Internal Communications Guide

Integrating sustainability into organizational culture 🌎 Sustainability only delivers lasting impact when it’s rooted in culture. It needs to show up not just in strategy or reporting, but in how people think, act, and make decisions across the organization. It starts with leadership. When executives make sustainability a clear priority and hold themselves accountable, it sends a signal throughout the organization. This alignment between words and actions is essential for driving real change. Values and mindset matter just as much. Sustainability should be part of how an organization defines success. When people understand how it connects to their roles, and when sustainable behavior is encouraged and recognized, culture begins to shift. Internal communication plays a critical role. Sharing updates, telling real stories, and being transparent about both progress and setbacks helps make sustainability part of the everyday conversation—not something separate from the core business. Engagement is what brings it to life. Providing training, encouraging participation, and supporting employee-led initiatives creates ownership. When people feel involved, they become drivers of change, not just recipients of top-down direction. It also needs to show up in operations. Embedding sustainability into procurement, meetings, reviews, and decision-making processes ensures it's not just a goal, but a way of working. Collaboration is another piece of the puzzle. Bringing together people from different departments to tackle sustainability challenges helps break silos and generate stronger, more creative solutions. Finally, progress requires feedback and experimentation. Tracking results, learning from experience, and supporting innovation keeps sustainability evolving and relevant. The most effective organizations are those that listen, adapt, and improve over time. • Repost if you think this framework could be useful to others • Follow Antonio Vizcaya Abdo for more content on sustainability and business strategy #sustainability #sustainable #business #esg #climatechange

This simple 3-step change saved 40% of internal email confusion in one of my trainings. In a recent Email Etiquette workshop, one participant shared: 🙃“We have too many email threads, missed actions, and 'who's doing what' confusion.”🙃 Together, we worked on this simple 3-step structure: 1️⃣ Clear Subject Line (with action if required) 2️⃣ One-Line Context (why this email is being sent) 3️⃣ Action / Decision / Deadline clearly stated Example: Subject: Approval Needed – Sales Deck for Client XYZ Dear Team, This email is to seek approval for the final version of the sales deck for Client XYZ. Please review and share your feedback by Thursday EOD so we can proceed with the presentation. Within a week, the team saw: ✅ Faster responses ✅ Less confusion ✅ Easier accountability Small habits➡️Big impact. ✨Sometimes it’s not the tools but how we use them that matters.✨ What’s the ONE email habit that changed your work life?

Leaders are seeing, sometimes first-hand, the correlation between employee engagement (trust & belief being obvious key drivers) & external reputation. CEOs & their senior executive colleagues live in a world of transparency & scrutiny. They are watched, sometimes more closely than they realize, by their employees who sit in judgment of their every act & utterance. Here the law of unintended consequences mercilessly applies - one clumsy or inadequately considered piece of communication can easily turn into an outcry or a reputation-damaging incident. Employees will however judge less critically, or give their leaders the benefit of the doubt if they trust, respect & believe in them. All the marketing & PR in the world can’t change the negative impact of bad internal communications or lack of employee engagement. Internal communications is the leader’s direct channel to the audience which should be the most engaged & loyal brand ambassadors – your frontline heroes. So what’s my message here❓ 𝗪𝗲 𝗰𝗮𝗻 𝗮𝗰𝗵𝗶𝗲𝘃𝗲 𝗰𝘂𝘀𝘁𝗼𝗺𝗲𝗿 𝗼𝗯𝘀𝗲𝘀𝘀𝗶𝗼𝗻 𝗼𝗻𝗹𝘆 𝘄𝗵𝗲𝗻 𝘄𝗲 𝗮𝗿𝗲 𝗲𝗾𝘂𝗮𝗹𝗹𝘆 𝗼𝗯𝘀𝗲𝘀𝘀𝗲𝗱 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲 𝗶𝗻𝘁𝗲𝗿𝗻𝗮𝗹 𝗰𝘂𝘀𝘁𝗼𝗺𝗲𝗿𝘀 – 𝗼𝘂𝗿 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀. Ultimately, the real reputation management action happens where the rubber meets the road ... at the front lines. What do you say, which organization is doing a great job in this? 👇👇👇

Despite the headwinds, employees are still pushing climate action from within — through campaigns, petitions, and organizing — and companies are responding. This great new piece from Trellis Group, co-written by Sam Gooch + Van Riker, highlights how Microsoft employees challenged the company’s ties to the U.S. Chamber of Commerce, while Alphabet workers campaigned for a fossil-fuel-free retirement fund option. They share lessons they that any employee can use to avoid common pitfalls while accelerating collective progress: 🚫 Don’t assume your sustainability / ESG team is an automatic ally. Their priorities, external relationships, and risk considerations may make them cautious or resistant. It helps to clearly show how your advocacy aligns with business and sustainability goals. 🤝 Partner with credible external experts. Working with nonprofits or specialists (e.g. As You Sow, InfluenceMap) can provide data, legitimacy, and templates, saving time and strengthening your case. 👯 Build community deliberately and sustainably. Use engagement ladders (everyone from observers to leaders), multiple channels, and well-structured opportunities to encourage contribution from community members and volunteers. Expect ups and downs. Celebrate early wins to maintain momentum. 🗝️ Employee voices remain one of the most resilient drivers of corporate climate action — and if commitments waver at the top, it’s up to workers to double down from within. Employee Climate Action Network https://lnkd.in/gsYVVgDV

I’ve worked in communications for a long time. That doesn’t mean I know everything. But it does mean I spot patterns. Here’s 3 mistakes I see happening inside organisations again and again (and how to fix them).   ❌ Using corporate jargon to look impressive. Saying “synergistic alignment of stakeholder objectives” doesn’t make you sound smart. It makes you sound like ChatGPT had a stroke. Your employees won’t be impressed, they’ll be confused (and probably a bit annoyed). ✅ Use clear, simple language that your audience will understand easily.   ❌ The ‘spray and pray’ approach to sharing updates. There’s this temptation to share all messages with all employees “in the interest of transparency”. But honestly, no one wants this. It just leads to information overload and a noisy, cluttered inbox that everyone ignores. ✅ Before hitting ‘send’, ask yourself “who really needs this information?” Target your updates. Fewer irrelevant updates = fewer frustrated employees.   ❌ No clear call-to-action. You’ve written something brilliant; jargon free and targeted. But you forgot to tell the reader what to DO with it. Without a clear instruction, employees won’t know what’s expected of them and won’t take any action. ✅ Be crystal clear on your communication objective. Be explicit about what you want the receiver to DO. Be specific and prescriptive. These aren’t minor irritations. They’re recurring mistakes that cause frustration, disengagement and erosion of trust over time. Fix these problems and you’re on the right track. What communication mistakes do you see happening over and over again? –––– 🚫 Don’t let an algorithm decide what you read; join 8,292 readers who get my weekly internal comms tips straight to their inbox. ⬆️ Click "Try my free newsletter" on my page to sign up.

One of the smartest internal communications tips I’ve come across recently came from Lexi McCausland, CMP®. Here's her idea. At the top of every internal email, she includes a priority label (“Need to know,” “Need to do,” etc.) and a five-second summary that's one or two sentences that say exactly what the email is about. That’s it. Simple, right? But incredibly effective. This small shift solves one of the biggest challenges in internal comms: reaching employees with different attention levels, whether they skim or read every word. This approach reaches all of them without needing bold red fonts or 17 follow-ups. The priority label immediately sets expectations. The short summary makes sure the core message lands. And then, if someone wants the full context, they can keep reading. It’s respectful of people’s time. It’s clear. And it’s built for how employees actually consume information. This is exactly what we need in internal comms. Give it a try. Your employees (and your read rates) will thank you.

Just because we can send it, doesn’t always mean we should. As internal communicators, we often sit at the intersection of everything. Every update. Every initiative. Everyone wants their message out. But here’s the thing—when everything is treated as important, nothing truly stands out. Early in my career, I tried to say yes to every ask. The intention was good—but the impact wasn’t. The result? Noise. Confusion. Distraction from what truly mattered: driving toward the business goals. Here’s a simple framework that’s helped me align with stakeholders and bring more intention to what we send out: ◾ Urgent + Important + Critical to business or people: Send it. Now. ◾ Important, not urgent + Relevant to business goals: Share it—but let’s be smart about timing and format. ◾ Urgent, but not important: Pause. Does this need wide visibility, or would a smaller audience be better? ◾ Not urgent + Not important: Maybe this doesn’t need to be sent at all. But we can define the audience and explore other channels if needed. I also use two quick filters: ◾ Will this help employees take action or make a better decision? ◾ Does this support a key business goal or priority? Using a framework like this in internal comms does more than streamline messaging—it protects attention, ensures relevance and creates clarity. 👀 I’m curious: How do you filter the signal from the noise in your org? Let me know in the comments.

As an employment lawyer and workplace investigator for over 20 years, I understand the importance of conducting thorough and effective workplace investigations. However, I also know that many employers don't fully consider the true costs of a poorly conducted investigation. 1️⃣  A poorly conducted investigation can be costly in terms of the organisation's reputation. If an investigation is perceived as biased or incomplete, it can damage the organisation's reputation and erode employee trust. 2️⃣  A poorly conducted investigation can lead to legal action. If a subject employee feels that their rights have been violated or that the investigation was not handled properly, they may take legal action against the employer. This can lead to costly settlements or judgments against the employer. 3️⃣  Another cost of a poorly conducted investigation is the loss of valuable employees. When employees feel that their complaints are not being taken seriously or that investigation processes are flawed, they may choose to leave the organisation. This can result in high turnover and the loss of skilled and experienced employees. 4️⃣  Finally, a poorly conducted investigation can also lead to a lack of accountability. If the investigation is flawed, it won't be possible to hold individuals accountable for their actions. This can lead to a lack of accountability and a culture where misconduct is condoned and tolerated. In order to avoid these costly consequences, it's crucial that employers take the time to conduct thorough and effective workplace investigations. And if the employer does not have the internal capability, it is critical that an independent, skilled, external investigator is engaged. Are there any other costs of poorly conducted workplace investigations that I have missed? If so, please add them in the comments below. ---- Please feel free to repost this post by tapping the 🔁 button below if you think your connections would enjoy it. #humanresources #gettingbeyondhesaidshesaid #pointyendofhr #employmentlaw

Are you digging deep enough? Let's discuss the importance of conducting fair, thorough, and unbiased workplace investigations. In a recent employment discrimination case, the plaintiff, a Black employee, claimed his termination following a workplace investigation into complaints about his conduct at work, was racially motivated. The employer tried to dismiss the case, but failed. Here's what happened. The plaintiff, a Director of Compliance and Risk Management, supervised 25 employees. A contractor under his oversight complained about the plaintiff’s behavior, alleging he made a racially charged comment—stating he "preferred chocolate cake to vanilla cake" as an explanation for his management style. The contractor interpreted this as favoritism toward Black employees over white employees. This complaint led to an internal investigation. The investigation found the plaintiff had retaliated against the contractor and had not fully cooperated. However, the court noted that white colleagues in similar roles were not subjected to the same scrutiny or discipline. The court emphasized that "a reasonable jury could find that the plaintiff’s white colleagues, who were aware of and involved in the same termination decision, were not disciplined or investigated in the same manner, despite being subject to the same policies." 🔍Employer Takeaways: Three Ways to Keep Investigations Above Board 1️⃣Fair and Thorough Investigations: Workplace investigations should be objective and comprehensive. This means considering all relevant parties, gathering all necessary facts, and avoiding premature conclusions. A rushed or incomplete investigation can undermine the credibility of employment decisions and expose employers to legal risks. 2️⃣Document Everything: Keeping detailed records of investigations and disciplinary actions can help defend against claims of bias or unfair treatment. 3️⃣Consistency is Key: Similarly-situated employees should be held to the same standard. Conversely, unequal treatment of employees in similar situations can create legal exposure. Following written policies and procedures consistently helps promote fairness and reduce legal risks. ⚖️Final Verdict: Handle with Care (and Experience) A well-handled investigation can resolve workplace issues effectively, but a biased or incomplete one can create serious legal and reputational risks. This case underscores the need for employers to take workplace investigations seriously. Investigations don't have to be perfect. However, employers should ensure investigations are fair and thorough and that those conducting investigations are experienced, well-trained, and equipped with the necessary skills to assess facts objectively. #TheEmployerHandbook #employmentlaw #humanresources

Want to stand out as a law firm associate? Have a dialed-in client email strategy. Ease the burden of your in-house contact's email inbox. As with any strategy, understanding the reality of your in-house clients' world is key: they're juggling multiple legal matters. They're serving dozens or even hundreds of internal "clients" across their organization. Each business unit, manager, and project team needs their attention. Their inbox is a constant stream of urgent requests, necessary approvals, and internal discussions. Every email you send either adds to or eases this cognitive burden. How you email can make a real difference in how clients view both you and your firm. Your email habits show you understand their world and are actively working to make their job easier (bad habits will have the opposite effect). In addition to understanding their world, it's important to understand their communication preferences. In other words, there's no one-size-fits-all-approach here. But...there are some solid go-to techniques that, at least in my experience, most in-house counsel appreciate. Here are a few ideas: 1. Lead with clear "next steps" at the top of a substantive email—don't bury action items in lengthy prose. 2. Write in a way that makes it easy for your in-house contact to forward to business colleagues: use plain English summaries, clear headers, and explicitly call out what's needed from each stakeholder. 3. Remember that your email might be forwarded multiple times as part of internal discussions, so make it scannable and self-contained—a business executive should be able to understand the key points without needing the full email chain for context. 4. Make your subject lines work harder—label them clearly as [ACTION NEEDED] or [UPDATE ONLY] and include a few key details for context. 5. Keep separate matters in separate emails—this makes it easier for your in-house contact to forward only relevant pieces to different business teams. 6. When sending documents for review, highlight the 2-3 key areas needing attention rather than leaving them to hunt through the full document. 7. Instead of sending multiple updates, consolidate them into regular digestible summaries. Create a predictable rhythm your clients can rely on—they'll appreciate knowing when to expect updates and can plan their workflow accordingly. 8. For complex matters with multiple workstreams, maintain a simple status report that can be quickly skimmed or forwarded to show progress at a glance. These things might seem small, but they demonstrate real professionalism and understanding of your clients' needs. You're not just handling legal work—you're actively making your clients' jobs easier. And that goes a long way toward helping you stand out as an associate for the right reasons.