The practice
The audience that reads everything first. Employees see the announcement before the market does, they interpret it faster, and their interpretation reaches the outside world through review platforms and networks whether you plan for it or not.
Any announcement that reaches employees through a news alert has already failed. Cascade design, timing and the sequence of who hears what is a discipline in its own right.
Candidate decisions are made on employee review sites long before your careers page is opened. Managing that means fixing what is complained about, not gaming the ratings.
Restructures, mergers and leadership changes are the moments that determine whether internal communication is believed for the next three years.
Executives who are prolific externally and invisible internally create a specific kind of cynicism. Internal presence comes first.
How the work runs
Employee sentiment, review platform audit and channel effectiveness review.
Cascade architecture, channel mix and leadership communication rhythm.
What is actually true about working here, evidenced.
Town halls, change programmes, campus narrative and ongoing measurement
Services
Cascade design, town halls and change communication.
Employer Brand & InternalEmployer proposition, campus narrative and review site standing.
Employer Brand & InternalExecutive presence inside the company before outside it.
Employer Brand & InternalFrequently asked
By fixing what is complained about and by asking satisfied employees to contribute. Not by any other method, and the other methods are detectable.
Usually HR, ideally jointly with corporate communications. Split ownership without a shared plan is the most common failure.
Plan the internal sequence first and the external statement second. The order is almost always reversed and it is almost always wrong.
Start here