Imagine internal communications as the central nervous system of an organisation. It carries messages, drives responses, and ensures every part of the body (teams, departments, and employees) functions harmoniously. But much like any intricate system, if signals don’t reach the right places in the right way, dysfunction follows—whether in the form of missed deadlines, disengaged employees, or underwhelming town hall attendance.
For organisations with a young workforce (ages 25–35), effective internal communication is less about broadcasting information and more about understanding people. It’s about tapping into their needs, behaviors, and motivations—translating communication into action, whether that’s reducing coding errors, increasing event participation, or improving collaboration.
So, how can leaders refine their internal communication strategy for this dynamic group? Let’s break it down.
- Speak Their Language, Not Just Your Message
Picture this: You’re driving through a foreign country with road signs in a language you don’t understand. Would you feel confident reaching your destination? Unlikely. This is how employees feel when messages are loaded with corporate jargon or generic directives.
Younger employees value clarity and authenticity. They’re used to digestible, conversational, and direct communication—think social media updates, not corporate memos. Instead of a lengthy email outlining company goals, consider bite-sized updates, interactive Q&A formats, or engaging visuals that quickly convey key messages.
Example: Instead of “Please adhere to the latest compliance framework updates,” try “Here’s what’s changing, why it matters, and what you need to do—quick, simple, and no corporate-speak.”
- Make Communication a Two-Way Street
Internal communication often feels like a one-way street—leaders send messages, and employees are expected to absorb and act. But younger professionals expect more of a roundabout—a space where they can engage, ask questions, and provide feedback.
Encourage interactive communication by creating open channels. Whether through real-time polls, internal social platforms, or digital forums, giving employees a voice strengthens engagement and trust. If they feel heard, they’re more likely to listen.
Example: Before rolling out a new IT process, create a Slack poll or a quick survey: “What’s your biggest challenge with the current system?” This ensures communication isn’t just top-down but collaborative.
- Use Behavioral Triggers to Drive Action
Ever noticed how fitness apps nudge users with reminders, progress trackers, or small rewards? That’s behavioral science in action—using cues and reinforcements to encourage specific actions.
Internal communication should do the same. Whether reducing coding errors or driving town hall attendance, the key is making the desired action easy, relevant, and rewarding.
Example: To boost participation in learning initiatives, rather than a generic “Attend this training,” use a personalised approach:
“Hey [Name], based on your last project, this training could help sharpen your skills. Plus, it’s only 30 minutes!”
Small nudges like personalisation, deadlines, and social proof (“90% of your team has already registered!”) make employees more likely to act.
- Format Matters: Make it Quick, Visual, and Mobile-Friendly
Think of traditional emails and newsletters as bulky textbooks. Now, think of social media posts as digestible flashcards. Which one do younger employees naturally gravitate toward?
Most employees aged 25-35 prefer quick, visual, and accessible formats. Lengthy emails get ignored, while short videos, infographics, or interactive content grab attention. Mobile-friendly communication is also essential—if a message can’t be easily read on a phone, chances are it won’t be read at all.
Example: Instead of a 500-word email about a new HR policy, send a 60-second explainer video or a carousel-style infographic breaking it down into key takeaways.
- Build a Culture of Transparency and Trust
Imagine walking into a room with frosted glass walls—you can see movement but not what’s happening. That’s what unclear communication feels like to employees.
Younger professionals value transparency. They don’t just want to be informed about what’s happening—they want to understand why. Leaders should communicate not just decisions but also thought processes, challenges, and company direction in an open, honest manner.
Example: Instead of announcing, “Department X is being restructured,” share, “We’re restructuring Department X to better align with our strategic goals. Here’s what’s changing, what it means for you, and what’s next.”
- Reinforce the Purpose Behind the Message
People don’t just engage with tasks—they engage with purpose. If employees see how their actions contribute to a bigger goal, they’re more likely to participate.
Example: Instead of saying, “Please update your project status weekly,” connect it to a purpose: “Updating your project status ensures smoother collaboration and prevents last-minute bottlenecks.”
Communication that Drives Action
Effective internal communication isn’t just about sending messages—it’s about shaping behavior. For younger employees, that means communication must be:
- Clear and relatable—ditch corporate jargon for conversational, human language.
- Interactive and responsive—make engagement a dialogue, not a monologue.
- Behaviorally smart—use nudges and incentives to drive the right actions.
- Visually compelling—swap long emails for videos, infographics, and mobile-first formats.
- Transparent and purposeful—explain the “why,” not just the “what.”
When internal communication resonates with how people think, act, and engage, it becomes more than just information—it becomes influence. And that’s how organisations create lasting impact, one message at a time.
The views and opinions published here belong to the author and do not necessarily reflect the views and opinions of the publisher.
Problem-solving for leaders is her superpower, and communication is her strategic tool of choice. As a student of human behavior, she brings deep understanding of people into solutions, crafting communication that inspires action.
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