader shift: The industry is ready for something more human, more connected, something more vibrant.

A new rhythm for the digital workplace

The modern intranet is no longer a static homepage. It’s a living, breathing ecosystem that powers communication, culture, and connection across every corner of an organization — from HQ to the shop floor.

This report reflects that evolution. It highlights the growing importance of frontline access, intelligent content, and designing for the employee experience. These aren’t fringe capabilities anymore — they’re must-haves.

That’s exactly where Blink has been leading:

• Frontline-first design that reaches the 80% of workers traditional intranets forget.
  
• Mobile-native experiences that fit the way people actually work.
  
• Analytics and insights that make employee engagement measurable, not mythical.
  
• AI-powered communication tools that help leaders connect with clarity and scale.
  
  

In short: Blink isn’t playing the same old tune. We’re remixing the intranet into something people actually want to use.

Why this matters for buyers and the market

For IT, HR, and communications leaders, Gartner’s recognition offers something invaluable: confidence. It confirms that the market is moving toward solutions that are not only functional but felt — favoring all-in-one employee experience platforms that drive adoption, engagement, and belonging.

Blink’s debut as a Challenger underscores three broader trends shaping the intranet software landscape:

1. People-first design is now non-negotiable: Usability, accessibility, and experience aren’t nice-to-haves; they’re the new foundation. Platforms that feel like consumer apps are setting the bar.
   
2. The frontline workforce is being reconnected: Enterprises are realizing that true culture and communication can’t stop at the office door. The intranet must extend everywhere work happens.
   
3. The era of “static sites” is ending: Modern intranets are dynamic platforms integrating AI, video, and microapps — enabling communication, knowledge, and action in one place.
   
   

Gartner’s report confirms what many leaders already feel: The traditional intranet model is out of sync with how work happens today.

The Blink perspective: Challenger as a mindset

Being named a Challenger isn’t about position — it’s about posture.

At Blink, we see this as validation and responsibility. Validation that our people-first approach is working. Responsibility to keep raising the tempo for what’s possible in the digital workplace.

We’re here to make work feel better — for everyone. That’s why we obsess over adoption. Why we invest in intuitive design. Why we believe that when every employee has a voice, the whole organization moves faster.

As our CEO Sean Nolan puts it:

“We’re not here to play the same tune as everyone else. We’re spinning the future of work — remixing the intranet into something vibrant, exciting, and actually worth using.”

What comes next

The intranet category is in transformation — and Blink’s debut marks a turning point. The market is hungry for connection, simplicity, and meaning at work.

Blink’s vision is to meet that need head on:

• Powering culture with live video and storytelling
  
• Unlocking insight with intelligent analytics‍
• Delivering experiences that feel as good as they perform
  
  

The recognition from Gartner is both a milestone and a launchpad. Because being a Challenger isn’t the end of the story — it’s the start of the remix.

Read the full report

Get your complimentary copy of the Gartner® Magic Quadrant™ for Intranet Packaged Solutions (2025) to explore the full market landscape, compare vendors, and see how the industry’s next chapter is being written.

👉 Download the report

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‍

“Dear Employee, your GTK forms are now Available in the YTG portal, Please fill them by Thu so they can be processed by MONDAY. Thank you!!!!”  

Internal messages like these are liable to confuse your audience.

Grammar mistakes, inconsistent capitalization, and workplace jargon make internal communications confusing. A lack of personalization and an ill-defined tone of voice make it unengaging.

The result? Your audience doesn’t understand your message — or chooses to ignore it because it holds no interest.

We know that ineffective communication costs businesses up to $15,000 per employee per year. So consistent, effective, and engaging communication has to be the standard.

An internal communication style guide helps your communicators post content that ticks all these boxes. Let’s look at what a style guide is — and how to create one — so you can ensure clear employee communication and a positive employer brand image.

What is a business communication style guide?

A business communication style guide is a document that details the content and writing standards you want internal communicators to stick to.

It includes rules on things like grammar, formatting, writing style, word choice, and tone of voice. It offers guidance on how to make content more interesting, relevant, and easy to digest. It may also provide information on how to create and format multimedia content.

Your internal communicators can refer to these standards whenever they create content, ensuring that everything is kept consistent, no matter who is writing or posting.

This makes your internal messages easier for employees to understand. It also supports your internal communication strategy. Because when employees are used to receiving clear and relevant messages, they’re much less likely to switch off from employee communications.

A style guide keeps everyone on the same page at all times. And it embeds a shared understanding of internal content creation throughout your company.

How to write your internal communication style guide: a template

Internal messages should be as concise as possible. The same goes for your internal communication style guide.

Nobody in your company wants to spend hours reading through a list of rules before they publish an internal communication message. So don’t be tempted to write reams.

It may help to look at style guide examples and templates — like the one we’ve included here — as inspiration. There’s broad consensus on what good internal messaging looks like. So most style guides contain a lot of the same information.

However, you will need to add company-specific guidance relating to your brand personality, tone of voice, and any particular language you want to use or avoid.

With all that in mind, here are the basic components you’ll need to include in your workplace communication style guide, along with some tips.

Introduction

The first section of a style guide is the introduction. It explains the basics of the guide, like how to use it, why it’s important, and what it includes.

The VA.gov style guide hits on all these points. It provides a straightforward experience for everyone, regardless of whether they’re viewing the guide for the first or tenth time.

To ensure people can use your guide as a reference, create a list of contents and use linked subheadings. That way, users can jump straight to the information they need.

A few internal communication principles

A good business communication style guide doesn’t just cover specific rules for workers to follow. It also shares the underlying internal communication principles behind those rules.

With knowledge of these principles, content creators can make the right editorial call, even in situations the guidelines don’t cover.

Here are some of the golden rules to include for content creators in your internal communication style guide.

Stick to the four Cs: Internal communication should be correct, clear, concise, and conversational. So fact check each piece of content. Ensure your primary message shines through. Say what you want to say in as few words as possible. And write in a way that reflects how real people talk to one another — using everyday words and phrases.

Understand your audience: Plan your content before you start writing. As you form an outline, ask yourself:

• What are the key things you want to convey?
• Who is this message for?
• What will the target audience want to know?
• What is their likely state of mind when consuming the content?

This will help you write cohesive content that gets to the point and answers employee questions.

Be clear and helpful: Break down complex messages into simple, bite-size chunks. Put the most important piece of information at the start of your content. Also, break up paragraphs and sentences to make them more digestible for readers.

Make it human: It’s much easier to connect with individual people than with an inanimate organization. So use words like “we” instead of your company name. And use the word “you” to talk to employees directly.

X Blink is looking for employees who want to volunteer with a local charity.

✓ We’re looking for employees who want to volunteer with a local charity.

X Employees can get involved by clicking this link.

✓ You can get involved by clicking this link.

Write inclusively: Only refer to a person’s disability, age, race, religion, gender, or sexual orientation if it’s relevant to the context of your content.

Grammar and punctuation

The third part of your internal communication style guide is all about the mechanics of writing.

Of course, you can’t cover every single grammar rule here. But you can give guidance regarding the most common grammatical errors and inconsistencies. Here are some ideas.

Ampersands: Don’t use ampersands (&), whether in titles, subtitles or the body of a message. Use the full word “and”.

Commas: Don’t forget to add the serial comma (also known as the Oxford comma), in lists of three or more items.

X In his award speech, Tom Cruise mentioned his parents, Steven Spielberg, and Martin Scorsese.

✓ In his award speech, Tom Cruise mentioned his parents, Steven Spielberg and Martin Scorsese.

Contractions: Contractions make your writing feel less formal. So use them in all your internal communications.

X We will have more news for you soon.

✓ We’ll have more news for you soon.

Be careful with common contraction errors. Writers often confuse “its” with “it’s”.

“Its” is used to show possession:

• The HR team has its away day on Monday.

“It’s” represents the phrase “it is”:

• It’s the HR team away day on Monday.

Also, avoid non-standard contractions like “should’ve” and “would’ve”.

Exclamation marks: Some writers are prone to using lots of exclamation marks. This can come across as overly informal or a little aggressive. However, the occasional exclamation mark can make a message seem more friendly. Be clear on whether and where you want communicators to use them.

Accuracy and spelling: Ensure that your content is free from errors. Use a spell-checker to catch mistakes you might have overlooked. And proofread everything before submitting it for publication or distribution.

Style and formatting

Style and formatting are all about how you want communicators to use language — and how you want them to present their message on the page.

Acronyms and abbreviations: These can cause confusion, particularly for new employees. So try to avoid them. When absolutely necessary, write the full version of the acronym or abbreviation the first time it appears in a piece of text.

For example:

• The customer experience (CX) team achieved their target this quarter.

Then use the acronym or abbreviation throughout the rest of the text.

In some cases, when an acronym or abbreviation is commonly used in the English language, you don’t need to spell the full word out.

Some examples: Mr, Ms, Ph.D

Capitalization: Use sentence case capitalization for page titles, subheadings, text links, and buttons.

X The Ultimate Internal Communication Style Guide

✓ The ultimate internal communication style guide

Remember that proper nouns (names of specific people, places, or organizations) are always capitalized, wherever they appear. And ALL CAPS should be avoided at all costs. They make a reader feel like you’re shouting at them. 

Dates and times: Dates are displayed differently in different countries. To avoid any confusion, write dates in their full format.

X 11/12/2026

✓ November 12, 2026

Don’t abbreviate days of the week or months of the year. For example, write “Monday” not “Mon” and “January” not “Jan”.  Also, write noon and midnight, rather than 12:00 p.m. and 12:00 a.m.

Bullet lists: Bullet lists make content easier to scan and understand. If there are three or more concepts in a sentence, try putting them in a bullet list instead.

When writing bullet lists:

• Capitalize the first letter of each bullet point
• Keep each list item short (no more than one or two lines)
• Use a parallel structure (start each point in the same way —for example, with a verb or a noun)

Links: The links you include in your content should feel natural and intuitive. They should show readers where to click and where the link will take them.

When creating links:

• Use descriptive language
• Hyperlink the most relevant text
• Avoid making the hyperlinked text too long

Headings and subheadings: Use headers and subheads to organize your content. This breaks text up and makes it easier to read.

Paragraphs and sentences: Keep the majority of your sentences and paragraphs short. Long blocks of text can be overwhelming for a reader, particularly if they’re reading content on a small mobile device screen. 

Here’s a quick rule of thumb:

• No more than 25 words in a sentence
• No more than three sentences in a paragraph

Numbers, weights, and measures: Write numbers one to nine as words. Write numbers 10, 11, 12, and so on as numerals. Write out fractions as words, using hyphens. For example, two-thirds or three-quarters.

Decide whether to write out or abbreviate weights, measures, and currencies. For example, decide between:

• % and percent
• kg and kilograms
• € and euros

Vocabulary: Highlight the correct form of commonly misspelled or incorrectly formatted words — particularly those your organization uses regularly. Ensure that your company name, company locations, and hyphenated words are written the same way across all content. 

Context-specific formatting: Perhaps news feed posts shouldn’t exceed a specified word count. Or you don’t want communicators to use emojis in emails. Explain any style and formatting rules related to the internal communication channels you use.

Writing voice and tone

This is where your business communication style guide is likely to feature lots of unique content. It’s all about the brand personality you convey — and how you make employees feel.

Start by thinking about your brand personality and values. Then, imagine your brand as a person.

Ask yourself how that person would speak and the kind of words they’d use. Perhaps their speech is polished and motivational. Or maybe they prefer to talk informally, throwing in the odd joke.

In this part of your internal communication style guide, describe what your brand personality is and isn’t. Also, give written examples that show communicators how to convey this personality across internal communications.

But remember that — while brand voice is a fixed thing — your tone can vary.

You may like to adapt your tone according to each communication channel and message format — or for different audience segments. If this is the case, give examples of how to adjust the tone for different scenarios.

Beyond the specifics of your brand voice and tone, there are a few foundations of good internal communication to keep in mind.

Use active voice: Using active voice instead of passive voice makes your employee communication more engaging and energetic.

X The training day was delivered by Amy.  

✓ Amy delivered the training day.

Be open and transparent: Transparent communication builds trust. This contributes to a positive company culture. So when creating internal communications, use a tone that is approachable and honest. Be as open as possible, particularly where mistakes have been made.

Also, invite employee feedback to respond to your communications. In doing so, you establish two-way communication, giving employees a voice and discovering useful perspectives.

Be respectful: As we mentioned earlier, inclusive language is essential for internal comms. Ensure you speak to all employees as equals. Don’t patronize and don’t highlight company hierarchy unnecessarily.

Be direct and to the point: Your employees want to learn the most important details of your message as quickly as possible. Keep your copy short without missing key information. Also, include a clear call to action so employees know what to do next.

Keep it positive: We’re not saying you should gloss over bad news. But where possible, use a positive tone when writing internal messages. Avoid cynicism and sarcasm.

Write with a conversational tone: Make text easy to understand by writing in Plain English. Pick short, simple words over long, complicated ones.

It can help to read your writing out loud. If you wouldn’t use particular words or sentence structures when talking to someone face-to-face, try editing your copy to make it more conversational.

For example:

X  Blink is a software solution for frontline-centric organizations.

✓ Blink is an employee app for companies with a big frontline workforce.

Multimedia content

Text may be the foundation of internal communications. But multimedia content is incredibly engaging for employees. 

If you regularly create content like videos, images, infographics, or audio, tell your team how this media should be presented. Here are some of the things you might like to cover.

Branding: If graphics and videos need to feature the company logo, company colors, or specific fonts, tell creators how you want them to incorporate your branding. Also, give guidance on whether stock photography is acceptable.

Quality and formats: Detail the minimum resolution of images, the maximum file size of multimedia content, the required quality of audio, and preferred file formats.

Accessibility: Give instructions on alt tags, contrasting color palettes, and any video caption requirements to ensure your multimedia content is accessible to all employees.

A final note on creating your internal communication style guide

An internal communication style guide acts as a reference. Your communicators can use it to improve your internal communication, making it more consistent, engaging, and effective.

Many of the guidelines in an internal communication style guide cover best practices. These can be applied to almost any organization. But you need to adapt your guide so it reflects your branding, your tone of voice, and the needs of your employees.

It can help to treat your guide as a work in progress. Once you have a guide in place, you can add to it. Any time you see an error or an inconsistency in your internal communications, update your style guide to prevent similar mistakes in the future.

We hope this template speeds up the creation of your internal communication guide. Good luck with your first draft!

Read more: 11 engaging ideas for your internal communication plan