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The company had a culture to be proud of, but their communication was fragmented and inconsistent.
The result was a workforce that was deeply committed to the brand but completely disconnected from the conversation and often the last to know about important updates.
NO CORPORATE EMAILOver 16,000 associates had no company email address, meaning they relied entirely on paper posters or word-of-mouth from managers.
UNSECURED CHAT APPSWithout an official channel, teams used personal WhatsApp and text groups to share and receive updates, which put company data and privacy at risk.
ONE-WAY COMMUNICATIONThere was no way for frontline workers to share feedback or ideas upward, making them feel disconnected from the brand’s mission.
To solve this, we moved away from traditional desktop tools and selected Workvivo because its mobile-first design could create both structure and community.
The goal was to give employees a functional tool they actually needed for their daily work, and to create a living, breathing digital space that reflected who their people already were.
MOBILE-FIRST ACCESSWe launched a platform that employees can access on their personal phones without needing a corporate email or login.
INTEGRATED WORK TOOLSWe put pay stubs, shift schedules, and HR resources all in one place, giving employees a practical reason to check the app every day.
LOCAL TEAM SPACESWe created dedicated digital areas for each theatre location so teams could communicate locally while still seeing national company news.
The shift was immediate.
By providing a tool that made their jobs easier, the platform became a central part of the theatre culture rather than just another corporate requirement.
The company achieved 89% platform adoption and a 75%+ monthly active user rate from a previously unreachable workforce.
OFFICIAL COMMUNICATIONSecure, branded messaging replaced "off-the-grid" texting, bringing all team coordination back into a secure environment.
EMPLOYEE TRUSTThe most common message sent on the platform became "Open the door, I'm here," showing that employees finally felt they had a direct key to their workplace.
The company had a culture to be proud of, but their communication was fragmented and inconsistent.
The result was a workforce that was deeply committed to the brand but completely disconnected from the conversation and often the last to know about important updates.
NO CORPORATE EMAILOver 16,000 associates had no company email address, meaning they relied entirely on paper posters or word-of-mouth from managers.
UNSECURED CHAT APPSWithout an official channel, teams used personal WhatsApp and text groups to share and receive updates, which put company data and privacy at risk.
ONE-WAY COMMUNICATIONThere was no way for frontline workers to share feedback or ideas upward, making them feel disconnected from the brand’s mission.
To solve this, we moved away from traditional desktop tools and selected Workvivo because its mobile-first design could create both structure and community.
The goal was to give employees a functional tool they actually needed for their daily work, and to create a living, breathing digital space that reflected who their people already were.
MOBILE-FIRST ACCESSWe launched a platform that employees can access on their personal phones without needing a corporate email or login.
INTEGRATED WORK TOOLSWe put pay stubs, shift schedules, and HR resources all in one place, giving employees a practical reason to check the app every day.
LOCAL TEAM SPACESWe created dedicated digital areas for each theatre location so teams could communicate locally while still seeing national company news.
The shift was immediate.
By providing a tool that made their jobs easier, the platform became a central part of the theatre culture rather than just another corporate requirement.
The company achieved 89% platform adoption and a 75%+ monthly active user rate from a previously unreachable workforce.
OFFICIAL COMMUNICATIONSecure, branded messaging replaced "off-the-grid" texting, bringing all team coordination back into a secure environment.
EMPLOYEE TRUSTThe most common message sent on the platform became "Open the door, I'm here," showing that employees finally felt they had a direct key to their workplace.
For years, global communication was held together by an endless stream of email, the ultimate black hole for engagement.
In a rapidly expanding market, leaders were becoming distant figures rather than accessible guides for their teams.
EMAILS WERE IGNOREDImportant leadership messages were buried in overflowing inboxes, and there was no way to tell if they were actually being read.
REGIONAL SILOSDifferences in time zones and cultures made it difficult for the Americas, Europe, and Asia to feel like they were part of the same company.
Communication was top-down and formal, leaving no room for employees to ask questions or engage with leadership in a meaningful way.
We acted as an extension of their internal team to execute a staggered global launch and expansion.
The focus was on changing leadership behaviour just as much as setting up the technology.
PHASED GLOBAL EXPANSIONWe onboarded 10,000 employees at launch, then scaled to 35,000+ through a coordinated rollout across different teams, time zones, and languages, including a major expansion into Japan.
LEADERSHIP COACHINGWe coached executives on how to move out of their inboxes and engage directly with employee posts and comments to show they were listening.
LANGUAGE TRANSLATIONWe implemented auto-translation tools so a leader in New York could post a message and an employee in Tokyo could read and reply in their own language.
By moving the conversation into an open space, leadership visibility transformed from a newsletter into a daily presence.
The metrics proved that employees were hungry for this connection.
80% ACTIVATION IN THE FIRST MONTHWithin the first month of launch, 80% of employees had activated their accounts in the new platform, more reach than years of email newsletters ever achieved.
MEASURABLE SENTIMENTLeaders can now use real-time analytics to see exactly which messages are resonating and where they need to provide more clarity.
CROSS-BORDER RECOGNITIONA new culture of digital shout-outs allowed employees to receive public recognition from global leaders for the first time.
For years, global communication was held together by an endless stream of email, the ultimate black hole for engagement.
In a rapidly expanding market, leaders were becoming distant figures rather than accessible guides for their teams.
EMAILS WERE IGNOREDImportant leadership messages were buried in overflowing inboxes, and there was no way to tell if they were actually being read.
REGIONAL SILOSDifferences in time zones and cultures made it difficult for the Americas, Europe, and Asia to feel like they were part of the same company.
Communication was top-down and formal, leaving no room for employees to ask questions or engage with leadership in a meaningful way.
We acted as an extension of their internal team to execute a staggered global launch and expansion.
The focus was on changing leadership behaviour just as much as setting up the technology.
PHASED GLOBAL EXPANSIONWe onboarded 10,000 employees at launch, then scaled to 35,000+ through a coordinated rollout across different teams, time zones, and languages, including a major expansion into Japan.
LEADERSHIP COACHINGWe coached executives on how to move out of their inboxes and engage directly with employee posts and comments to show they were listening.
LANGUAGE TRANSLATIONWe implemented auto-translation tools so a leader in New York could post a message and an employee in Tokyo could read and reply in their own language.
By moving the conversation into an open space, leadership visibility transformed from a newsletter into a daily presence.
The metrics proved that employees were hungry for this connection.
80% ACTIVATION IN THE FIRST MONTHWithin the first month of launch, 80% of employees had activated their accounts in the new platform, more reach than years of email newsletters ever achieved.
MEASURABLE SENTIMENTLeaders can now use real-time analytics to see exactly which messages are resonating and where they need to provide more clarity.
CROSS-BORDER RECOGNITIONA new culture of digital shout-outs allowed employees to receive public recognition from global leaders for the first time.
The company had a history of adding new tools that employees simply didn't use.
Over time, this created a "check-out" culture where people ignored official channels because they were too hard to navigate.
TOO MANY PLATFORMSEmployees were overwhelmed by a mix of SharePoint sites, Slack channels, and Google Chat groups, with no clear starting point for their day.
IRRELEVANT CONTENTBecause official channels were filled with notification noise and outdated info, employees stopped checking them entirely.
Previous software rollouts were seen as IT projects rather than helpful tools, leading to poor adoption and wasted budget.
We didn't just turn on a new piece of software; we built an adoption strategy rooted in shared ownership.
We wanted the employees to feel like the platform was built by them, not just for them.
EMPLOYEE-LED BRANDINGWe encouraged the employees to name and brand the platform themselves, which helped them feel a sense of ownership from the very beginning.
READY-TO-USE CONTENTWe ensured every digital space was filled with high-value, relevant content before the launch so the platform felt useful the moment they logged in.
CHAMPION NETWORKWe trained a diverse group of advocates across the company to answer questions and drive excitement among their own peers.
Adoption didn't just spike at launch; it became a permanent part of how the company functions.
By focusing on the human side of change, we ensured the new technology was embraced for the long term.
70%+ SUSTAINED ENGAGEMENTEngagement remained high long after the launch because the platform provided actual value to the employees' daily routines.
LESS DIGITAL NOISEBy consolidating redundant tools and shadow channels, we simplified the tech stack and made it easier for people to find what matters.
COMMUNITY-LED GROWTHThe internal comms team now spends less time pushing content and more time managing a self-sustaining, active community.
The company had a history of adding new tools that employees simply didn't use.
Over time, this created a "check-out" culture where people ignored official channels because they were too hard to navigate.
TOO MANY PLATFORMSEmployees were overwhelmed by a mix of SharePoint sites, Slack channels, and Google Chat groups, with no clear starting point for their day.
IRRELEVANT CONTENTBecause official channels were filled with notification noise and outdated info, employees stopped checking them entirely.
Previous software rollouts were seen as IT projects rather than helpful tools, leading to poor adoption and wasted budget.
We didn't just turn on a new piece of software; we built an adoption strategy rooted in shared ownership.
We wanted the employees to feel like the platform was built by them, not just for them.
EMPLOYEE-LED BRANDINGWe encouraged the employees to name and brand the platform themselves, which helped them feel a sense of ownership from the very beginning.
READY-TO-USE CONTENTWe ensured every digital space was filled with high-value, relevant content before the launch so the platform felt useful the moment they logged in.
CHAMPION NETWORKWe trained a diverse group of advocates across the company to answer questions and drive excitement among their own peers.
Adoption didn't just spike at launch; it became a permanent part of how the company functions.
By focusing on the human side of change, we ensured the new technology was embraced for the long term.
70%+ SUSTAINED ENGAGEMENTEngagement remained high long after the launch because the platform provided actual value to the employees' daily routines.
LESS DIGITAL NOISEBy consolidating redundant tools and shadow channels, we simplified the tech stack and made it easier for people to find what matters.
COMMUNITY-LED GROWTHThe internal comms team now spends less time pushing content and more time managing a self-sustaining, active community.
For years, employees lived with the same daily frustration: they knew the information existed, but they had no idea where to find it.
This lack of organization was hurting both productivity and trust.
WASTED SEARCH TIMEEmployees spent hours every week hunting for basic forms and policies across outdated sites and duplicate folders.
OUTDATED INFORMATIONA decade-old intranet filled with broken links meant that even when employees found an answer, they didn't trust that it was still accurate.
HR and Operations were buried under a mountain of repeat questions that should have been easily answered through self-service.
We reimagined the entire digital experience by focusing on curating, not migrating.
We didn't want to move the old mess into a new tool; we wanted to build a single source of truth.
STRICT CONTENT AUDITWe refused to move legacy clutter. Every page was reviewed to ensure it was currently accurate and helpful for an employee's daily job.
EASY CONTENT UPDATINGWe created simple templates that allowed department heads to update their own info in minutes, removing the need to wait on IT for every small change.
2-CLICK NAVIGATIONWe established a digital front door where any essential policy or tool is never more than two clicks away from the homepage.
The result was a shift from confusion to confidence.
Employees stopped guessing and started using the central hub as their primary resource for everything they needed to do their jobs.
FASTER INFORMATION RETRIEVALSearch time dropped significantly, restoring thousands of hours of productivity across the global workforce.
FEWER HR TICKETSHR and Operations saw a massive reduction in manual inquiries, allowing them to focus on high-value strategic work instead.
TRUSTED DATAThe "Where do I find this?" loop has been broken because employees now know the platform is the final, accurate word on company information.
For years, employees lived with the same daily frustration: they knew the information existed, but they had no idea where to find it.
This lack of organization was hurting both productivity and trust.
WASTED SEARCH TIMEEmployees spent hours every week hunting for basic forms and policies across outdated sites and duplicate folders.
OUTDATED INFORMATIONA decade-old intranet filled with broken links meant that even when employees found an answer, they didn't trust that it was still accurate.
HR and Operations were buried under a mountain of repeat questions that should have been easily answered through self-service.
We reimagined the entire digital experience by focusing on curating, not migrating.
We didn't want to move the old mess into a new tool; we wanted to build a single source of truth.
STRICT CONTENT AUDITWe refused to move legacy clutter. Every page was reviewed to ensure it was currently accurate and helpful for an employee's daily job.
EASY CONTENT UPDATINGWe created simple templates that allowed department heads to update their own info in minutes, removing the need to wait on IT for every small change.
2-CLICK NAVIGATIONWe established a digital front door where any essential policy or tool is never more than two clicks away from the homepage.
The result was a shift from confusion to confidence.
Employees stopped guessing and started using the central hub as their primary resource for everything they needed to do their jobs.
FASTER INFORMATION RETRIEVALSearch time dropped significantly, restoring thousands of hours of productivity across the global workforce.
FEWER HR TICKETSHR and Operations saw a massive reduction in manual inquiries, allowing them to focus on high-value strategic work instead.
TRUSTED DATAThe "Where do I find this?" loop has been broken because employees now know the platform is the final, accurate word on company information.
Avoid the costly trap of buying the wrong tool. Mapping your needs and your audience’s habits comes first, so you get the right solution for your team.
We help you build genuine desire and awareness, ensuring your team is ready and excited for the change long before the technology goes live.
Theory is easy but reality is messy. Whether you’re leading 500 or 100,000, you need a solution built for how people actually work, not just how IT constraints dictate.
Use AI to handle the heavy lifting without losing the human connection. It’s about gaining the efficiency of emerging tech while keeping your culture feeling like home.
Go-live is only the starting line. You have a partner by your side through the entire adoption curve to coach your leaders and ensure your team is actually showing up.
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Avoid the costly trap of buying the wrong tool. Mapping your needs and your audience’s habits comes first, so you get the right solution for your team.
We help you build genuine desire and awareness, ensuring your team is ready and excited for the change long before the technology goes live.
Theory is easy but reality is messy. Whether you’re leading 500 or 100,000, you need a solution built for how people actually work, not just how IT constraints dictate.
Use AI to handle the heavy lifting without losing the human connection. It’s about gaining the efficiency of emerging tech while keeping your culture feeling like home.
Go-live is only the starting line. You have a partner by your side through the entire adoption curve to coach your leaders and ensure your team is actually showing up.
“We’ve been so happy with our partnership with LineZero, they truly feel like an extension of our own team [...] What’s been fantastic is that they understand our culture and comms, and have taken the time to really get to know our people.”
Adam Murphy Director of People Analytics & Systems, AMC Theatres
“LineZero really worked with us to prepare for the [Workvivo] launch. One key thing was looking at other organizations of a similar size and seeing similar case studies from LineZero’s work. I mean, if we had been advocating for ourselves without ever having implemented [Workvivo], I don’t think we would have been in the same position we were in with the support of experts and consultants like the LineZero team.”
Jennifer Shah Vice President of Communications, TELUS
We dig into your current channels, content, audiences, and gaps before recommending anything.
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Identifying where information breaks down and where employees feel disconnected from the company narrative.
A health check of your existing tools to see what’s working, what’s redundant, and what’s just taking up space.
Developing detailed profiles of your workforce to ensure content resonates with everyone from the C-suite to the factory floor.
Building a data-driven justification for investment to prove the ROI of improved employee experience and internal communications.
Facilitating ROI-focused conversations and business cases that help your organization prioritize needs over wants, while aligning with your CIO and leadership.
We recommend the right platform for your organization, then configure it around your brand, your people, and your existing tech stack.
Agnostic, expert guidance to help you choose the software that actually fits your specific needs and budget.
Managing the heavy lifting of moving legacy data and content into your new digital home without losing a byte.
Connecting your new platform with the apps your team already uses (like Teams, Slack, or your HRIS) for a seamless ecosystem.
Tailoring the UI and UX to reflect your company culture, ensuring it feels like you from day one.
Implementing Single Sign-On and robust security protocols to keep your data safe and access friction-free.
We build momentum before day one so employees show up because they want to and make sure communications actually connect from the start.
Recruiting and training internal ambassadors to lead the charge and encourage peer-to-peer adoption.
High-energy launch moments that generate buzz and provide immediate hands-on experience.
Multi-channel teaser campaigns and announcements that make the "New Way of Working" unmissable.
Specific strategies to ensure frontline workers and remote staff have the same high-quality experience as office teams.
Targeted sessions that teach employees how to use the platform specifically for their unique job functions.
Helping managers and execs find their voice on the platform so they can lead by example.
Using challenges, badges, and rewards to turn the learning curve into a competitive (and fun) experience.
Go-live is the beginning, not the finish line. We stay alongside you to track adoption, measure engagement, and make sure the momentum never fades.
Monitoring the who, what, and when of platform usage to identify success stories and friction points.
Comparing your engagement data against industry standards to see how you truly stack up.
Refining your messaging based on real-time analytics to keep content fresh and relevant.
Targeted campaigns designed to re-engage quiet users and maintain long-term platform vitality.
Regular check-ins to ensure ongoing success as your business evolves, with hands-on support to launch and integrate new features into your digital workplace.
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