Transforming leadership comms

Empowering employee engagement through real connection

After reading the IC Index 2025, I found myself reflecting on the changing landscape of internal comms. At Definition, we see effective internal comms as much more than just sharing updates – it’s about building a culture where every idea has value and every voice is heard.

And as the Index points out, it’s leaders who set the tone.

Here are my key takeaways on how to build a culture that thrives…

Build engagement through real connections and conversation

Leaders need to do more than give direction – they need to build genuine, person-to-person connections so every employee feels recognised and valued. But bringing everyone together can be tricky when frontline and office-based employees feel disconnected from each other and from decision-makers. Bridging this gap is essential for building trust and boosting engagement.

Three practical steps can help:

Speak to everyone

Be deliberate about making sure your comms actually reach everyone – not just those at head office. Different people work in different places, have different roles and working patterns. So using a mix of approaches can make sure all employees feel included and part of the conversation.

Have an open, two-way communication

Offer surveys, suggestion boxes or digital forums. People at all levels need to be able to share ideas and feedback, not just receive top-down messages.

Encourage leaders to show up and be responsive

Leaders should spend time at different locations, in person or virtually. Be approachable. And when feedback is shared, respond thoughtfully and take action.

And the data backs this up too. According to the IC Index 2025, employee engagement reaches 73% when internal communication is rated as ‘excellent’, compared to just 34% when it is rated as ‘good’.

Empathy in leadership

Empathy continues to be one of the most important qualities in modern leadership. When leaders are empathetic, they create a workplace built on trust and cooperation – strengthening collaboration and helping teams face challenges together.

So how can organisations actually embed empathy in their leadership approach?

• Help leaders reflect on their communication style. Encourage them to ask the tough questions: am I truly listening when colleagues speak? Do I check for understanding and notice emotions, not just content?
• Offer practical IC leadership training to help leaders communicate with more empathy and support.
• Regularly gather feedback on leadership communication and use it to keep improving your approach.

Communicating change with compassion

Change is hard, so compassionate communication is essential for maintaining morale and trust throughout any transition.

Leaders can support teams through change by:

• Acknowledging concerns: address questions and worries openly.
• Being transparent: clearly explain what’s changing, why, and what the impact will be.
• Clarifying expectations: outline how roles or processes will shift so employees can move forward with clarity.
• Offering support: give practical help through Q&A forums, access to resources, or wellbeing support.

Bringing it all together

As the world of work evolves, authentic two-way communication from leaders is more important than ever. Inspired by the insights of the IC Index 2025, let’s continue to raise the bar for internal communication, building cultures where employees know their voices matter.

Lead with empathy. Listen with intent. And together, we can shape the future of leadership communication. If you’re ready to build stronger connections and a truly engaged workplace, get in touch with us to find out how we can help.

Written by Tilly Eckersley, Junior Account Manager at Definition.