How to Align Internal Communications With Your Organization’s Goals 

How internal communications can help drive business results

The success of employee communications hinges largely on how company leadership perceives its impact on organizational goals.

Perhaps you’ve heard employees complain they have no clear understanding of how they fit into the company’s business strategy or what is expected of them. You may also be hearing leadership lament their business objectives and challenges never seem to reach employees beyond high-level management.

Read on for three steps to make your department’s efforts essential to your company’s overall success.

Assess your organization’s goals and objectives

Before doing anything else, it’s important to get a clear understanding of what your leadership team hopes to achieve in the coming months. Are they planning to debut a new product? Expand into a new market? Pivot to a new business model?

While the strategy might be obvious today, that can change tomorrow. World events, advances in technology, and shifts in consumer trends can bring about risks and opportunities that no one anticipated at the last board meeting.

This alignment requires a deep understanding of the company’s strategic priorities, whether that be executing a major merger, reducing employee turnover, expanding into new markets, or launching innovative products. With this knowledge, internal communications teams can craft targeted messages and campaigns that reinforce these goals, keeping them top-of-mind for employees across all departments. For instance, if reducing churn is a key objective, internal communications might focus on highlighting employee recognition programs, career development opportunities, and initiatives to improve work-life balance. By consistently tying messaging back to these larger aims, employees gain a clearer sense of purpose and understand how their individual contributions fit into the bigger picture. Furthermore, aligning communications with company goals helps break down silos between departments, fostering a culture of collaboration and shared accountability.

Therefore, make sure you’re as up to date as possible on where your company intends to go. Ask, listen, and ask again, leaving no room for doubt or confusion.

Once you have a solid grasp of the business’s goals, it’s time to make some tough decisions.

Perform an internal communications audit

With a view of the road ahead, the next step involves an honest assessment of your day-to-day activities. What is your team doing—and why? How, if at all, do your current tactics get the company closer to completing its mission?

This is a good moment to clean house. Unsubscribe from tools that no longer produce results. Focus on the channels that do.

Indeed, data from PoliteMail’s Internal Communications Trends for Success in 2025 survey reveals, more than any other objective, internal communicators intend to optimize their communication channels in the new year. A portion of participants said one way to do this was by reducing them.

At the same time, better aligning with your organization’s goals may require adopting innovative ways of reaching employees. This could mean introducing a podcast featuring members of the C-suite, for example. Or displaying messages on TV screens located throughout a factory or warehouse.

Whatever the case, the point is to take a hard look at what’s working and what’s not, given your company’s present ambitions. Be flexible on the means, yet rigid about the ends.

Measure your progress

The final step in refining internal communications to help generate desired business outcomes is to measure your progress. Use benchmarking to show you’re keeping pace with industry standards. Monitor your activities to prove, in no uncertain terms, that your initiatives are contributing to the company’s bottom line. This can include gauging workforce morale with internal email read rates or text-based analysis of employee messages.

But remember: It’s crucial that your KPIs make sense to your boss. When presenting your accomplishments to the leadership team, your metrics must line up with the metrics that matter to them, such as higher revenue and lower cost.

Otherwise, expect to speak to a room filled with deaf ears and end the meeting feeling more unaligned than the minute it began.