Communication Innovation

Relationship Reading

Most corporate change communications are too long, too boring or too easy to ignore. Emails get buried, town halls feel like lectures and people tune out just when they need to tune in.

To drive real engagement, communication needs to be clear, creative and built for how people actually consume information.

That means using storytelling, psychology and the right channels to grab attention, spark curiosity and make change messages impossible to ignore.

Change communication shouldn’t feel like another corporate broadcast. It should spark curiosity, connect emotionally and move people to action.

A few ways to incorporate Communication Innovation into Change Management:

Cut the corporate fluff. Write like a human, not a legal disclaimer. Get to the point fast, using conversational and engaging language.
Meet employees where they are. Use the platforms they already engage with, whether it’s Slack, Teams, digital signage, mobile notifications or microlearning videos.
Show, don’t just tell. Swap long memos for visual storytelling, infographics, GIFs and short videos that make complex ideas simple.
Turn one-way updates into conversations. Make space for feedback, reactions and peer-to-peer discussions to create real engagement instead of passive consumption.
Use humor and personality. A well-placed meme or pop culture reference makes communication more relatable, memorable and shareable.
Repeat, repeat, repeat. The rule of seven says people need to hear a message multiple times before it sticks. So reinforce key ideas across different formats and moments.

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Stop the Snooze-Fest

Communication That Actually Works

If an email hits an inbox and no one is there to read it, does it make a sound?

Case Study

Using Peer-Led Communication to Drive Engagement

Problem

One of the largest health services and insurance companies in the U.S. was undergoing constant technology and process changes. Employees in human resources were overwhelmed and frustrated by yet another change. Traditional corporate communications weren’t landing well because people felt like leadership was out of touch with their day-to-day struggles.

Solution

Instead of relying on top-down messaging, we brought one of the most respected and influential individual contributors onto the project team early. He saw the benefits of the change firsthand and became an authentic advocate.

Instead of sending a corporate memo, we shot informal videos of this influencer sharing his perspective on the change.
We framed the message around how this change would actually improve daily workflows, using his real-world credibility to make the case.
This turned a cold, mandatory update into a relatable, peer-led story that recruiters trusted.

Result

The communication had high engagement because people trusted the influencer's experience.
HR employees saw the personal benefit of the change rather than viewing it as just another corporate initiative.
It reinforced the idea that change communication is more effective when it comes from someone employees respect and relate to—not just from leadership.

Key Takeaways

Peer-to-peer messaging builds trust. People listen to someone who understands their struggles more than a generic corporate memo.
Involve internal champions early. When someone has bought in from experience, their endorsement carries weight.
Make the change relatable. Explaining it in terms of real daily impact creates more buy-in than abstract benefits.

yearly Transit Reading

— OUR CORE BELIEF —

Change doesn’t have to be overwhelming.
It doesn’t have to create resistance, burnout or fear.
Done right—by winning the hearts and minds of employees—change can be an opportunity.
A story worth telling.
A transformation that lasts.