In 2025, internal communications is more than a function; it’s a strategic capability. With hybrid, frontline, and globally dispersed workforces now standard, the role of internal comms has shifted rapidly. More communicators report directly to the CEO, greater trust is placed on comms teams, and investment in technology is accelerating. If you’re planning for the future of internal communications, now is the time to update your mindset, channels, and metrics.
The pandemic proved to the C-Suite that internal comms is not a nice-to-have. It’s completely vital to the success of a company. IC teams are not just the people who “comms things up” or help you edit your copy. They are strategists.
The State of the Sector always reports on shifting priorities, channels and their effectiveness, and what internal comms teams see as their top challenges. This year, the focus has shifted on key issues like employee wellbeing, diversity and inclusion, new ways of working, increased leadership visibility, a greater investment in digital channels, and empowerment of managers to better engage with their teams. Gallagher’s report also focused on digital channels and their effectiveness and found that 31% of internal comms professionals use mobile apps, but found them 70% effective. This makes them one of the most effective digital tools.
These internal comms trends are reinforced in Edelman’s Future of Corporate Communications report, which found:
More than ever before, comms teams have access to mobile-first technology and CommsTech usage is on the rise.
• AI-powered content, personalization and automation are becoming mainstream in internal comms: in fact over 70% of internal comms teams now use generative AI tools.
• Mobile-first, frontline-focused communication is accelerating. Employees expect to receive company updates via their phone, wherever they are.
• Real-time sentiment analytics and two-way engagement are replacing annual surveys as the primary way to understand workforce mood.
These shifts show that the future of internal communications is about being agile, personalized and mobile-enabled.
If you are in the HR or Communications department, you no doubt have “improve employee engagement” as a goal. Companies define engagement in different ways, but we all strive to improve the employee experience, increase retention, and boost productivity.
But there’s a big problem. Without mobile-first channels in place, companies struggle to reach their distributed workforce.
It has become clear in recent years that we need to meet employees with information when and where they want to receive it—via mobile tech. Shifting to mobile internal communication and a digital workplace will be critical as remote work becomes the status quo. The old ways for communicating with and engaging the workforce will no longer be enough.
Recent research found that companies with mobile-enabled internal comms saw up to 35% higher employee engagement scores compared with those relying primarily on email and desktop tools. With deskless and hybrid work continuing to rise, mobile internal communication is no longer optional—it’s essential.
We survey the dispersed and deskless workforce annually, and we always ask them about the channels they’re using as well as what channels they wish they had access to. And each year, mobile channels make up ground.
| Year | % With Access to Texting | % With Access to Employee Apps |
|---|---|---|
| 2021 | 44% | 16% |
| 2022 | 57% | 25% |
82% of employees also report being willing to use their personal phones to receive company communications. This willingness comes from:
If this is the direction things are shifting, especially as we embrace more remote and hybrid work, we need to be prepared to offer employees the channels they want and easier access to information.
Employees are used to receiving information through their phones the moment it becomes newsworthy. Communication that impacts their work and the company they work for should be no different.
Using an internal comms app provides easier access to important information that employees need to be successful in their jobs. This includes executive comms, HR updates, and access to documents, paystubs, etc. But it also allows you to share “nice-to-know” information. This is the feel-good stories that communicators often shelve because they don’t have the space or time to fit them into their normal messaging cadence. And this content can be shared through engaging multimedia platforms such as video, podcasts, photos, and blogs.
A few years ago, we conducted a survey of 1,000 deskless employees to learn what they need and where the gaps in communications are. We found that:
Fast forward to 2021, and the results aren’t that different.
• Relying solely on email or desktop channels when many employees work remotely or on the move.
• Treating internal comms as one-way broadcast only, rather than enabling feedback and dialogue.
• Ignoring data and metrics: many teams still struggle to prove how internal comms impacts retention, productivity or culture.
• Deploying tech without aligning content, governance or manager training — tools alone don’t deliver results.
Avoiding these pitfalls helps you future-proof your internal communications strategy.
As you refine your internal communications strategy for 2025 and beyond, remember: channel choice, technology, and frequency matter, but the human connection still sits at the heart of it. Your workforce expects relevance, personalization, and accessibility. If you’re ready to invest in mobile-first channels, data-driven insight, and inclusive dialogue, let’s talk about how internal comms can become a strategic driver of alignment, engagement, and culture.
Amy Jenkins is theEMPLOYEEapp’s Director of Client Strategy & Success. With over ten years of experience working in internal communication, Amy helps our clients create mobile communication strategies that get results.
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