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.

Source: Axios HQ’s 2025 State of Internal Communications Report

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 we can help

Where I can help

  • Internal Communications Strategy

    Clear, consistent communication plans that reach every level of the organization. Employees stay informed and aligned with where the business is headed, rather than filling the gaps with their own version of events.

  • Internal Communications Audit

    An objective review of how communication moves across your organization. It identifies where the message breaks down and surfaces practical recommendations your team can act on immediately.

  • Strategic Clarity Framework

    A facilitated process for leadership teams to define and align on purpose, values, and strategic direction. When leaders are clear on what matters most, that clarity flows through every message, decision and stakeholder group.

  • Employee Engagement Strategies

    Engagement programs and recognition frameworks that connect employees to something beyond a job description. Teams connected to the organization's mission are more productive, resilient  and better equipped to navigate change.

  • Change Management Communications

    Communication strategies to support restructuring, acquisitions, and major organizational change. A plan including clear, consistent messaging that reduces anxiety and maintains momentum when circumstances shift.

  • Town Hall and All-Hands Messaging

    Preparation and strategy for the moments when leadership addresses the entire organization. The right message, delivered through the right channel, with clarity and confidence, sets the tone for everything that follows.

"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. We start with your situation, not a template.

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.