internal-comms

This skill provides comprehensive guidance for creating professional, effective internal communications across various formats and contexts. It covers everything from weekly status reports to company-wide announcements, with ready-to-use templates and best practices for clear, engaging communication.

1. Know Your Audience

• Identify the primary and secondary audiences
• Understand their information needs and preferences
• Adjust technical depth and formality accordingly
• Consider different communication styles (executives vs. engineers vs. operations)

2. Lead with Impact

• Put the most important information first (inverted pyramid)
• Use clear, concise headlines
• Provide executive summaries for longer communications
• Make action items immediately visible

3. Be Clear and Actionable

• Use specific, concrete language
• Define clear next steps and owners
• Include deadlines and timelines
• Avoid jargon unless audience-appropriate

4. Show Progress with Data

• Use metrics to demonstrate impact
• Provide context for numbers (trends, comparisons)
• Visualize data when possible
• Balance quantitative and qualitative information

5. Balance Transparency with Tact

• Be honest about challenges and setbacks
• Frame problems with potential solutions
• Acknowledge uncertainty when appropriate
• Celebrate wins without exaggeration

6. Make Content Scannable

• Use clear headings and subheadings
• Employ bullet points and numbered lists
• Highlight key information with bold or color
• Keep paragraphs short (3-4 lines max)

Status Reports

Purpose: Provide regular updates on progress, challenges, and priorities.

Standard Structure:

1. Executive Summary (1-2 sentences)
2. Key Metrics & Progress
3. Accomplishments/Wins
4. Challenges & Blockers
5. Upcoming Priorities
6. Help Needed
7. Resources & Links

Frequency Options: Daily, weekly, monthly, or quarterly

See examples/status-report-template.md for complete template.

Company Newsletters

Purpose: Build company culture, share news, and recognize achievements.

Standard Sections:

1. From Leadership (optional, monthly)
2. Company Updates & Milestones
3. Team Spotlights & Recognition
4. New Hires & Announcements
5. Upcoming Events
6. Learning & Development
7. Fun Section (photos, memes, celebrations)

Best Practices: Keep it visual and engaging, mix serious and fun content, maintain consistent branding.

See examples/newsletter-template.html for complete template.

All-Hands Announcements

Purpose: Communicate important company-wide information requiring immediate attention.

Standard Structure:

1. Clear Subject Line (action-oriented)
2. TL;DR Summary (2-3 bullet points)
3. Context & Background
4. The Announcement (what's changing)
5. Why This Matters
6. What Happens Next (timeline)
7. Action Items (if any)
8. FAQ Section
9. Contact for Questions

See examples/announcement-template.md for complete template.

Team Updates

Purpose: Keep team aligned on progress, learnings, and priorities.

Standard Structure:

1. Sprint/Period Summary
2. Wins & Accomplishments
3. Key Metrics
4. Learnings & Retrospective Items
5. Upcoming Work
6. Team Health & Morale
7. Shout-outs & Recognition

See examples/team-update-template.md for complete template.

Policy & Procedural Updates

Purpose: Communicate changes to company policies, processes, or procedures.

Critical Elements:

1. What's Changing (clear summary)
2. Effective Date
3. Why It's Changing (rationale)
4. Who It Affects
5. What Action Is Required
6. Where to Find More Information
7. Transition Plan (if applicable)
8. FAQ Section

Best Practices: Provide advance notice (2-4 weeks when possible), explain the "why" clearly, offer training or support resources.

See references/templates.md for policy change template.

Change Management Communications

Purpose: Guide organization through significant changes with clear, supportive communication.

Phases:

1. Pre-Announcement: Align leadership, identify stakeholders, prepare FAQ
2. Initial Announcement: Clear explanation, honest rationale, timeline
3. Ongoing Updates: Regular progress reports, address concerns, celebrate milestones
4. Post-Implementation: Lessons learned, success metrics, recognition

Communication Frequency During Change: Daily or every 2-3 days for major changes, weekly for medium changes, bi-weekly for minor changes.

Recognition & Celebrations

Purpose: Acknowledge achievements, milestones, and contributions to build culture.

Standard Format:

1. Exciting headline
2. What happened/was achieved
3. Why it matters
4. Who was involved (credit everyone)
5. Impact or outcomes
6. Congratulations and thanks

Best Practices: Be timely, be specific about contributions, include photos or visuals, share widely.

See references/templates.md for recognition template.

Incident Communications

Purpose: Provide clear, timely updates during and after incidents.

During Incident: Update every 30-60 minutes with status, impact, progress, and ETA.

Post-Incident: Conduct blameless post-mortem with timeline, root cause, impact assessment, lessons learned, and action items.

See references/workflows.md for complete incident communication framework.

Professional Yet Approachable

Do: Use conversational but clear language, write like you speak (but edited), show personality within bounds.

Don't: Use corporate jargon or buzzwords, write in overly formal language, sacrifice clarity for cleverness.

Example:

• ❌ "We are pleased to announce that the strategic initiative has reached its preliminary milestone."
• ✅ "Great news! We've hit our first major milestone on the customer portal redesign."

Transparency and Authenticity

Do: Share both good news and challenges, admit when you don't know something, explain the reasoning behind decisions.

Don't: Spin bad news into forced positivity, hide problems until they're critical, exaggerate accomplishments.

Inclusive Language

Do: Use gender-neutral language, avoid idioms that don't translate well, be mindful of cultural differences, consider time zones for global teams.

Don't: Use unnecessarily gendered language, use phrases like "obviously" or "simply", reference culture-specific events only.

Action-Oriented Messaging

Do: Use active voice, start with verbs, make requests specific, set clear deadlines, define ownership.

Don't: Use passive voice excessively, be vague about expectations, leave actions unassigned.

Example:

• ❌ "A decision needs to be made about the framework."
• ✅ "Sarah, please decide which framework we're using by Friday."

Appropriate Formality by Context

Formal (All-hands, policy changes): Complete sentences, professional tone, minimal emoji.

Semi-Formal (Status reports, team updates): Conversational but professional, personality appropriate, occasional emoji.

Informal (Slack, quick updates): Conversational and brief, emoji and GIFs appropriate, fragments acceptable.

Complete Workflows

For step-by-step workflows including time estimates and optimization tips, see:

• references/workflows.md - Detailed workflows for status reports, newsletters, announcements, team updates, crisis communications, and feedback collection

Best Practices by Medium

For channel-specific guidance, see:

• references/best-practices-by-medium.md - Email, Slack/chat, wiki, meetings, and video communications

Templates

For complete templates and examples, see:

• examples/status-report-template.md - Weekly engineering status template
• examples/newsletter-template.html - Company newsletter template
• examples/announcement-template.md - All-hands announcement template
• examples/team-update-template.md - Sprint/team update template
• references/templates.md - Additional templates for policy changes, post-mortems, recognition, cross-team updates, and OKRs

Metrics and Measurement

For tracking communication effectiveness, see:

• references/metrics-and-measurement.md - Engagement metrics, comprehension metrics, sentiment metrics, and audit processes

Common Pitfalls

For avoiding common mistakes, see:

• references/common-pitfalls.md - Information overload, burying the lede, inconsistent formatting, lack of action items, missing context, technical jargon, irregular cadence, one-way communication, ignoring communication styles, and lack of follow-through

Tools and Planning

For recommended tools and scheduling, see:

• references/tools-and-resources.md - Email, chat, documentation, project management, surveys, video, and analytics tools
• references/communication-calendar.md - Weekly, monthly, quarterly, and annual communication cadence template

Communication Type Decision Tree

```

Need to communicate something?

│

├─ Is it urgent and affects everyone?

│ └─ Yes → All-hands announcement (email + Slack + meeting)

│

├─ Is it a regular update on progress?

│ └─ Yes → Status report (email or doc)

│

├─ Is it celebrating wins or building culture?

│ └─ Yes → Newsletter or recognition post

│

├─ Is it a policy or process change?

│ └─ Yes → Policy announcement with FAQ

│

├─ Is it ongoing crisis/incident?

│ └─ Yes → Incident communication protocol

│

└─ Is it team-specific progress?

└─ Yes → Team update

```

Formality Spectrum

```

Most Formal Least Formal

│ │

Policy changes → All-hands → Status reports → Newsletters → Slack → Team chat

```

Communication Checklist

Before sending any communication, verify:

• [ ] Audience clearly identified
• [ ] Purpose is clear
• [ ] Most important information is first
• [ ] Action items are specific and assigned
• [ ] Deadlines are included
• [ ] Context is provided
• [ ] Tone is appropriate
• [ ] Grammar and spelling checked
• [ ] Links work
• [ ] Formatting is consistent
• [ ] Channel is appropriate
• [ ] Timing is right
• [ ] Follow-up plan exists

Effective internal communication is a skill that improves with practice. Remember:

• Clarity beats cleverness - Be direct and specific
• Consistency builds trust - Regular, predictable communication
• Context matters - Always explain the why
• Two-way is better - Create space for feedback
• Less is often more - Respect people's time and attention

Use this skill as a starting point, customize for your organization, and continuously improve based on what works for your team.