Your internal comms 
strategy looks good on paper. So why isn’t it landing?

We help you close the gap between strategy and reality, so every employee, whether they’re on the frontline or behind a screen, feel informed, valued, and engaged.

The gap between “sent” and “received” is costing you more than you think.

Most organizations are sending more messages than ever, but fewer are actually breaking through. Here’s what the data says about why that gap exists and what it’s quietly doing to your organization.

 

80%

of employees globally are not engaged at work. Every message you send lands in an environment where 4 out of 5 people are already checked out.

GALLUP

 

 

 

 

50%

of employees globally report experiencing high daily stress. Messages don't land in a vacuum. They reach an overwhelmed, distracted workforce.

GALLUP

 

 

 

A workforce at capacity has stopped listening to the noise.

You need a strategy that respects their time and bridges the distance between HQ and the frontline.

 

Let’s map your strategy

What’s keeping you up at night?

Every organization is different, but the frustrations tend to sound very familiar. Select a challenge to see how others have solved them.

Our frontline teams are completely out of the loop There is no single source of truth Our adoption dashboard is embarrassing We invested in new technology but no one's using it Why isn't any of it sticking? Our frontline teams are completely out of the loop There is no single source of truth Our adoption dashboard is embarrassing We invested in new technology but no one's using it Why isn't any of it sticking?
Nobody knows where to find anything Managers are holding it together with WhatsApp threads Leadership is talking but employees are tuning out All-hands emails go straight to the archive That platform was supposed to fix everything Nobody knows where to find anything Managers are holding it together with WhatsApp threads Leadership is talking but employees are tuning out All-hands emails go straight to the archive That platform was supposed to fix everything
I'm hitting 'send,' but no one is listening HR answers the same five questions every day Our intranet is a graveyard of broken links Pulse surveys are coming back at 12% I'm hitting 'send,' but no one is listening HR answers the same five questions every day Our intranet is a graveyard of broken links Pulse surveys are coming back at 12%

Spoiler: They all have a thriving communications and employee experience ecosystem now.

Every organization below came to us with a version of the challenges you just read and left with a solution built entirely around their people, their culture, and their specific situation.

CASE STUDY

Discover how a leading entertainment company reconnected 16,000+ frontline employees.

89%

 

widespread platform adoption across all frontline employees.

78%

 

of employees actively using the new digital platform every month.

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 email. Over 16,000 associates had no company email address, meaning they relied entirely on paper posters or word-of-mouth from managers.
  • Unsecured chat apps. Without 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 communication. There 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 access. We launched a platform that employees can access on their personal phones without needing a corporate email or login.
  • Integrated work tools. We 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 spaces. We 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.

  • High adoption rates. The company achieved 89% platform adoption and a 75%+ monthly active user rate from a previously unreachable workforce.
  • Official communication. Secure, branded messaging replaced "off-the-grid" texting, bringing all team coordination back into a secure environment.
  • Employee trust. The 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.
CASE STUDY

Learn how a global insurance organization increased leadership reach across 35,000+ employees.

2-WAY

 

communication, replacing email blasts with real-time reactions and direct employee dialogue.

80%

 

activation reached within the first month of launching the employee experience platform.

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 ignored. Important leadership messages were buried in overflowing inboxes, and there was no way to tell if they were actually being read.
  • Regional silos. Differences in time zones and cultures made it difficult for the Americas, Europe, and Asia to feel like they were part of the same company.
  • One-way messaging. 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 expansion. We 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 coaching. We coached executives on how to move out of their inboxes and engage directly with employee posts and comments to show they were listening.
  • Language translation. We 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 month. Within 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 sentiment. Leaders can now use real-time analytics to see exactly which messages are resonating and where they need to provide more clarity.
  • Cross-border recognition. A new culture of digital shout-outs allowed employees to receive public recognition from global leaders for the first time.
CASE STUDY

See how a 60,000+ employee telecom company turned low adoption into a thriving digital community

70%

 

sustained engagement rate by focusing on human-led adoption.

100%

 

customized branding, shaped by employee input to create a platform that looks and feels uniquely theirs.

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 platforms. Employees were overwhelmed by a mix of SharePoint sites, Slack channels, and Google Chat groups, with no clear starting point for their day.
  • Irrelevant content. Because official channels were filled with notification noise and outdated info, employees stopped checking them entirely.
  • Low initial interest. 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 branding. We 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 content. We 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 network. We 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 engagement. Engagement remained high long after the launch because the platform provided actual value to the employees' daily routines.
  • Less digital noise. By consolidating redundant tools and shadow channels, we simplified the tech stack and made it easier for people to find what matters.
  • Community-led growth. The internal comms team now spends less time pushing content and more time managing a self-sustaining, active community.
CASE STUDY

Discover how a global luxury organization replaced information chaos with a trusted digital front door.

1,000+

 

of productive hours restored by reducing information search time.

2 CLICKS

 

or less for any employee to find essential 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 time. Employees spent hours every week hunting for basic forms and policies across outdated sites and duplicate folders.
  • Outdated information. A decade-old intranet filled with broken links meant that even when employees found an answer, they didn't trust that it was still accurate.
  • Overwhelmed support teams. 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 audit. We 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 updating. We 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 navigation. We 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 retrieval. Search time dropped significantly, restoring thousands of hours of productivity across the global workforce.
  • Fewer HR tickets. HR and Operations saw a massive reduction in manual inquiries, allowing them to focus on high-value strategic work instead.
  • Trusted data. The "Where do I find this?" loop has been broken because employees now know the platform is the final, accurate word on company information.

Why industry leaders choose LineZero.

The right platform matters. But the real work happens in the other 90%. The people, the culture, and the adoption. That's where most implementations quietly fall apart, and where we show up differently.

 

Strategy before software.

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.

 

Prosci-certified change management.

We help you build genuine desire and awareness, ensuring your team is ready and excited for the change long before the technology goes live.

 

Enterprise-scale experience.

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.

 

AI-integrated communications strategy.

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.

 

Adoption-first partnership.

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.

How we work with you.

Every digital workplace transformation looks a little different and so does every engagement with us. Think of what’s here as a roadmap, not a rigid checklist.

Some organizations join us at the first stage and go all the way through. Others come to us mid-journey, already knowing what's broken and ready to fix it. Wherever you are, we meet you there.

STEP 1. Assessment and Planning
We dig into your current channels, content, audiences, and gaps before recommending anything.
STEP 2. Platform Selection and Setup
We recommend the right platform for your organization, then configure it around your brand, your people, and your existing tech stack.
STEP 3. Launch and Activation
We build momentum before day one so employees show up because they want to and make sure communications actually connect from the start.
STEP 4. Post-Launch and Continuous Improvement
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.
  • Communication gap analysis. Identifying where information breaks down and where employees feel disconnected from the company narrative.
  • Platform and channels audit. A health check of your existing tools to see what’s working, what’s redundant, and what’s just taking up space.
  • Employee personas. Developing detailed profiles of your workforce to ensure content resonates with everyone from the C-suite to the factory floor.
  • Business case development. Building a data-driven justification for investment to prove the ROI of improved employee experience and internal communications.
  • Stakeholder buy-in. Facilitating ROI-focused conversations and business cases that help your organization prioritize needs over wants, while aligning with your CIO and leadership.
  • Platform evaluation and selection. Agnostic, expert guidance to help you choose the software that actually fits your specific needs and budget.
  • Migration from existing platforms. Managing the heavy lifting of moving legacy data and content into your new digital home without losing a byte.
  • Integrations with existing tools. Connecting your new platform with the apps your team already uses (like Teams, Slack, or your HRIS) for a seamless ecosystem.
  • Custom branding and platform configuration. Tailoring the UI and UX to reflect your company culture, ensuring it feels like you from day one.
  • SSO and security. Implementing Single Sign-On and robust security protocols to keep your data safe and access friction-free.
  • Champions program. Recruiting and training internal ambassadors to lead the charge and encourage peer-to-peer adoption.
  • On-site and virtual activation events. High-energy launch moments that generate buzz and provide immediate hands-on experience.
  • Creative launch communications. Multi-channel teaser campaigns and announcements that make the "New Way of Working" unmissable.
  • Frontline and hybrid enablement. Specific strategies to ensure frontline workers and remote staff have the same high-quality experience as office teams.
  • Role-based training. Targeted sessions that teach employees how to use the platform specifically for their unique job functions.
  • Leadership coaching. Helping managers and execs find their voice on the platform so they can lead by example.
  • Gamification and onboarding campaigns. Using challenges, badges, and rewards to turn the learning curve into a competitive (and fun) experience.
  • Adoption and engagement tracking. Monitoring the who, what, and when of platform usage to identify success stories and friction points.
  • Industry benchmarking. Comparing your engagement data against industry standards to see how you truly stack up.
  • Content strategy optimization. Refining your messaging based on real-time analytics to keep content fresh and relevant.
  • Adoption refresh programs. Targeted campaigns designed to re-engage quiet users and maintain long-term platform vitality.
  • Strategic advisor. 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.

Frequently asked questions

 

Quick answers to the questions we get the most.
Can’t find yours? Write to engage@linezero.com

An internal communications strategy is a structured plan that defines how information flows within an organization — from leadership to employees, across teams, and bottom-up.

It outlines what to communicate, who communicates it, which channels to use, how often, and how to measure effectiveness.

Unlike a one-off internal communications plan, a strategy is ongoing and adaptive, designed to align employees with business goals, reinforce culture, and support a positive employee experience.

Without a documented internal communications strategy, organizations risk inconsistent messaging, disengaged employees, and poor adoption of change initiatives.

A clear strategy ensures employees receive timely, relevant information through the right channels, building trust, reducing uncertainty, and connecting day-to-day communication to broader business objectives.

A well-built internal communications strategy typically includes:

  • Audience segmentation: Understanding who needs what information (executives, managers, frontline workers, remote employees).

  • Communication objectives: What you're trying to achieve (awareness, alignment, engagement, behaviour change).

  • Channel mix: Selecting the right tools for the right messages (intranet, email, Zoom, Workvivo, digital signage, town halls).

  • Content cadence: How often to communicate and at what rhythm.

  • Tone and voice: Ensuring messaging reflects your organizational culture.

  • Two-way communication: Building in feedback loops, surveys, and open dialogue.

  • Measurement framework: Defining KPIs and tracking effectiveness over time.

These terms are often used interchangeably, but they serve different purposes.

An internal communications strategy is the long-term, organization-wide approach. It defines your philosophy, goals, audiences, channels, and success metrics.

An internal communications plan is more tactical. It outlines specific messages, timelines, and owners for a particular initiative or campaign (like a product launch, organizational change, or open enrollment).

Think of the strategy as the foundation and the plan as what you build on top of it.

Building an internal communications strategy typically follows these steps:

  • Audit your current state: What's working? What isn't? Where are the gaps?

  • Define your goals: Align communication objectives with business priorities.

  • Know your audiences: Segment employees by role, location, team, and communication needs.

  • Map your channels: Identify what tools you have and which are best suited for each type of message.

  • Develop a content framework: Decide on recurring formats, ownership, and approval workflows.

  • Enable your managers: Manager communications is one of the most powerful (and most overlooked) levers in any strategy.

  • Measure and iterate: Set baseline metrics and review regularly.

The most effective internal communications strategies prioritize two-way dialogue over one-way broadcasting, segment messages so employees only receive content relevant to them, and use a multi-channel approach that reaches both desk-based and frontline workers.

They position senior leaders as visible, authentic communicators, maintain a consistent publishing cadence, create structured feedback loops, and continuously measure results and adjust based on employee input.

Every day of friction costs youmoney stack money.
Ready to turn it around?

DID YOU KNOW

The gap between “sent” and “received” is costing you more than you think

Most organizations are sending more messages than ever, but fewer are actually breaking through. Here’s what the data says about why that gap exists and what it’s quietly doing to your organization. 

A workforce at capacity has stopped listening to the noise.
You need a strategy that respects their time and bridges the distance between HQ and the frontline.
 

 

 

 

Let’s map your strategy

 

 

 

80%

of employees globally are not engaged at work. Every message you send lands in an environment where 4 out of 5 people are already checked out.

 

GALLUP, 2026

50%

of employees globally report experiencing high daily stress. Messages don't land in a vacuum. They reach an overwhelmed, distracted workforce.

 

GALLUP, 2026

CHOOSE YOUR CHALLENGE

What’s keeping you up at night?

Every organization is different, but the frustrations tend to sound very familiar. Select a challenge to see how others have solved them.

Our frontline teams are completely out of the loop There is no single source of truth Our adoption dashboard is embarrassing We invested in new technology but no one's using it Why isn't any of it sticking? Our frontline teams are completely out of the loop There is no single source of truth Our adoption dashboard is embarrassing We invested in new technology but no one's using it Why isn't any of it sticking?
Nobody knows where to find anything Managers are holding it together with WhatsApp threads Leadership is talking but employees are tuning out All-hands emails go straight to the archive That platform was supposed to fix everything Nobody knows where to find anything Managers are holding it together with WhatsApp threads Leadership is talking but employees are tuning out All-hands emails go straight to the archive That platform was supposed to fix everything
I'm hitting 'send,' but no one is listening HR answers the same five questions every day Our intranet is a graveyard of broken links Pulse surveys are coming back at 12% I'm hitting 'send,' but no one is listening HR answers the same five questions every day Our intranet is a graveyard of broken links Pulse surveys are coming back at 12%

Want a clear picture of where your internal comms strategy is breaking down?

Book a free call and walk away with a clear point of view and a real outside perspective you can take straight into your next leadership conversation.

 

Book a discovery call

Want a clear picture of where your internal comms strategy is breaking down?

Walk away with a clear point of view and a real outside perspective you can take straight into your next leadership conversation.
Book a discovery call
CASE STUDY

 

 

 

 

 

How a 60,000+ employee telecom company turned low adoption into a thriving digital community

70%+

sustained engagement rate by focusing on human-led adoption.

100%

customized branding, shaped by employee input to create a platform that looks and feels uniquely theirs.

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.

Arrow IconTOO MANY PLATFORMS

Employees were overwhelmed by a mix of SharePoint sites, Slack channels, and Google Chat groups, with no clear starting point for their day.

Arrow IconIRRELEVANT CONTENT

Because official channels were filled with notification noise and outdated info, employees stopped checking them entirely.

Arrow Icon

LOW INITIAL INTEREST

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.

Arrow IconEMPLOYEE-LED BRANDING

We encouraged the employees to name and brand the platform themselves, which helped them feel a sense of ownership from the very beginning.

Arrow IconREADY-TO-USE CONTENT

We ensured every digital space was filled with high-value, relevant content before the launch so the platform felt useful the moment they logged in.

Arrow IconCHAMPION NETWORK

We 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.

Arrow Icon70%+ SUSTAINED ENGAGEMENT

Engagement remained high long after the launch because the platform provided actual value to the employees' daily routines.

Arrow IconLESS DIGITAL NOISE

By consolidating redundant tools and shadow channels, we simplified the tech stack and made it easier for people to find what matters.

Arrow IconCOMMUNITY-LED GROWTH

The internal comms team now spends less time pushing content and more time managing a self-sustaining, active community.

CASE STUDY

 

 

How a global luxury organization replaced information chaos with a trusted digital front door

2 Clicks

or less for any employee to find essential company information.

1,000+

of productive hours restored by reducing information search time.

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.

Arrow IconWASTED SEARCH TIME

Employees spent hours every week hunting for basic forms and policies across outdated sites and duplicate folders.

Arrow IconOUTDATED INFORMATION

A decade-old intranet filled with broken links meant that even when employees found an answer, they didn't trust that it was still accurate.

Arrow Icon

OVERWHELMED SUPPORT TEAMS

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.

Arrow IconSTRICT CONTENT AUDIT

We refused to move legacy clutter. Every page was reviewed to ensure it was currently accurate and helpful for an employee's daily job.

Arrow IconEASY CONTENT UPDATING

We 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.

Arrow Icon2-CLICK NAVIGATION

We 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.

Arrow IconFASTER INFORMATION RETRIEVAL

Search time dropped significantly, restoring thousands of hours of productivity across the global workforce.

Arrow IconFEWER HR TICKETS

HR and Operations saw a massive reduction in manual inquiries, allowing them to focus on high-value strategic work instead.

Arrow IconTRUSTED DATA

The "Where do I find this?" loop has been broken because employees now know the platform is the final, accurate word on company information.

ABOUT US

Why industry leaders choose LineZero

The right platform matters. But the real work happens in the other 90%.
The people, the culture, and the adoption. That's where most implementations quietly fall apart, and where we show up differently.

Strategy

Strategy Before
Software

We don’t recommend a single tool until we’ve mapped your gaps and met your audience. It’s the difference between buying the right solution once and spending the next year trying to undo a six-figure mistake.

Prosci-Certified

Prosci-Certified Change Management

We don’t recommend a single tool until we’ve mapped your gaps and met your audience. It’s the difference between buying the right solution once and spending the next year trying to undo a six-figure mistake.

Enterprise Scale

Enterprise-Scale
Experience

We don’t recommend a single tool until we’ve mapped your gaps and met your audience. It’s the difference between buying the right solution once and spending the next year trying to undo a six-figure mistake.

AI Icon

AI-Integrated Comms Strategy

We don’t recommend a single tool until we’ve mapped your gaps and met your audience. It’s the difference between buying the right solution once and spending the next year trying to undo a six-figure mistake.

Partnership Growth

Adoption-First
Partnership

We don’t recommend a single tool until we’ve mapped your gaps and met your audience. It’s the difference between buying the right solution once and spending the next year trying to undo a six-figure mistake.

Strategy

Strategy Before
Software

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.

Prosci-Certified

Prosci-Certified Change Management

We help you build genuine desire and awareness, ensuring your team is ready and excited for the change long before the technology goes live.

Enterprise Scale

Enterprise-Scale
Experience

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.

AI Icon

AI-Integrated Communications Strategy

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.

Partnership Growth

Adoption-First
Partnership

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

Your next hire might not be human.

AI employees are already entering the workforce. We help companies think through what that means for their communications strategy.

Schedule a chat Learn more