Employee Communications
& Culture

Internal communications and employee engagement strategy for organizations navigating change.

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Ineffective communication costs companies 35 +  working days per employee per year, translating to thousands of dollars in lost productivity.

These are the communications challenges that bring clients to me.

Employees fill the silence you leave.

When change is happening and leadership isn't communicating clearly and consistently, employees don't wait. They talk to each other, form their own conclusions, and share their version of events. By the time official communications are shared, the narrative has already formed without you.

The message fragments between leadership and the front line.

What leadership thinks they communicated and what employees actually heard are rarely the same thing. Without a clear, consistent messaging framework, the story changes as it moves through managers and teams, creating confusion, inconsistency, and resistance that slows execution.

Change fatigue sets in long before the change is complete.

When organizations undergo large volumes of change, often stacked on top of another, employees gradually and quietly disengage. When employees stop understanding why change is happening or believing in where the organization is headed, culture erodes before the business has a chance to move forward.

79%

of employees globally report they are disengaged at work.

Are your employees working for or against you?

GALLUP — STATE OF THE GLOBAL WORKPLACE, 2025

Where I can help

Comprehensive Communications Strategy

End-to-end messaging frameworks, channel planning, and brand alignment that give your organization a clear, consistent voice across every audience. The strategy is built around your business objectives, not pulled from a generic template.

Board, Executive & C-Suite Communications

Trusted counsel and hands-on support for leadership communications during transitions, organizational change, and large-scale transformation. We bring objectivity and help leaders communicate clearly and confidently at the highest levels ensuring their message lands with clarity and impact.

Crisis Communications

When a cyberattack, service failure, or reputational issue demands an immediate response, the first 24 hours are decisive. Rapid strategy, clear messaging, and experience helps your organization get ahead of the story rather than spend weeks reacting to it.

Media Training

Preparation and coaching for leaders facing media scrutiny, analyst questions, or public-facing communications. Spokespeople who are prepared and confident control the message.

Communications Audit

An objective assessment of how your organization communicates externally, identifying gaps, inconsistencies, and missed opportunities before they become reputational risks. Practical recommendations your team can act on immediately.

Reputation Audit

A focused look at how your organization is perceived across key stakeholder groups, and where that perception doesn’t match the story you want to tell. It’s the starting point for strengthening and repositioning your reputation.

Helping a growing logistics company communicate through expansion.

The Situation:

When Volk Transfer, a Mankato-based logistics company, added XXX sq. feet of warehouse space, they doubled their capacity. With aggressive growth goals and increased capacity, employees were charged to think differently.

That’s where a communications audit helped them to identify what was working and where gaps existed. With busy workloads and limited resources, every channel had to work and every message had to resonate

The Work:

[Jennifer to complete — specific description of the internal communications approach. Suggested areas to cover: how employee communications were structured across the organization, approach to change messaging during acquisitions and integrations, specific programs built and launched including leadership awards, ERGs, and brand ambassador initiatives, and how engagement and eNPS were measured and improved.]

The Outcome:

[Jennifer to add specific measurable results — engagement score improvements, eNPS movement, retention outcomes, or any specific cultural initiatives that had measurable impact.]

"Jennifer has a rare ability to connect strategy to story — aligning communications that engage employees, strengthen culture, and build confidence with investors, customers, and partners."

BOB UDELL FORMER PRESIDENT & CEO, FIDIUM

Your situation, not a template.

 
01

Understand first.

Before any strategy is built, we spend time learning the organization and where communication is actually breaking down. Every situation is different. A merger looks nothing like a restructuring, and a leadership change is also unique. 

02

Build around your situation.

Every recommendation is built around your people, your culture, and your goals. That covers everything from messaging frameworks and leadership communications to engagement programs and audit recommendations.

03

Deliver alongside you.

Change rarely goes exactly as planned. New challenges come up, employee sentiment shifts, and messaging has to adapt. We stay with you through execution so you're not facing an unexpected moment without experienced support.

Common questions

  • Usually within a week. Once we have had an introductory call, we can begin reviewing your current communication approach and priorities right away. Every engagement starts with understanding your priorities and what’s changing. We can move at the pace your organization needs.

  • We work collaboratively with HR and view them as a key partner. We help clarify and strengthen messages HR leaders are already delivering, ensuring communication reaches employees where they are, connects them to purpose and priorities, and reinforces trust.

  • It’s a facilitated process that helps leadership teams define and align around their core purpose, values, and strategic direction. Through structured conversations and practical tools, we translate that clarity into messaging that flows through every level of the organization from the front line to the boardroom. 

  • Both. Many clients bring us in during active transformation, but the most effective work often starts earlier building a communications plan and discipline before change accelerates. This foundational work helps leaders communicate with confidence when change occurs.  

  • Engagements vary, and often begin with an internal communications audit or a discovery phase to understand current communication practices and employee sentiment. From there, we design a tailored framework based on your needs, which may include leadership messages, manager toolkits and employee engagement strategies. We stay with you through execution to ensure impact and goals are met.

  • Success is measured by clarity, alignment, and employee engagement. We look at how well employees understand priorities, how feedback flows through two-way channels, and how consistently leaders communicate. Over time, we track engagement scores and qualitative feedback to see how understanding and connection improve. The goal is sustained engagement, not just a short‑term lift in metrics. 

01. Book a call | 02. Tell me what you’re navigating | 03. I’ll tell you whether I can help

Let’s talk about your situation

If improving employee engagement is a priority, a 20-minute introduction call is the right place to start.