Encourage collaboration and teamwork with a recognition program that is effective and enjoyable!
Book a demo now to take advantage of some incredible offers!
Discover the latest internal comms trends – and how you can leverage them to boost your organizations’ key HR metrics.
%20(1).webp)
Internal communications are one of the most underutilized tools in the HR toolbox.
But the most effective HR teams know staying on top of the biggest internal comms trends can help you drive engagement, retention, and productivity across your organization.
Here are all the latest trends in internal communications – and how you can start taking advantage of them to boost your organizations’ key HR metrics.
It will probably come as no surprise to hear that internal communication is set to be dominated by one thing in 2024: AI.
In fact, MIT has predicted that 2024 is the year that “generative AI might actually become useful for the regular, non-tech person”.
And business leaders agree, with executives estimating that 40% of their workforce will need to reskill as a result of implementing AI and automation over the next three years. Plus, 76% of HR leaders believe their organization will fall behind their competitors if they don’t adopt and implement AI solutions in the next 12 to 24 months.
This all points to 2024 being the year business of all sizes will be laser-focussed on upskilling their people so they’re comfortable using AI in their workflows.
And proactive internal communication will do wonders for fostering collaboration, engagement, and a sense of belonging among employees dealing with this rapidly changing reality of their work lives.
Here’s our pick of the five corporate internal communications trends to look out for this year.
Plan an internal communication strategy that incorporates each of these key trends to make sure you’re hitting all of 2024’s internal communications best practices:
A hybrid workforce needs access to the right internal communication tools to do its best work.
And with 40% of US employees now working remotely at least one day a week – and 22% of the American workforce expected to be remote by 2025 – hybrid working isn’t going anywhere soon.
A simple way to improve internal communication in the new world of work is to manage all your internal comms through a company intranet – and store all important documents in a centralized knowledge base. This will help make sure all your employees can always find the information they’re looking for, no matter where they work from.
But the most effective hybrid businesses don’t stop there. They also make sure to play to the strengths of both in-office and remote working to get the best of both worlds.
For example, research shows people usually get more done when they’re working from home, with 77% of workers saying they’re more productive when working remotely.
But a lot of people also find it isolating to work from home long-term, with 24% of people saying their biggest problem with remote work is loneliness.
On top of that, 45% of people think meetings with ten or more attendees are worse when done on video call rather than in-person.
You can help solve all these problems at once by making a company rule that teams need to meet up regularly in the office for team meetings. This will not only give your people a chance to socialize – boosting wellbeing and engagement – and make for a much more effective meeting than you’d get on a video call.
This year you can expect to see AI-powered features baked into the internal communication software your organization uses.
Soon, no modern internal communications strategy will be complete without:
In short, AI-driven personalization is set to completely change the way we approach internal communication in an organization – and the internal communications best practices to follow at work. It’s going to be a lot to keep track of, but staying on top of this trend could be what gives your company an edge over the competition.
The emerging AI trends in HR are going to bring plenty of benefits to your teammates. But they’re going to bring their fair share of worries, too.
75% of Americans think artificial intelligence will decrease the total number of jobs over the next 10 years. Plus, 40% of workers believe AI could do their job better than them in the next decade – and 30% that their job would disappear completely if an AI can do it better than them.
With so much AI-induced anxiety around job security in the zeitgeist, employee wellbeing is set to be more important than ever in 2024. Simply put: people aren’t going to be able to bring their best selves into work each day if they’re scared they might get replaced by a robot any day now.
Not only is it your ethical responsibility to do your best to look after your employees’ mental health – implementing a strategy designed to improve their wellbeing will also make your organization more productive and profitable.
Don’t believe us? Poor mental health is cited as a factor that impacts productivity for around 1 in 5 employees. When your peoples’ wellbeing suffers, so does your bottom line.
Emails and Slack messages are a perfectly serviceable way to communicate plenty of the things we need to get across at work. But they’re not always the most effective way of getting your message across. Photos, illustrations, graphs, charts, videos, memes, and gifs all have their time and place in a modern internal communication strategy.
For example, you can instantly improve internal communications with executive announcements – messages directly from the C-suite looping every employee in on what’s going on across your organization.
Plus, including Loom videos in your knowledge base that walk employees through key SOPs in real-time is often much more effective than a text document that covers the same information.
Keep your internal communications interesting and interactive and you’ll be sure to get through to all your employees, no matter what their communication style is.
A knock-on effect of AI becoming ubiquitous this year is that it’s going to be a lot easier for your team to quickly make sense of big datasets.
AI takes minutes to pick out trends and key takeaways in data that it would take a human analyst hours – or even days – to decipher.
For example:
With this kind of instant analysis at HR teams’ fingertips, data-driven tactics and strategies are set to be one of future trends in internal communications.
2024 is set to be a tumultuous year for the global workforce.
And that means HR leaders are set to have their work cut out for them keeping engagement, retention, and productivity high through the year.
Bake the internal communication examples we’ve outlined here into your comms strategy to make sure it meets the needs of your workforce in 2024 and beyond.
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
Explore Guide
Yes, at Assembly, security is a top priority. Each quarter, we have ongoing security work that is everyone’s responsibility. While we maintain a strong security posture, it was important for us to prove to our customers that we do everything we claim to do. This led us to pursue a SOC 2 Type II report that would provide evidence of our compliance with industry gold-standard security practice.
There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.
Yes, we will offer contracts for companies with longer-term agreements to help larger customers have more certainty around future costs.
The minimum agreement term is a 12-month subscription.
We do and for FREE! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.
Yes. We offer a completely free plan for up to 50 team members. This plan is intended for teams or organizations that are looking to get started with an employee engagement tool. Keep in mind, this plan is limited in features.
All customers can open an Assembly account for free and get started without a credit card. Then you can change plans as necessary.
At the time of redemption (when your employees exchange their points for a paid reward) you'll pay face value. If a reward is a $10 Amazon gift card, your cost will be $10. All paid rewards are billed for on a monthly basis.
The good news is that you don't have to pay for rewards upfront because we only charge you when points are redeemed, not when they're earned.
We offer discounts or educational or charitable organizations. In order to secure a discount, you'll first need to book a demo with a customer support specialist.
For all other organizations, we are willing to consider longer-term agreements in exchange for discounts. To set up annual plans or longer, you will need to book a demo with a customer support specialist.
If you're on a month to month plan, you can go here and cancel anytime. If you're having concerns or need help setting up your account for success, you can always book a demo with a customer support specialist.
If you're on a longer-term custom plan, you'll need to reach out to your customer support specialist to cancel your account or email us at support@joinassembly.com.
Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!
While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here.
Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.
Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.
That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.
They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.
No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.
Please schedule time with an expert and we will help you to get all your questions answered
