This move, part of a broader effort to foster efficiency and speed within the company, underscores Jassy’s focus on cutting down on bureaucracy as Amazon prepares for its next phase of growth.

Tune in to our conversation on Amazon’s mission to eliminate inefficient meetings:

A Bold Move to Trim Bureaucracy

Jassy’s memo explicitly targets what he referred to as “pre-meetings for the pre-meetings for the decision meetings”—a common complaint in many large organizations. These redundant gatherings, according to Jassy, waste valuable time and resources, leading to slower decision-making processes. “We need to move fast, and unnecessary processes, meetings, and layers of management just slow us down,” Jassy wrote.

In line with these goals, Amazon is looking to flatten its corporate structure, a move designed to allow employees to operate with greater autonomy and agility. Jassy’s approach is not only about eliminating needless meetings but also about empowering teams to make faster, more effective decisions without excessive oversight.

The Cost of Inefficient Meetings

Amazon’s initiative comes as a growing number of companies recognize the high cost of unnecessary meetings. A study cited in Bloomberg found that big firms can waste as much as $100 million annually on pointless meetings. The pandemic’s remote work boom exacerbated this problem, as virtual meetings became a default communication tool. Now, with Amazon’s push toward a five-day return-to-office strategy in 2025, Jassy is doubling down on productivity measures that ensure employees’ time is spent on value-added work.

“Meeting overload is a sign of a deeper problem in corporate culture,” said Steven Rogelberg, an organizational psychologist and professor at the University of North Carolina at Charlotte who studies workplace dynamics, in the Bloomberg article. “By addressing it head-on, Jassy is sending a clear message that efficiency and agility are top priorities for Amazon’s future.”

Mixed Reactions from Experts

While many business leaders have applauded Jassy’s move, not all experts agree on the wholesale elimination of pre-meetings. Andy Molinsky, a professor of management at Brandeis International Business School, acknowledges the downsides of pre-meetings but argues that they can also provide critical preparation time. “Pre-meetings allow ideas to be vetted and refined before the main decision-making meeting, which can lead to better execution,” he said to Bloomberg. “It’s about finding the right balance—ensuring the main meeting is effective, while not completely eliminating the space to prepare.”

Jennifer Nahrgang, a professor at the University of Iowa Tippie College of Business, adds that pre-meetings often reflect a company’s culture. “If employees feel the need for multiple layers of meetings, it may signal a deeper issue of fear or a lack of trust in decision-making processes,” she notes in the article. Jassy’s efforts to flatten management and encourage a more agile, decision-oriented culture could help address these underlying issues.

Amazon’s “Bureaucracy Mailbox”

As part of his anti-bureaucracy campaign, Jassy also introduced a new initiative—the “bureaucracy mailbox.” This platform allows employees to anonymously flag processes, rules, and mechanisms that they believe should be streamlined or eliminated. It’s a move designed to foster open communication and ensure that employees at all levels of the company feel empowered to contribute to its operational efficiency.

However, some skeptics remain. Gary Hamel, co-author of Humanocracy, notes in the article that reducing bureaucracy is a challenge many companies have tackled, with varying degrees of success. “Every few years, a company goes to war with bureaucracy,” Hamel said. “But like grass in the rain, it grows back. Cutting meetings is a start, but fundamentally, bureaucracy is a mindset. Changing that requires more than trimming processes—it requires a complete cultural shift.”

A Step Toward Amazon’s “Largest Startup” Vision

Jassy’s vision for Amazon is clear: to operate as “the world’s largest startup,” combining the speed and agility of a small company with the scale and resources of a global tech giant. His commitment to cutting down on inefficient meetings and removing layers of management is just one aspect of this broader goal.

The question remains: Can Jassy succeed where other leaders have failed? Amazon, with its vast workforce of 1.5 million employees, is no stranger to bureaucracy, and cultural shifts of this magnitude take time. But with Jassy at the helm, and a clear focus on efficiency, Amazon is positioning itself to be more agile and innovative in the years to come.

Diverse Perspectives on Amazon’s Future Efficiency Push

As Amazon moves forward with Andy Jassy’s efforts to cut back on unnecessary meetings and flatten its management structure, opinions from across the business landscape highlight both optimism and caution.

Some professionals in the business community are on board with Jassy’s bold approach. John Moore commented on LinkedIn, “Many folks like using ‘yet another meeting’ to think out loud—decisions they could make on their own or by contacting stakeholders individually.” This sentiment echoes Jassy’s belief that trimming unnecessary meetings will help speed up decision-making and empower employees to work more autonomously.

Others, however, question the complete elimination of pre-meetings. Pamela Young remarked, “Pre-meetings are a necessity when you have diverse groups with differing agendas trying to address customer needs. To say you’ll ‘eliminate’ these can easily lead to confusion and disarray in front of the customer.” Her perspective suggests that some level of preparation is critical to ensuring unified messaging and clear communication.

A broader reflection on Jassy’s mission to reduce bureaucracy came from Terence Mauri, who pointed out, “Excess bureaucracy is a leadership tax. It means less time and resources for value creation and making things happen.” Mauri’s insights suggest that cutting back on bureaucracy could free up significant resources for more productive, value-driven work, but achieving this may be more challenging than expected.

Finally, experts like Gary Hamel caution that eliminating bureaucracy often proves difficult in large organizations. “Every few years, a company will go to war with bureaucracy. But like grass in the rain, it grows back,” Hamel said. He highlights the deep-rooted challenges in transforming a large organization like Amazon, questioning how far Jassy is willing to go to maintain the company’s agile culture.

As Amazon continues to evolve, only time will tell whether Jassy’s initiatives will have a lasting impact. For now, his focus on efficiency reflects a broader trend across the corporate world—cutting out unnecessary layers and meetings to unlock productivity and drive innovation.

As Riham El-Lakany, Chief Marketing and Communications Officer, succinctly puts it, “Strategic communications is the backbone of effective internal communication.” But what does this look like in practice? And how can enterprise-level executives leverage it to create a highly engaged and motivated workforce? In this article, we explore the critical components of strategic internal communication and why it is essential for driving employee engagement and organizational success.

The Role of Strategic Communications in Driving Employee Engagement

Employee engagement is more than just a buzzword; it’s a proven driver of business performance. Studies have shown that engaged employees are 17% more productive, 21% more profitable, and 41% less likely to leave their companies. But engagement doesn’t happen by accident. It’s cultivated through intentional communication strategies that resonate with employees and connect them to the organization’s broader purpose.

“Employee engagement isn’t just a feel-good initiative,” says El-Lakany. “It’s a critical driver of business outcomes. Strategic communications can transform how employees perceive their roles and their connection to the company’s mission.”

In a large organization, it’s easy for employees to feel disconnected from the company’s broader vision, especially when they’re not in senior leadership roles. Strategic communications ensure that every employee, regardless of their position, understands how their work contributes to the organization’s overall success. This connection is critical for fostering a sense of purpose and commitment.

“When employees understand the bigger picture and feel that their contributions are valued, it creates a powerful sense of ownership,” says Tim Wrobel, an internal communications executive. “Strategic communication is what bridges that gap between individual roles and the company’s mission.”

Building Trust Through Transparency and Consistency

Trust is the cornerstone of any successful organization, and transparency is a key component of building that trust. Strategic communication ensures that employees receive clear, honest, and consistent messages, even during challenging times. Whether the company is going through a reorganization, launching a new initiative, or navigating a crisis, employees need to know they can rely on leadership to keep them informed.

“Trust is built when communication is consistent and truthful,” explains Wrobel. “When employees feel that leadership is open with them, especially during difficult times, they are more likely to stay engaged and loyal.”

For enterprise-level executives, this means being transparent not only about successes but also about challenges. When employees see that leadership is willing to share both the good and the bad, it reinforces a culture of openness and trust. In contrast, withholding information or providing inconsistent messaging can quickly erode that trust.

“Employees can sense when they’re not being told the whole story,” adds El-Lakany. “Strategic communication means being proactive, not reactive, and ensuring that all employees are on the same page.”

Crafting a Unified Message Across All Levels of the Organization

One of the most significant challenges for large organizations is ensuring that their message is consistent across all levels. From the C-suite to frontline employees, everyone needs to understand the company’s vision, mission, and goals. However, simply sending out the same message to everyone won’t work—each audience within the company has different concerns, responsibilities, and motivations.

“It’s not just about pushing the same message out to everyone,” says El-Lakany. “It’s about tailoring the message so that it resonates with each group, whether they’re senior executives, middle managers, or frontline workers.”

For example, while senior leaders might be focused on strategic direction and market performance, middle managers might need more tactical information about how to implement new initiatives. Meanwhile, frontline employees might be most concerned with how changes will impact their day-to-day work. Strategic communication involves understanding these different perspectives and crafting messages that are relevant to each group while maintaining a unified overarching narrative.

“A one-size-fits-all approach to internal communication doesn’t work,” says Wrobel. “Strategic communication means understanding the nuances of your audience and delivering messages that speak to their specific concerns while staying aligned with the company’s broader goals.”

Fostering a Positive and Inclusive Workplace Culture

At its core, strategic communication is about more than just delivering information—it’s about shaping culture. A strong workplace culture doesn’t develop overnight; it’s built through consistent, intentional messaging that reflects the company’s values and celebrates the contributions of its employees. By regularly communicating those values and recognizing employee achievements, companies can foster a positive and inclusive environment.

“Culture is communicated through every message the company sends out, whether it’s a formal announcement or an informal recognition of a team’s success,” notes El-Lakany. “Strategic communication ensures that employees feel valued and included in the company’s journey.”

In today’s diverse workforce, inclusivity is critical. Employees need to feel that they belong, regardless of their background, and that their contributions are appreciated. Strategic communication plays a key role in reinforcing these values by creating a culture of recognition and inclusion. When employees see that their work is recognized and that their voices are heard, it fosters a stronger sense of loyalty and engagement.

“Recognition and inclusivity are powerful motivators,” says Wrobel. “When employees feel seen and appreciated, they’re more likely to go the extra mile.”

The Digital Shift: Leveraging Technology for Effective Internal Communication

The shift to remote and hybrid work environments has dramatically changed the way companies communicate internally. With employees spread across various locations and time zones, traditional methods of communication are no longer sufficient. Digital tools such as Slack, Microsoft Teams, and Zoom have become essential for real-time communication, but their effectiveness depends on how strategically they are used.

“Digital tools are just that—tools,” says El-Lakany. “To use them effectively, you need a strategic plan that ensures communication isn’t just frequent, but meaningful.”

This digital transformation also provides new opportunities for feedback and measurement. By using analytics tools, companies can gather insights into how employees are engaging with internal communications. Are employees opening internal newsletters? Are they participating in town halls or engaging in discussions on digital platforms? These metrics allow leaders to adjust their communication strategies in real-time to better meet the needs of their workforce.

“Technology allows us to be more agile in how we communicate,” says Wrobel. “But it’s important not to confuse frequent communication with effective communication. Strategic communications ensure that the message is impactful, not just noise.”

The Future of Strategic Internal Communication

As companies continue to evolve, the importance of strategic communication will only grow. The most successful organizations will be those that view internal communication as a critical business function, not an afterthought. Companies that prioritize transparency, consistency, and engagement in their communications will foster stronger employee loyalty, drive innovation, and create a competitive edge.

“Internal communication is no longer just about keeping employees in the loop,” says El-Lakany. “It’s about creating alignment, building trust, and fostering a culture that drives long-term success.”

In the future, strategic communication will be essential for navigating an increasingly complex and dynamic business environment. Whether it’s aligning a global workforce, managing organizational change, or fostering a positive workplace culture, strategic communication will be the key to unlocking employee potential and driving business performance.

As El-Lakany aptly sums up, “Strategic communication is not a luxury—it’s a necessity. It’s the glue that holds everything together.”

For enterprise-level executives, understanding the power of strategic internal communication is critical. By fostering trust, shaping culture, and using technology effectively, they can create a highly engaged workforce that drives organizational success. Strategic communications is, quite simply, the backbone of effective internal communication.

“In today’s dynamic work environment, employees are bombarded with information from multiple sources, making it challenging to capture their attention and keep them engaged,” Parsons explains. “To navigate this complexity, internal communicators must leverage the latest tools and techniques to deliver clear, concise, and compelling messages that resonate with their audience.” This means not only adopting new technologies but also continually reassessing and refining communication strategies to align with the ever-changing needs of the workforce.

Understanding the Importance of Employee Engagement

One of the critical aspects of staying ahead is understanding the importance of employee engagement. Engaged employees are more productive, motivated, and likely to contribute positively to the organization’s goals. Effective internal communication is pivotal in building this engagement by fostering a sense of belonging and ensuring employees feel informed, valued, and connected. “When employees are engaged, they are more likely to go above and beyond in their roles, driving innovation and growth,” says Parsons. “This is why it’s crucial for organizations to invest in robust internal communication strategies that promote transparency and inclusivity.”

Furthermore, the flow of information within an organization must be seamless and efficient to avoid bottlenecks and miscommunication. In an era where remote and hybrid work models are becoming the norm, maintaining a coherent and consistent communication framework is more important than ever. “Effective information flow ensures that everyone is on the same page, reducing the risk of misunderstandings and errors,” Parsons notes. “It also enables quicker decision-making and a more agile response to challenges and opportunities.”

Integrating new technologies, such as artificial intelligence and advanced analytics, can significantly enhance the capabilities of internal communicators. These tools streamline content creation and distribution and provide valuable insights into employee behaviors and preferences, allowing for more targeted and impactful communication. “By staying ahead of technological trends, internal communicators can harness these innovations to improve efficiency and effectiveness,” Parsons explains. “This proactive approach ensures that they can continue to meet the evolving demands of their organizations and employees.”

Ultimately, staying ahead of the curve in internal communications is a blend of embracing innovation, understanding employee needs, and continually refining strategies. As Joanna Parsons puts it, “The landscape of internal communications is constantly shifting, and those who can anticipate and adapt to these changes will lead their organizations to greater heights.” This mindset positions internal communicators as strategic partners in their organizations and helps create a more engaged, informed, and connected workforce.

Embracing Artificial Intelligence: A New Frontier

The rise of artificial intelligence (AI) is undoubtedly one of the most transformative trends in internal communications today. Joanna Parsons sees AI not as a threat, but as a powerful ally for communicators. “AI is revolutionizing the way we approach our work, making processes more efficient and allowing us to focus on what really matters—strategic, high-impact communication,” she explains. As AI continues to evolve, it presents many opportunities for internal communicators to enhance their effectiveness and reach.

One of the most compelling uses of AI in internal communications is content generation. Tools like ChatGPT can generate first drafts of newsletters, emails, and even speeches, significantly reducing the time and effort required to produce high-quality content. “The blank page syndrome is a common challenge for many communicators,” Parsons notes. “AI can help overcome this by providing a starting point, which can then be refined and tailored to meet specific needs.” This speeds up the writing process and ensures a consistent tone and style across all communications.

AI-Powered Personalization Enhances Engagement

Moreover, AI can play a crucial role in personalizing communication. By analyzing data on employee preferences and behaviors, AI algorithms can deliver customized content that resonates with individual employees. “Imagine receiving a company update that’s tailored to your interests and role within the organization,” Parsons suggests. “This level of personalization can significantly enhance engagement and ensure that important messages don’t get lost in the noise.” Personalized communication can also foster a stronger connection between employees and the organization, making them feel valued and understood.

AI-powered chatbots are another innovative application that instantly responds to employee queries and automates routine tasks. These virtual assistants can handle everything from answering FAQs to scheduling meetings, freeing up time for internal communicators to focus on more strategic initiatives. “Chatbots are not just about efficiency; they’re about enhancing the employee experience,” Parsons emphasizes. “They provide a seamless way for employees to access information and services, making their lives easier and their interactions with the organization smoother.”

Advanced AI Drives Insights

In addition to content creation and personalization, AI can be a valuable tool for analyzing communication effectiveness. Advanced AI-powered analytics can provide deep insights into how messages are received and acted upon. This includes tracking engagement metrics, sentiment analysis, and predicting future communication trends. “With AI, we can move from guesswork to data-driven decision-making,” Parsons explains. “This enables us to continuously improve our strategies and ensure that our communications are truly impactful.”

Despite the many benefits, integrating AI into internal communications is challenging. Concerns about data privacy, ethical considerations, and the potential for job displacement are all valid issues that must be addressed. “It’s important to approach AI with a balanced perspective,” Parsons advises. “We need to leverage its advantages while being mindful of the implications and ensuring that we use it responsibly and ethically.”

Ultimately, embracing AI is about enhancing human capabilities rather than replacing them. By automating routine tasks and providing powerful analytical tools, AI allows internal communicators to focus on what they do best: building relationships, fostering engagement, and driving organizational success. “AI is the future of internal communications,” Parsons concludes. “Those who embrace it and learn to harness its power will be well-positioned to lead the way in this new frontier.”

Streamlining Channels and Content: Less is More

The shift from being passive content creators to strategic business partners is more critical in our changing world than ever. Joanna Parsons highlights this transition as essential for internal communicators aiming to make a tangible impact on their organizations. “Gone are the days when internal comms teams were seen as just the newsletter brigade,” Parsons asserts. “Today, our role is to drive business outcomes and align our strategies with overarching business goals.”

To embark on this journey, communicators must first immerse themselves in the core objectives of their organizations. This means going beyond understanding the mission statement to delve into the strategic goals laid out by senior leadership. “If your company’s goal is to expand into new markets, then your communication strategy should support that ambition by fostering a culture of innovation and agility,” Parsons explains. This alignment ensures that every piece of communication, from a CEO’s blog post to a team briefing, serves a purpose in advancing the company’s strategic agenda.

Develop a Communication Strategy

A practical way to start is by developing a communication strategy that mirrors the business plan. This involves mapping out how each communication initiative supports specific business objectives. For instance, if a company aims to enhance customer satisfaction, internal communications could highlight customer success stories, share best practices, and reinforce a customer-centric culture among employees. “When communicators understand the ‘why’ behind the ‘what,’ their efforts become more focused and impactful,” Parsons adds.

Equally important is the ability to measure the impact of communication efforts on business outcomes. This requires moving beyond traditional metrics like email open rates and event attendance to more meaningful indicators such as employee engagement, knowledge retention, and behavioral change. “Think of it as connecting the dots between your outputs and the desired business results,” Parsons suggests. For example, if the goal is to improve employee retention, communicators should track metrics that show how internal campaigns have contributed to creating a supportive and engaging work environment.

Collaboration with other departments is also crucial in this strategic shift. “Internal communicators need to build strong relationships with HR, marketing, and operations to ensure that messaging is consistent and aligned across the board,” Parsons says. This cross-functional approach not only helps deliver a unified message but also leverages insights from different areas of the business, enriching the communication strategy.

Educate, Engage, and Participate!

Parsons also emphasizes the importance of ongoing education and professional development for internal communicators. “The field is evolving rapidly, and staying updated with the latest trends and technologies is essential,” she notes. Attending industry conferences, participating in webinars, and obtaining certifications can equip communicators with the skills and knowledge to drive strategic initiatives effectively.

Ultimately, the move towards strategic communication is about transforming the role of internal communicators from mere information disseminators to influential business advisors. “It’s a journey that requires curiosity, continuous learning, and a deep understanding of the business landscape,” Parsons concludes. “When communicators embrace this strategic mindset, they not only elevate their own roles but also significantly contribute to the success and growth of their organizations.”

Moving Towards Strategic Communication: Aligning with Business Goals

Moving towards strategic communication involves more than simply disseminating information; it requires aligning every piece of communication with the organization’s overarching goals and objectives. This alignment ensures that internal communications are not just noise but a vital component of the business strategy, driving performance and achieving key outcomes.

Joanna Parsons highlights that internal communication teams must shift from being passive content creators to becoming proactive strategic advisors. “In many organizations, internal communication teams are often seen as the department that pushes out messages without a clear connection to the business’s strategic goals,” Parsons explains. “To change this perception, communicators need to deeply understand the business strategy and align their efforts to support these goals.”

Identify High-Level Goals to Drive Transformation

One critical step in this transformation is understanding the organization’s core objectives. This involves engaging with senior leadership to grasp the company’s strategic priorities, whether expanding market share, improving customer satisfaction, or increasing operational efficiency. “When communicators are aware of these high-level goals, they can craft messages that not only inform but also inspire and mobilize employees towards achieving these objectives,” says Parsons.

Another key aspect is measuring the impact of communication efforts. Counting the number of newsletters sent or videos produced is not enough. Communicators must assess whether their initiatives lead to desired outcomes, such as improved employee engagement, better understanding of company goals, or enhanced collaboration across departments. “This shift from measuring outputs to evaluating outcomes is essential,” Parsons notes. “It allows communicators to demonstrate the tangible value they bring to the organization and adjust their strategies based on what works.”

Transparency and Inclusion are Critical

Effective strategic communication also involves fostering a culture of transparency and openness. This means regularly sharing updates on company performance, challenges, and achievements and creating avenues for two-way communication where employees can voice their ideas and concerns. “When employees feel informed and heard, they are more likely to buy into the company’s vision and contribute to its success,” Parsons emphasizes. “This sense of inclusion and participation is crucial for building a cohesive and motivated workforce.”

Incorporating storytelling into strategic communication can also be highly effective. By sharing stories of how individual employees or teams contribute to the company’s goals, communicators can illustrate the real-world impact of their work. “Storytelling makes abstract goals tangible and relatable,” Parsons explains. “It helps employees see how their efforts align with the bigger picture and motivates them to take ownership of their roles.”

Ultimately, moving towards strategic communication requires a mindset shift and a commitment to continuous learning and adaptation. As Joanna Parsons puts it, “Strategic communication is about being intentional and purposeful in every message you deliver. It’s about ensuring that your communication efforts are not just activities, but actions that drive the organization forward.” This approach enhances the effectiveness of internal communication and strengthens the overall organizational strategy, leading to greater business success.

Enhancing Communication with Frontline Workers: Reaching the Unreachable

In today’s fast-paced world, frontline workers often find themselves on the outskirts of corporate communication strategies. These employees, whether they’re police officers, nurses, or factory operators, don’t have the luxury of sitting at a desk with constant access to email or Slack. Instead, their communication needs require a more innovative and practical approach.

Joanna Parsons underscores the necessity of providing verbal updates to these essential workers. “It’s about getting back to basics,” she says. “For many frontline workers, their line manager is their main source of information. A quick huddle at the start of a shift can be more effective than any email blast.” Think of it like a morning pep talk for a sports team, setting the tone and focus for the day ahead.

But what if we took it a step further? Imagine incorporating tools like walkie-talkie apps that allow for instant, real-time updates. Or how about digital bulletin boards positioned strategically around workplaces, displaying critical information that’s easily accessible and continuously updated? These small changes can make a difference in ensuring that everyone feels informed and included regardless of their role.

Frontline Workers Often Have the Answers You Need

Creating opportunities for frontline workers to share their feedback and ideas is also crucial. “They are the ones who know the ins and outs of daily operations better than anyone,” Parsons notes. “Setting up regular listening sessions where these workers can voice their thoughts and suggestions can lead to unexpected insights and innovations.” It’s about flipping the traditional top-down communication model and valuing the grassroots perspectives that often go unheard.

For instance, a large retail chain recently launched an initiative where store associates could submit ideas for improving customer service via a simple mobile app. The response was overwhelming, with hundreds of practical suggestions that led to significant operational improvements. “It was a game-changer,” Parsons recalls. “When people see their ideas being implemented, it fosters a sense of ownership and pride.”

Moreover, let’s not forget the power of face-to-face interactions in building trust and rapport. Senior leaders should regularly visit frontline sites, not just for formal inspections but for casual conversations. “Grab a coffee, walk the floor, ask questions,” Parsons advises. “These moments of genuine interaction can bridge the gap between management and frontline workers, making them feel seen and heard.”

Don’t Be Afraid of Futuristic Tools

One innovative approach gaining traction is using augmented reality (AR) for training and communication. Imagine a maintenance worker using AR glasses to receive step-by-step repair instructions overlaid on the actual machinery or a nurse getting real-time patient data updates while making their rounds. These futuristic tools can transform how frontline workers access information and perform their duties.

Enhancing communication with frontline workers is about understanding their unique needs and adapting our methods to fit their environment. It’s about being creative, empathetic, and above all, practical. “We need to meet them where they are,” Parsons emphasizes. “Whether that’s through a morning briefing, a mobile app, or a personal visit, it’s about making sure they feel connected and informed.”

Fostering Human Connection: Beyond Digital Channels

In an era where screens dominate our daily interactions, the call to nurture human connection in the workplace has never been more critical. Joanna Parsons highlights the importance of stepping away from digital noise to foster genuine, face-to-face interactions. “It’s not just about sending messages; it’s about creating moments where people can connect, laugh, and build relationships,” she explains.

Imagine a workplace where water cooler conversations are not a relic of the past but a vibrant part of the company culture. Organizing regular team lunches, coffee breaks, or even a casual Friday afternoon game session can work wonders for employee morale. “One of the most successful initiatives I’ve seen was a company-wide ‘Random Coffee’ program,” Parsons recalls with a smile. “Employees were randomly paired for a coffee chat every week, breaking down silos and sparking new friendships across departments.”

The Power of Storytelling in Building Connections

The power of storytelling also plays a significant role in building connections. Encouraging employees to share their stories through town hall meetings, internal newsletters, or dedicated storytelling sessions can create a sense of community and shared purpose. “When people share their experiences and challenges, it fosters empathy and understanding,” Parsons says. “It reminds us that behind every email and Slack message, there’s a person with a story.”

Celebrating milestones and achievements together is another fun and effective way to build camaraderie. Whether it’s a monthly birthday bash, a project completion party, or a spontaneous dance-off to celebrate a big win, these moments of joy can significantly enhance team spirit. “I remember one company that had a ‘Gong of Glory’ in the office,” Parsons shares. “Whenever someone achieved something significant, they got to ring the gong, and the whole office would cheer. It was such a simple yet powerful way to acknowledge success and create a positive atmosphere.”

Driving the Heartbeat of an Organization

Office layouts can also influence human interaction. Creating inviting, open spaces where employees can comfortably gather and converse encourages spontaneous interactions and collaboration. “Think about cozy lounge areas, vibrant break rooms, or even a rooftop garden where people can unwind and chat,” Parsons suggests. These spaces can become the heartbeat of an organization, where ideas flow and connections are made.”

Lastly, don’t underestimate the power of fun and play. Organizing team-building activities, from escape rooms to cooking classes, can bring colleagues closer in a relaxed and enjoyable setting. “One of my favorite memories is of a company-wide scavenger hunt,” Parsons reminisces. “Teams raced around the city solving clues and completing challenges. It was chaotic, hilarious, and brought everyone closer together.”

By fostering human connection beyond digital channels, organizations can create a workplace where employees feel valued, engaged, and connected. These efforts not only enhance job satisfaction but also drive collaboration and innovation. “At the end of the day, it’s the human connections that make a workplace truly special,” Parsons concludes with a grin. “So, let’s not forget to have a little fun along the way.”

Embracing Trends: 2024 and Beyond

The internal communication landscape continuously evolves, driven by technological advancements and shifting workplace dynamics. Embracing these trends is essential for fostering employee engagement and ensuring effective information flow within organizations. Organizations can significantly improve their internal communications by integrating AI, streamlining communication channels, adopting a strategic approach, enhancing frontline communication, and fostering human connections.

Joanna Parsons emphasizes the transformative potential of these trends. “The advancements we’re seeing in AI alone can revolutionize how we approach internal communications,” she explains. “By leveraging these tools, we can create more efficient workflows, produce higher quality content, and ultimately, better serve our employees.”

Less Can Be More: Reducing Digital Noise

Another critical step is streamlining communication channels to reduce digital noise. “Less is more when it comes to communication,” Parsons notes. By refining our channels and focusing on high-quality, concise content, we can ensure that our messages are heard and understood.”

Adopting a strategic approach is also vital. “Understanding and aligning with the business strategy allows internal communications to support organizational goals effectively,” Parsons advises. “Measuring outputs and outcomes ensures that our efforts drive the desired business results.”

Enhancing communication methods is crucial for frontline workers. “These employees are often overlooked, but they are essential to the organization,” says Parsons. By adopting tailored communication strategies, we can ensure that they are informed, engaged, and valued.”

The Need for Genuine Interactions is Greater than Ever!

Finally, fostering human connections remains a cornerstone of effective communication. “In a digital world, the need for genuine human interaction is greater than ever,” Parsons concludes. “Creating opportunities for face-to-face interactions and building a sense of community within the workplace is vital for maintaining a healthy, engaged workforce.”

As we move into 2024 and beyond, embracing these trends will be key to navigating the complexities of internal communication. Parsons’ insights provide a roadmap for organizations looking to enhance their strategies and achieve more effective and engaging communication. “These trends are not going away anytime soon,” she says. “Embrace them, experiment with them, and use them to enhance your internal communication strategies. The future of internal communication is bright, and the opportunities are endless.”

The YouTubers at Skill Leap AI created an excellent video (below) illustrating how Google’s AI-powered Notebook LM will revolutionize note-taking.

Unveiling Notebook LM: Google’s Latest Innovation

Google has consistently pioneered the integration of artificial intelligence with everyday tasks to make them more efficient and user-friendly. Notebook LM stands out as a testament to this ongoing commitment. The service is hosted on notebooklm.google.com and is initially available in the United States, with plans to expand globally depending on regulatory approvals.

Core Features of Notebook LM

1. Structured Note-Taking:
Notebook LM allows users to create multiple digital notebooks dedicated to a specific topic or project. This structure is ideal for users who deal with complex projects requiring meticulous organization and quick access to various data points.

2. Intelligent Source Management:
Users can upload documents directly from Google Drive or import PDFs and text files from other storage platforms. Each notebook can support up to 20 files, with a maximum word count of 200,000 per file, culminating in 4 million words. This extensive capacity ensures that users can consolidate and access all necessary documents in one place.

3. Exclusive Use of Uploaded Sources:
Unlike other AI platforms that pull information from the internet, Notebook LM’s Gemini AI exclusively uses uploaded documents as its knowledge base. This method significantly reduces the risk of incorporating inaccurate information or “hallucinations,” common in other AI models that scour the web for data.

Innovative Data Interaction and Synthesis

Notebook LM leverages Gemini AI to interact with the uploaded documents. Users can query the system to extract data, summarize content, and even generate comprehensive analyses based on their specific inputs. For instance, asking the AI to identify the top ten key points from the provided sources results in concise, well-cited information that users can immediately utilize or further explore.

Customizable and Collaborative Research Environment

Each element of Notebook LM is designed to enhance user productivity:

• Source Addition: Seamlessly integrate sources by uploading files or copying and pasting text.
• Data Synthesis: Use AI-driven queries to synthesize information and create notes or comprehensive summaries.
• Collaboration Tools: Share notebooks easily through integration with Google Drive, facilitating teamwork and peer review.
• Interactive Notes: Engage with saved notes to refine data extracts or expand on existing information

Real-World Applications and Potential Impact

Notebook LM’s capabilities make it an invaluable tool for various professional settings:

• Academic Research: Scholars can manage their research papers, source materials, and bibliographies in one consolidated platform, enhancing their study efficiency.
• Legal Research: Legal professionals can quickly store case files and legal precedents in dedicated notebooks, using AI to reference relevant laws or past rulings.
• Technical Writing and Documentation: Technical writers can compile technical manuals and documentation using AI to ensure consistency and accuracy across various sections.

Future Prospects and Enhancements

As AI technology continues to evolve, so too will Notebook LM. Anticipated updates include integrating more dynamic AI models, adding multimedia sources, and expanding language capabilities. These enhancements will likely broaden the platform’s applicability and user base.

Google’s Notebook LM is more than just a digital notebook—it is a comprehensive, AI-enhanced system that streamlines modern research and data management complexities. By providing a structured, reliable, and intelligent platform, Notebook LM supports the immediate needs of professionals and academics and sets the stage for future innovations in AI-driven research methodologies. As users increasingly seek practical tools to navigate the vast seas of data in the digital age, Notebook LM stands ready to redefine information management and utilization norms.

https://www.youtube.com/watch?v=tUdOKJp-LNM

With an aura of empathy and a natural talent for listening, Jagelski understands the nuanced challenges working parents face, having experienced them firsthand. She’s not just an executive; she’s a champion for parental support within one of the world’s leading tech conglomerates.

“I do think that I have the gift of listening to people,” Jagelski reflects on a Microsoft employee-focused video podcast. “And I think at the end of the day, that’s what people want: is to be heard.”

For Jagelski, her journey into parenthood and professional life intersected at a pivotal moment when she returned to Microsoft shortly after welcoming her first child into the world. The decision was fraught with excitement and apprehension, but one thing was clear: she needed a community of support.

“I always wanted to be a mom, but it’s hard,” Jagelski admits candidly. “Despite having an amazing team and an amazing leave, I returned ready. I wanted to work.”

And work she did with the vigor and determination characteristic of a Microsoft executive. Yet, as she soon discovered, the sprint of corporate life can quickly turn into a marathon, leaving even the most ambitious professionals gasping for breath.

“I wanted to sprint. And you can only sprint for so long until you fall down,” she reflects on the challenges of balancing career aspirations with the demands of parenthood.

During this period of introspection and self-discovery, Jagelski found solace in Microsoft’s commitment to supporting new parents through comprehensive maternity and paternity leave policies. This dedication to family values struck a chord with Jagelski, igniting a passion for empowering returning parents within the corporate landscape.

“I had a mentor that suggested, ‘Hey, why don’t you lean into the women of Microsoft?'” Jagelski recounts. “I really found my community there, and it gave me some support in returning to a corporate motion I didn’t have initially.”

Inspired by her own experiences and fueled by a desire to effect change, Jagelski embarked on a mission to revolutionize the workplace support system for returning parents. With the backing of Microsoft’s women’s initiatives, she spearheaded the launch of a return-to-work program within the Advertising Division—a grassroots effort aimed at providing parents with the resources, guidance, and mentorship needed to navigate the complex transition back into the workforce.

“I was given the opportunity to participate in the maternity program, which is a grassroots employee group created by women for other women in Microsoft,” Jagelski explains. “And we have now built that with, again, an amazing group of women, men, and caregivers across the company to support each other and to build communities in these individual organizations.”

The response was overwhelming. Parents, caregivers, and allies from across the company rallied behind Jagelski’s initiative, eager to lend their support and share their experiences.

“We put a call out to the community in Microsoft advertising and said, ‘Who would like to be a mentor, who has been through this and thinks that they have the insight to share and who needs support?'” Jagelski recalls. “And I think opening up the conversation was definitely opening a door.”

Indeed, what started as a simple conversation blossomed into a movement characterized by empathy, vulnerability, and solidarity. Through her tireless advocacy and unwavering dedication, Jagelski is not just reshaping Microsoft’s future of work but also paving the way for a more inclusive and supportive corporate culture—one where every parent feels heard, understood, and empowered to thrive.

“When you get vulnerable with others, it allows them to get vulnerable back,” Jagelski observes. “Other people will lean in, too, because you’re going to find your community.”

In Jagelski’s vision, vulnerability begets community, and community fosters resilience. Through her leadership and unwavering commitment to supporting returning parents, she’s not just redefining the narrative of parenthood in the workplace; she’s rewriting it altogether.

The streaming giant, renowned for its innovative approach to corporate governance, is considering removing the “freedom and responsibility” section from its cultural memo—a document often hailed as instrumental in shaping Netflix’s identity. Instead, the company is exploring language that would emphasize employee ownership of actions, pivoting away from an exclusive focus on freedom.

Discussions surrounding these changes occurred during Netflix’s annual business review meeting held in Los Angeles this week, where executives debated proposals aimed at streamlining and refining the culture memo for current and prospective hires. While some executives expressed reservations about the proposed alterations, the company is expected to consider feedback before finalizing the revamped language.

The brainchild of Netflix co-founder Reed Hastings, the “freedom and responsibility” mantra has been a cornerstone of the company’s success, empowering employees to exercise discretion in various aspects of their work life, from internal communication to decision-making processes. Hastings’ advocacy for a culture of trust and autonomy was so profound that he co-authored a book, “No Rules Rules,” extolling its virtues.

Central to Netflix’s cultural philosophy is the notion that employees are entrusted with significant agency, exemplified by policies such as unrestricted sharing of internal documents and a vacation policy simply urging employees to “take a vacation.” However, as Netflix has expanded rapidly in recent years, with its workforce swelling from 8,600 to 13,000 employees, the company has embarked on a reassessment of its cultural norms.

Proposed changes to the culture memo include incorporating language emphasizing the importance of hiring “unusually responsible” individuals while potentially removing references to avoiding “brilliant jerks.” Hastings, who remains executive chairman after stepping down as co-CEO last year, humorously remarked during the recent employee meeting that he hadn’t even passed away yet and they were already contemplating changes to the culture memo—a testament to Netflix’s commitment to ongoing evolution.

Notably, Netflix has already initiated measures to rein in employee freedom, particularly in response to heightened competition in the streaming market and escalating costs. Previously laissez-faire practices, such as managers’ discretionary salary decisions, have been replaced with formalized salary bands for certain roles while spending limits on company-related expenses have been introduced.

Many companies are trying to bring their employees back to the office part-time, with some pushing for a full-time return. The efforts have not been popular with employees, many of whom have maintained that they are just as productive working from home.

It seems Yelp agrees with that position, telling Fortune it has seen major benefits from maintaining a remote-first policy. Among the benefits are 43% more job applicants across the board, with some divisions seeing 52% and even 103% more applicants.

“It’s rewarding to see both the level of interest and the quality of our applicants,” Carmen Amara, chief people officer at Yelp, told Fortune. “Remote work has allowed us to attract a number of candidates who previously would not have applied to Yelp due to their location.”

Yelp has also disproved many critics’ claims that remote work is not conducive to team-building and collaboration, with 90% of the company’s employees finding ways to collaborate effectively and 91% happy with their long-term prospects for advancement. In addition, 89% credit the company’s remote-first policy with contributing to a better work-life balance.

“Anecdotally, employees have told us that Yelp’s remote posture has allowed them to spend more time with their children, take up new hobbies and live closer to friends and family—all of which we believe significantly contribute to overall happiness,” says Amara.

Yelp’s success should serve as a lesson for other companies evaluating their return-to-office versus remote work policies.

Bending Spoons—the same company that now owns Evernote and laid off much of its staff—acquired Filmic in September 2022. According to PetaPixel, the acquisition was touted as a win for both companies, with Bending Spoons planning to use Filmic to help drive its mobile video ambitions.

Just over a year later, however, and the outlet is citing multiple sources that Filmic’s entire staff has been laid off, with all operations related to the app being brought in-house. The move is similar to how Italy-based Bending Spoons handled the Evernote acquisition, laying off all US and Chile staff to keep development focused in the EU.

Neill Barham, Filmic’s founder and CEO, doesn’t appear to have been spared. According to his LinkedIn page, Barham’s time with Filmic ended in November 2023.

At this rate, Bending Spoons is quickly gaining a reputation of buying popular apps, gutting their development teams, and leaving customers wondering if their favorite apps are going to survive.

According to The Verge the 124 employees being laid off are part of the company’s IT team and visual effects studio.

“Over the past few months, every team within Ubisoft has been exploring ways to streamline our operations and enhance our collective efficiency so that we are better positioned for success in the long term,” spokesperson Antoine Leduc-Labelle says in an emailed statement to the outlet. “These are not decisions taken lightly.”

The company told The Verge that staff in Canada will receive severance packages, as well as extended benefits and assistance finding new jobs.

LinkedIn announced a round of layoffs in February 2023 amid a larger downsizing effort by parent company Microsoft. The latest round is being described as ‘a regular part of managing the business.’ LinkedIn says some 668 employees will be impacted.

Below is the full statement:

Talent changes are a difficult, but necessary and regular part of managing our business. The changes we shared with our team today will result in a reduction of approximately 668 roles across our engineering, product, talent and finance teams.

While we are adapting our organizational structures and streamlining our decision making, we are continuing to invest in strategic priorities for our future and to ensure we continue to deliver value for our members and customers. We are committed to providing our full support to all impacted employees during this transition and ensuring that they are treated with care and respect.

Apple says it has nearly 8,000 direct employees in the UK, but the number of jobs it supports via its vast ecosystem of suppliers is much larger. The company says it supports some 550,000 in total.

“For more than four decades, Apple has been proud to be part of communities across the U.K.,” said Tim Cook, Apple’s CEO. “Whether it’s enriching the lives of our customers, helping support incredible developers, working closely with suppliers, or opening our stunning new U.K. headquarters, we are deeply committed to creating jobs and harnessing creativity throughout the country.”

The company also touted the amount of money it has spent on the UK economy:

Apple’s spending with businesses large and small across the U.K. helps support jobs across a variety of industries. In the past five years, Apple has spent nearly £16 billion with hundreds of companies of all sizes in the country — more than doubling its annual spend since 2019.

Amazon has been pushing its employees to return to the office, even trying to force some to relocate closer to company offices to make in-person work possible. Executives have failed to produce any data to support the RTO mandates, acknowledging they “don’t have data to back it up” and citing “serendipity” as the motivating reason for wanting people in the office.

Jassy is now adding yet more fuel to the fire, doubling down on the fact that there is no real data to support the company’s decision.

“There was no data when we were deciding to pursue AWS, which was quite different from the rest of our businesses at that time, that we were going to be successful. In fact, most people thought it was nuts internally and externally,” Jassy said during an internal meeting, according to Business Insider.

“Those were judgment decisions by our leadership team,” Jassy continued. “And that is what’s happened here. As a leadership team, we’ve decided that we will be better for customers and for our business being in the office.”

Jassy also made it clear that employees unwilling to return to the office will ultimately need to find other work.

“It’s past the time to disagree and commit,” Jassy said. “And if you can’t disagree and commit, I also understand that, but it’s probably not going to work out for you at Amazon because we are going back to the office at least three days a week, and it’s not right for all of our teammates to be in three days a week and for people to refuse to do so.”

Jassy Confirms CEO Bias Against Remote Work

Interestingly, Jassy appears to have unintentionally confirmed reports that RTO mandates are being driven by workaholic CEOS, who tend to be older men who are increasingly out of touch with their employees.

Jassy said he had spoken to “60 to 80 CEOs of other companies over the last 18 months,” with “virtually all of them” preferring in-office work, says Insider.

As further evidence of his disconnect with employees, disgruntled workers took to the company’s internal Slack channel to express their criticism of Jassy’s leadership, or lack thereof.

“The whole answer sounds like he’s defending making decisions without data,” said one employee.

“It isn’t leaning into innovation and bold leadership. It’s following the herd,” another worker said.

Interestingly, Insider reports that the internal meeting where Jassy made his comments was referred to as “Fishbowl.” Given that fishbowls are isolated, self-contained environments that offer limited perspective and have little to nothing in common with the real world, it seems a fitting name for a meeting where Jassy doubles down on RTO mandates.

According to Business Insider, Zoom has told employees that individuals working within 50 miles of an office must work from the office at least two days a week.

“We believe that a structured hybrid approach – meaning employees that live near an office need to be onsite two days a week to interact with their teams – is most effective for Zoom,” a company spokesperson said. “As a company, we are in a better position to use our own technologies, continue to innovate, and support our global customers.”

“We’ll continue to leverage the entire Zoom platform to keep our employees and dispersed teams connected and working efficiently,” the spokesperson added.

The reversal by a company that has been at the forefront of the remote work revolution is a stunning development, especially at a time when research is showing that RTO mandates have been a costly disaster for most companies. In addition, research increasingly shows that most employees are more productive and work more from home than in the office.

Slack is one of the most widely used corporate communication tools, but it has traditionally lacked some of the most basic options for users to limit who can contact them. This has left users open to harassment and unwanted communication.

According to Mozilla, Slack is finally adding such features “on the heels of campaigning by Mozilla, Fight for the Future, Convocation Research + Design, and dozens of ally organizations.”

Slack has said it will introduce a way for users to “hide messages from another member,” in an effort to “support their needs for a safe and productive work environment.”

Researchers says the feature is an important first step, but more is needed.

“Hiding messages is a great safety and pro-privacy feature,” says researcher Caroline Sinders. “But, for a lot of harassment cases, this is still not enough. We hope the roll out of this feature ensures victims of harassment have the ability to block all individual communications, including within Slack channels, to truly be safe. More importantly, while a feature announcement is great, the feature isn’t shipped yet. We will also be watching to see whether Slack will launch this in all countries, or just a select few.”

“If this update is a sign that Slack is taking the safety of its users more seriously, then we definitely support it” says Caitlin Seeley George, Fight for the Future. “But we need more and hope Slack leadership finally opens its door for collaboration and conversation. Nearly 100 rights organizations have asked for critical safety and security features, including end-to-end encryption of messages, and so far Slack hasn’t been willing to engage with these experts, researchers, and advocates. We continue to call on Slack to meet with us so we can discuss our concerns and ensure this new feature actually makes people safer.”