Does this scenario sound familiar? You recently shared the results of your employee engagement survey, and it’s clear your employees don’t feel connected to the leadership team. They want more transparency on the state of the business. And they don’t see leaders walking the talk when it comes to the vision and values of the organization.
The response from the executive team is, “We need more and better internal communication!” And then they look to you. If you find that leaders are looking to the communications team more today than ever before, you’re not alone. 75% of communicators feel their value has increased since the COVID-19 pandemic. Now’s the time to let your executive communications strategy shine.
In today’s fast-paced corporate environment, an executive communication framework is no longer optional—it’s a strategic necessity. Effective communication from leadership fosters strategic alignment and builds trust across the organization. According to communication experts at Photon and Ideals Board, clear, consistent messaging from executives helps align teams with company goals, reinforces credibility, and strengthens workplace culture.
2025 has amplified the need for clarity under urgency. With rapid market changes and increasingly complex decision-making, executives must convey critical messages quickly and effectively. This is where models like BLUF—Bottom Line Up Front—are essential, allowing leaders to prioritize key points before providing supporting details.
Consistency is equally important. As Fratzke Media notes, structured communication enables executives to deliver purposeful messages, maintain brand voice, and measure their impact over time.
An effective executive communications plan ensures:
Clarity: Leaders deliver messages that cut through noise and uncertainty.
Consistency: Communications align with company values and strategic goals.
Trust: Employees feel informed, valued, and engaged.
Impact: Leaders connect actions to organizational success and employee experience.
In 2025, leaders who have structured plans enjoy stronger employee alignment, higher engagement, and better retention.
Before we can talk about forming an executive comms plan, we need to define exactly what it is.
Executive communication is all communication coming from a member of the senior leadership of a company. This includes face-to-face communication like town hall meetings or coffee chats, as well as emails, employee app posts, and messages shared through your intranet.
An executive communications plan is therefore the strategic approach to sharing executive communications with employees in a way that achieves key business objectives (e.g. retention, higher employee engagement, etc.).
Executive communication reinforces vision, builds trust, and rallies employees—even in distributed teams. According to Axios, leaders today use more than just email; they leverage all-hands meetings, informal 1:1s, Slack updates, and open-door accessibility to stay connected and aligned.
2025 Trends in Executive Communications
To stay ahead, it’s critical to understand how executive communications is evolving in 2025. Below are key trends reshaping what “communications” means for leaders:
• Hyper‑personalization and AI‑assisted communication: Executives increasingly use AI tools to tailor messages to specific teams or roles, refining tone, length, and content per audience segment.
• Emphasis on authenticity and trust: Direct, informal communication from leaders is gaining impact. According to recent surveys, messages delivered personally by CEOs drive higher trust than filtered statements.
• Information overload reset: With employees overwhelmed by messages, clearer, more intentional executive communications are essential. Communicators are consolidating messaging channels and reducing noise to make key communications stand out.
• Video and visual formats dominate: Short video updates, visual summaries, and live Q&A sessions are replacing long emails as preferred formats.
• Democratization of communications: As more employees and mid‑level managers communicate with broader audiences, executive communications teams evolve into facilitators, coaching others rather than owning all messaging.
These trends inform every tip below and position your communications plan for modern expectations.
Executives deliver all-company updates in town halls, followed by targeted small-group unwinds (“micro-towns”) to contextualize messaging. Real-time Q&A boosts clarity and transparency.
HR and leadership teams combine succinct executive memos with short video clips—digital-first, mobile-friendly, and inclusive for global teams.
Casual, scheduled drop-ins—virtual or in-person—humanize leadership and break down communication barriers.
Executives sharing personal stories—like Brené Brown’s approach to vulnerability—help inspire empathy and strengthen cohesion.
Crafting an executive communications plan may feel daunting, but it doesn’t have to be. Follow these seven steps to build an effective and impactful plan:
Meet Regularly with Stakeholders
Schedule regular check-ins with key leaders across your organization, including members of the C-Suite. These meetings help build relationships, align priorities, and ensure your communication strategy is grounded in executive and organizational needs.
Define Clear Goals for Every Message
Each communication should support a specific business objective—whether it’s driving retention, boosting productivity, or saving time. Executive messages should do more than just inform; they should align with measurable outcomes and demonstrate ROI.
Establish a Consistent Cadence
Don’t reserve executive communications only for crises or major announcements. Set a regular cadence for leadership messages to help position your executives as accessible, transparent, and inspiring—not just the bearers of bad news.
Choose the Right Communication Channel
Consider the tone and impact of each message when choosing how it’s delivered. Text-based updates can lack nuance, so coach executives on delivering messages via video, podcasts, or town halls to improve clarity and connection.
Remove Participation Barriers
Make it easy for executives to take part in your communications plan. Provide support such as scripting, recording help, or scheduling assistance to reduce friction and encourage regular contributions.
Report on Results
Demonstrate the value of your strategy by sharing performance metrics—such as engagement rates, feedback, or internal survey data. Show how executive messages are driving employee alignment and reinforcing business goals.
Refine and Evolve
Executive communication is never one-size-fits-all. Continuously analyze what’s working and what’s not, then adapt your plan to better meet audience needs and organizational priorities.
Now that we have the basics of executive comms strategy down, here are six tips to create an authentic and impactful executive communications strategy:
Communications professionals have a direct line to employees. Use this insider status to talk to them about what they want to hear from leadership. You can do this formally with surveys and focus groups and informally with pre-shift meetings or a meeting with frontline managers.
While the high-level state of the business updates can be valuable, employees want to hear how information directly impacts them. This will help you talk to leadership about the importance of tailoring their message to specific audiences.
Have you ever created personas for your employees? It’s common practice in marketing and PR but should be part of every internal comms team’s toolbox.
By creating personas, you begin to understand who your employees are. What do they value? How do they contribute to the success of the organization? How do they currently receive communication? And what content do they have access to? Personas should be created for all levels of employees and across different departments.
See the example below for ideas on how to create employee personas.
Move beyond general employee personas by creating a stakeholder matrix. This makes it clear which groups need what type of communication. For example:
Stakeholder Matrix Example:
Frontline employees → Prefer concise text or mobile notifications.
Managers → Need weekly briefing emails + dashboards.
Executives → Require strategic summaries + metrics reports.
External stakeholders → Expect quarterly updates and formal press releases.
By mapping job roles, communication preferences, and expectations, your executive communications plan template ensures the right messages reach the right people in the right way.
Now that you know who your employees are and what they want to hear from executive leadership, the next step is to evaluate what channels employees currently have access to and whether or not leadership can communicate effectively through those channels.
Video is one of the most effective communication mediums. It creates transparency and allows leaders to express themselves with clarity and empathy, which helps build trust and connection. Unfortunately, many companies don’t have a channel to deliver videos to all employees directly, so they need to evaluate whether they need to open up access to existing or new platforms.
Once you understand what messages employees want to hear, you are now ready to deploy a strategy to carry the weight and priority you want it to. The CEO shouldn’t be the only one talking. Your plan should include guidelines for what types of messages come from each of your leaders. It ensures you set a consistent cadence for leaders to communicate both high-level strategic or inspirational messages and informal coffee chats or roundtable discussions.
You’ve spent a lot of time learning what your employees want and need from their leaders. So, how can you measure the success of your strategy and whether you’re achieving the goals you and your leadership team want to achieve?
If your communications channels allow you to measure employee engagement, analyze the data to see if more employees are engaging with your content than before. If you can’t see open or read/watch rates, conduct pulse surveys to understand if your employees have noticed the change in executive communication and if the messages are making an impact. Don’t forget to ask frontline managers if they’ve noticed an impact from executive leaders’ more frequent and intentional communication.
It’s vital for employees to feel their voice is reflected in the message. Having leaders respond directly to employee feedback and pivoting direction based on employee feedback is critical to the success of an executive communications strategy. Building employee trust starts with showing a willingness to listen and change based on the needs of a company’s most critical asset: employees.
A culture of open communication is essential for fostering trust between leadership and employees. Learn more about how to create a culture of open communication in your organization.
One way to foster stronger team communication and ensure employees feel heard is by incorporating regular, well-structured team huddles. Discover how to make your team huddles more effective to enhance engagement and transparency.
National surveys show that employees place high importance on executive communications and transparency. According to Edelman’s Trust Barometer:
“People hold more trust in ‘My Employer’ than in any single institution, with trust levels at 75% globally—19 points more than business in general and 27 points more than government.”
The pressure is on leaders to connect with their employees.
The impact of current events on the lives of employees and businesses makes executive communications more important than ever. Leaders need to communicate an authentic and inspiring message on a regular cadence. And that message must also show empathy with the employee experience.
One great way to do that is by updating your executive communications plan to include more video and audio communications. This gives your leaders better visibility and allows them to control their tone more.
Don’t assume that the way it’s always been done is how you should continue delivering leadership messages. Instead, use the steps above to define the needs and wants of your employees and ensure you have the right communication channels to reach them. Only then can you build a strategy that will help your leaders communicate for impact and your employees feel valued by and connected to their leaders.
To prove impact and guide iteration, use a mix of quantitative and qualitative metrics:
• Open / read / view rates (email, video)
• Click or action rates (for embedded links or calls to action)
• Pulse survey feedback on clarity, relevance, trust
• One‑on‑one or focus group feedback (e.g. “Was the message clear?”)
• Stakeholder feedback (leaders, managers)
• Time to respond or follow up (are employees acting on messages faster?)
• Trends in engagement over time (month to month)
• Correlation with business outcomes (e.g. voluntary attrition, productivity metrics)—where possible
Regularly review these metrics and share a communications dashboard or scorecard with leadership to maintain visibility and accountability.
AI-Enhanced Feedback Tools: Helps employees craft fair, balanced appraisals.
Recognition AI: Tools like Workhuman improve quality of manager praise.
AI for Goal Clarity: Models like COIN framework ensure structured, clear feedback.
Integrated AI + Human Coaching: AI surfaces insights, leaders add personal development coaching.
If your employees are asking for more transparency and visibility from leadership, it’s not a failure—it’s an opportunity. An executive communications strategy bridges the gap between leaders and employees, turning corporate messaging into meaningful dialogue.
Today’s workforce expects authenticity, empathy, and consistency from those at the top. Whether it’s through a video message from your CEO or a quick update via mobile app, the how and what of executive communication both matter deeply. By aligning your messaging with employee expectations, delivering it through the right channels, and measuring impact, you not only build trust—you build a stronger, more resilient culture.
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What is the difference between executive communication and internal communications?
Executive communication is a subset: it refers to messages coming specifically from leaders (CEO, C-suite) to employees (or stakeholders). Internal communications is broader—it encompasses all organizational communication (team updates, HR messages, systems notifications). Both must align.
How often should leaders communicate with employees?
The ideal cadence varies by organization, but a regular rhythm (e.g. monthly executive updates + weekly check-ins or micro‑messages) helps build consistency and trust. Avoid going silent for long stretches—gaps create uncertainty.
How do I avoid communication fatigue?
Limit broadcast volume, consolidate messages, and ensure every communication adds clear value. Use segmentation so people only receive messages relevant to them. Use varied formats (video, visuals) to break the monotony.
How do I scale executive communications for large or global teams?
Use scalable formats (pre-recorded video, intranet posts), localize messaging for regions/teams, and empower managers to cascade messages with context. Use data to see which regions or teams engage less and adjust accordingly.
How do you coach executives to communicate effectively?
Provide message templates, rehearsal or scripting support, feedback on tone & clarity, and post‑delivery metrics. Encourage leaders to use personal stories, vulnerability, and plain language to connect authentically.
Feel free to adapt these FAQs to your organization’s needs.
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Help your executive team be more effective communicators.
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