When company leaders set the strategy, we’ll help you prepare employees to take action. We’ll develop a communication program that engages employees about their roles, boosts understanding of complex topics and integrates strategic messages into existing communications.

During the pandemic, we learned employees turn to their organizations for information and reassurance. And preparation is key to ensure stakeholders stay focused. We’ll develop a comprehensive internal communication crisis plan, customized to meet the unique needs of your organization.

Once a crisis hits, the need for quick, responsive communication grows exponentially. We’re here to help with fast planning and implementation support during every step of the crisis: from the ambiguity of the first few days to keeping employees engaged and resetting priorities after the crisis is over.

If you’re making changes to benefits, wellness or compensation programs, it’s important that employees understand how these changes will impact them. We’ll develop HR communication that creates deep understanding, so employees know what to expect and what they need to do next.

The biggest challenge with communicating IT system changes is translating technical jargon so employees understand what’s changing and how it affects them. Whether you’re launching a new IT system or upgrading software, we’ll create a communication strategy that simplifies complex topics, so employees get it.

Major initiatives—such as reorganizations or cost reduction efforts—require effective communication to be successful. We’ll communicate change to employees with the goals of reducing anxiety and helping them understand what to do differently.

To ensure a smooth transition during a merger or acquisition, it’s important to communicate with employees at every stage—from announcement through integration. We’ll develop an employee communication plan that explains how the change affects employees, manages communication during the “quiet period” and jump-starts change with motivational “day one” communication.

Communicating leadership changes builds employee confidence in a new leader’s vision for the organization. We’ll develop visibility for new leaders by creating a 90-day plan, which includes engaging road shows, social media involvement, virtual forums and presence across existing channels.

Transitioning to a completely remote workforce—or a combination of on-site and remote employees—is a large, complex task. We’ll create a communication plan that will keep employees focused, and ensure they stay connected and engaged with one another after the transition.