We've just wrapped a terrific Pop Summit, where leading voices in employee communications explored how AI is transforming internal communications—and how comms professionals can embrace AI to enhance their careers.

In her keynote address, Poppulo CEO Ruth Fornell described AI's emergence as a defining moment that will transform organizational communication, collaboration, and connection. This presents a historic opportunity for organizations and their internal communication teams to drive deeper meaning and purpose.

Fornell urged communicators to leverage AI to amplify their expertise and impact, transforming their roles from message managers to strategic leaders. By embracing AI, communicators can lead the AI revolution in internal communications and shape the future of their profession. 

She stressed that AI will enhance, not replace, human expertise, enabling communicators to inspire, advise, and create deeper connections.

The Poppulo CEO also revealed an industry first: 

a suite of AI agents designed to totally reimagine the future of internal communications.

Missed Pop Summit Livestream? No Problem, Catch it On-Demand Here

Following Ruth Fornell’s opening address, 

, the managing director of CRA Admired Leadership, delivered an inspiring presentation on the transformative potential of AI in communications.

She emphasized that while AI brings exciting opportunities, it also introduces relational and reputational risks. She urged the audience to approach this technological evolution with a balance of excitement and thoughtful consideration. Her talk focused on guiding communication professionals through the challenges and opportunities presented by AI, helping them to better position themselves in this rapidly changing landscape.

The Importance of Asking the Right Questions

One of Lisa's key points was the importance of asking the right questions when integrating AI into communications. Rather than focusing on how AI can perform specific tasks, she encouraged a shift towards understanding how AI can fundamentally reposition the value of the communications function. 

This strategic approach, she argued, would help teams become indispensable partners to organizational leaders, influencing decision-making rather than just producing outputs.

Lisa highlighted the unprecedented pace of AI adoption, noting that technologies like ChatGPT have shattered traditional adoption curves. She pointed out that while AI excels in areas such as content generation and data analysis, it struggles with more nuanced tasks like leadership communications and crisis management. This "jagged frontier" of AI capabilities requires continuous learning and adaptation.

To help communication teams navigate this landscape, Lisa outlined a five-step process for AI integration: grounding in technical understanding, assessing roles and tasks, designing principles and use cases, implementing and training, and continuously reviewing and refining. She also discussed two integration approaches: the Centaur approach, which divides labor between humans and AI, and the Cyborg approach, which involves more integrated collaboration.

AI Enhancing Human Expertise, Not Replacing It

Lisa concluded by stressing the importance of maintaining core skills and judgment, using AI as a copilot rather than an autopilot. She drew parallels to the aviation industry, where overreliance on automation led to increased incidents until a balance was found. Her message was clear: AI should enhance human expertise, not replace it.

Her advice to communication professionals was to embrace AI thoughtfully and strategically, ensuring that they remain valuable and influential in their organizations.

 Poppulo’s GM, Employee Communications, explored AI's transformative impact on internal communications. The panel featured 

, Digital Transformation Leader, and former Unilever executive; and 

, Global Director of Communications and Corporate Affairs, formerly of Linklaters, EY, and Barclays.

Tom Brookes highlighted AI's potential to revolutionize internal communications through enhanced personalization, data-driven decision-making, and increased productivity. 

He emphasized that while AI can automate routine tasks, the core responsibilities of communicators—such as aiding leaders in crafting and disseminating strategies—remain vital. 

Brooks advocated for leveraging AI to work more efficiently and effectively, positioning communicators as strategic advisors within their organizations.

Dodi Axelson shared this optimism, noting that AI encourages communicators to adopt a more human-centric approach. In an environment saturated with information, she stressed the importance of distinguishing messages and engaging audiences meaningfully. 

Axelson provided examples from Cytiva, where AI tools have streamlined compliance and marketing efforts, demonstrating AI's capacity to enhance both efficiency and effectiveness. She underscored the significance of using AI to listen to peer-to-peer conversations, deriving actionable insights while maintaining the essential human touch in communications.

Alistair Smith emphasized the necessity of reimagining the internal communications function in the AI era. He pointed out that by automating mundane tasks, AI allows communicators to focus on strategic activities that align with organizational objectives. 

Smith highlighted the potential risks of over-communication and advocated for prioritization and strategic alignment to ensure that communications add value and do not contribute to information overload.

The conversation shifted to AI's role in enhancing employee experience. Tom Brooks discussed how AI can create personalized and timely content, significantly improving employee engagement. He also noted AI's ability to facilitate better listening and understanding of employee sentiment, enabling more responsive and effective communication strategies.

Dodi Axelson shared examples of how AI supports multilingual teams at Cytiva, ensuring inclusive communications across different languages. Axelson highlighted the role of AI in transforming communicators into better editors, focusing on content refinement and strategic messaging.

Demonstrating Value in an AI-Driven Workplace

Alistair Smith addressed the challenge of demonstrating value in an AI-driven workplace. He argued that while data is important, the true value lies in the relationships built and the strategic insights provided to leadership. Smith stressed the importance of staying informed about AI developments to effectively support organizations and maintain a strategic role within the leadership team.

Governance and Transparency in AI Integration

Caroline Daly highlighted the necessity of governance and transparency when integrating AI into communication workflows. She emphasized the importance of clear communication plans to address employee concerns about AI's impact on their roles. Daly advocated for proactive management to harness AI's benefits while minimizing potential downsides, ensuring that AI integration aligns with organizational values and promotes trust among employees.

There was agreement across the board among the panelists that AI offers significant opportunities for internal communications but must be implemented thoughtfully. They emphasized balancing technological advancements with human elements to drive engagement, enhance employee experience, and achieve organizational success.

Expert Insights on Shaping Internal Comms Influence in the Age of AI

Insights From Poppulo’s Recent Leadership Comms Webinar with the  Acclaimed Monique Zytnik

Winning Over Your Leaders: How to Get the Recognition Internal Communication Deserves, 

Monique Zytnik shared insightful tactics to demonstrate the power and value of internal communication in organizations. 

Zytnik, who also chairs the International Association of Business Communicators (IABC) for the EMENA Region, urges a multi-pronged approach to emphasize the value of internal communications. Before diving into the rich content of this engaging webinar, here's some background on Monique.

A Respected Voice in Internal Communication

Based in Berlin, she is an internationally respected authority on internal comms and the author of the award-winning 

Internal Communication in the Age of Artificial Intelligence

. The book helps readers understand the converging paths of communication and AI, further emphasized in the upcoming Pop Summit—details

 and registration for that are available here

From the outset, Monique highlighted the crucial role that internal communication plays in organizations. She underscored the frequent challenges that practitioners face…and they’re all very likely to resonate with you. Spoiler alert—the things you need to consider to ensure your leadership team truly sees the value of IC are the same things you consider daily, when it comes to delivering excellent internal communications. But Monique takes it further, recommending that internal communications—who are always very busy and often forget what they should do for themselves—need to focus on doing their own PR internally with key stakeholders.

Monique outlines an implementable three-step strategy to achieve this:

: A comprehensive stakeholder map will help you identify key individuals and teams, understand their needs, and craft messages that resonate.

 Develop a narrative that clearly outlines the successes and benefits of internal communication efforts.

 Educating leaders about the importance of internal communication and providing training can garner greater support and recognition from the top echelons of your organization.

Aligning Communication Efforts with Organizational Goals

Monique later brought storytelling into focus, revealing its potential to strengthen internal communication efforts. Storytelling, utilized effectively, can convey the successes of your efforts, thereby building trust and enhancing business acumen within internal communications teams.

Subsequently, she touched upon the correlation between data and success in stakeholder relationships. She emphasized that data is paramount to the success of internal communication, visibility, and trust-building efforts.

 Data can not only upskill and educate those within the organization but also strategically influence external teams. Moreover, 

data can demonstrate the effectiveness of your communication efforts

 to management and leadership, thereby bolstering their faith in your work.

Monique further elucidated tactics for building relationships with new leaders through listening and evaluation. She pinpointed the importance of “quick wins” as a way to gain visibility, align communication with business goals, and deepen trust.

In this context, she highlighted Jim McNamara and Seth Godin's models to underscore the importance of measuring outcomes, impacts, and the value of strategic PR in internal communications.

In her words, gaining visibility isn’t confined to showing up in meetings or events but extends into diving into priority projects, and building robust relationships with influential people. This visibility can, in turn, drive change within the organization by integrating internal communication strategies with business goals.

Making the Most of the Multilayered Internal Communication Model

Monique explained the multilayered internal communication model to ease the understanding of these strategic approaches. Revealing how strategic internal PR can elevate your profile as an internal communicator, by demonstrating business acumen and alignment with organizational objectives.

Throughout the session, anecdotal evidence, personal experiences, and a vivid discussion enriched the learning experience. Ultimately, the session concluded with a vigorous call for internal communicators to invest in their own PR internally with stakeholders.

In these volatile times, when effective and efficient communication is more than a necessity within organizations, this session provides careful, considered strategies and advice to get the recognition you deserve. 

If you missed the event, don’t worry, you can 

catch up by viewing the recorded session here!

The webinar helped to illuminate the value of internal communication, providing actionable steps for gaining the recognition it deserves. 

Remember, your efforts to create a greater understanding and appreciation of the value of internal communication among stakeholders don't just benefit you. As Monique said, they benefit the internal communication profession as a whole.

Showing It: Proving the Value of Internal Comms to Leadership

In this blog, you will discover the importance of Digital Employee Experience (DEX) and learn strategies, tools, and best practices to enhance DEX in your organization. Explore key components, challenges, and future trends in DEX.

Before we dive into what is digital employee experience, what are its component parts and how to implement it, it needs to be stressed that it’s critical part of one of the most important influencers of success in any organization: employee experience.

Why is employee experience (EX)so critically important for both the employee and the organization they work for?

Employee experience (EX) is critically important for both employees and organizations because it directly impacts engagement, productivity, retention, and overall business success. As the HR and workplace transformation leader 

 said: “A positive employee experience leads to higher levels of employee satisfaction and loyalty.” 

The Role of Employee Communications in the Digital Workplace

And what’s the direct impact of higher levels of employee satisfaction and loyalty as a result of organizations delivering a great employee experience. Here’s what the leadership expert and motivational speaker 

 has to say about it: “When employees have a positive experience at work, it directly impacts their productivity and engagement.” The great entrepreneur 

 puts it another way: “Investing in employee experience is investing in the future of your company."

Let’s take a closer look at the importance of employee experience generally for both employees and organizations

 A positive EX leads to greater fulfilment, motivation, and mental well-being.

 Companies that prioritize EX offer better career development, learning opportunities, and skill-building.

 A strong EX often includes flexibility, support, and a healthy work culture, reducing burnout.

—Employees are more engaged when they feel valued and connected to the company’s mission.

 Engaged employees are more efficient, innovative, and committed to success.

 A strong EX reduces turnover and attracts top talent.

 Happy employees deliver better service, improving customer satisfaction and loyalty.

 Companies with a great EX often see higher profitability, lower absenteeism, and a better reputation.

So, what is Digital Employee Experience (DEX)?

Digital Employee Experience (DEX) refers to the overall experience employees have with the digital tools and platforms provided by their organization. It encompasses everything from the usability of software applications to the efficiency of digital workflows and the overall satisfaction employees derive from using these digital resources. 

DEX is a critical aspect of the broader employee experience, focusing specifically on the digital interactions that employees have in their daily work.

Importance of DEX in the Modern Workplace

he importance of DEX cannot be overstated.

 As remote and hybrid work models become more prevalent, the reliance on digital tools and platforms has increased significantly. A positive DEX can lead to higher employee engagement, productivity, and retention. Conversely, a poor DEX can result in frustration, decreased productivity, and higher turnover rates. Therefore, investing in a robust digital employee experience strategy is essential for modern organizations.

The design and usability of digital tools play a crucial role in DEX. Tools should be intuitive and easy to navigate.

: Seamless integration of various digital tools and ensuring they are accessible from any device is vital.

 Digital tools must perform well and be reliable to avoid disruptions in work.

 Providing adequate support and training for employees to use digital tools effectively is essential.

: Implementing systems to gather and act on employee feedback regarding digital tools can help continuously improve DEX.

The primary objectives of implementing a digital employee experience platform include:

 By providing efficient and effective digital tools, employees can perform their tasks more quickly and accurately.

: A positive DEX can lead to higher job satisfaction and morale.

Digital tools that support collaboration can enhance teamwork and communication.

 Ensuring that digital tools are optimized for remote work can help maintain productivity and engagement in a remote or hybrid work environment.

 A good DEX can foster a culture of innovation by providing employees with the tools they need to experiment and innovate.

Implementing a successful DEX strategy comes with its own set of challenges:

 Employees may be resistant to adopting new digital tools and workflows. This blog offers insights and practical advice on 

 Ensuring that various digital tools and platforms work seamlessly together can be challenging.

 Protecting sensitive data while providing easy access to digital tools is a critical concern.

 Investing in high-quality digital tools and platforms can be expensive.

 DEX is not a one-time project but requires ongoing efforts to keep up with technological advancements and changing employee needs.

Strategies for Successful DEX Implementation

To overcome these challenges and implement a successful DEX strategy, organizations can consider the following strategies:

 Involve employees in the selection and implementation of digital tools to ensure they meet their needs and preferences.

g: Provide thorough training to help employees become proficient with new digital tools.

Establish mechanisms for continuous feedback and use this feedback to make improvements.

 Implement change management practices to help employees adapt to new digital tools and workflows.

 Prioritize the user experience in the design and implementation of digital tools.

Technology plays a pivotal role in enhancing DEX. Here are some ways organizations can leverage technology:

 Invest in software that provides a comprehensive view of the digital employee experience, allowing for better management and improvement.

 Use AI and automation to streamline workflows and reduce the burden of repetitive tasks.

 Implement cloud-based solutions to ensure accessibility and scalability.

 Ensure that digital tools are mobile-friendly to support employees who work on the go.

 Use analytics to gain insights into how digital tools are being used and identify areas for improvement. Check out Poppulo's 

Why an Employee Communications Platform is Essential for a Superior Digital Employee Experience?

: Effective communication is crucial for keeping employees informed, engaged, and aligned with the company's goals. An 

employee communications platform like Poppulo

 ensures that important messages reach every employee, regardless of their location or device.

 Poppulo's platform allows for hyper-personalized messaging at scale, ensuring that the right people receive the right message at the right time. This capability helps in driving engagement, connection, and action across the organization.

 In a digital workplace, the ability to disseminate information quickly and efficiently is vital. Poppulo's platform integrates various communication channels, such as email, mobile, and digital signage, to ensure that information is consistently and effectively communicated.

 During a crisis, Poppulo enables organizations to deliver clear, impactful, and actionable communications across all channels, keeping employees informed and aligned. This capability is crucial for maintaining operational continuity and employee trust.

3. Improved Employee Experience and Satisfaction

 A positive digital employee experience contributes to higher job satisfaction and retention. Poppulo's platform supports a superior DEX by providing tools that foster transparency, collaboration, and feedback.

 Poppulo's platform allows leaders to communicate their mission and goals effectively, build alignment around company objectives, and foster trust between employees and leadership. This holistic approach to communication enhances the overall employee experience.

Examples of Poppulo Delivering a Superior DEX

 leverages data and insights to deliver hyper-personalized messages to employees. This ensures that communications are relevant and engaging, which helps in driving higher levels of employee engagement and satisfaction.

  Poppulo integrates multiple communication channels, including email, mobile apps, and digital signage, to provide a seamless communication experience. This integration ensures that employees receive consistent messages across different platforms, enhancing their overall digital experience.

 Poppulo provides tools for real-time feedback and analytics, allowing 

organizations to gauge employee sentiment and engagement levels

. This data-driven approach helps in making informed decisions to continuously improve the digital employee experience.

By leveraging these features, Poppulo helps organizations create a more connected, informed, and engaged workforce, ultimately leading to a superior digital employee experience.

To enhance DEX, organizations can adopt the following best practices:

Keep digital tools up-to-date to ensure they meet current needs and leverage the latest technology.

 Offer personalized digital experiences that cater to individual employee preferences and work styles.

 Simplify digital workflows to reduce complexity and improve efficiency.

 Use digital tools that promote collaboration and communication among employees.

 Continuously monitor and measure the effectiveness of digital tools and make data-driven improvements.

Measuring the Impact of DEX on Business Outcomes

Measuring the impact of DEX on business outcomes is crucial to understand its effectiveness. Key metrics to consider include:

: Measure changes in productivity levels before and after implementing DEX initiatives.

 Use surveys and feedback tools to gauge employee engagement and satisfaction.

Monitor turnover rates to see if there is a correlation with DEX improvements.

 Track performance metrics related to specific digital tools and workflows.

Calculate the return on investment for DEX initiatives to ensure they are delivering value.

Future Trends in Digital Employee Experience

The future of DEX is likely to be shaped by several emerging trends:

 will play a more significant role in personalizing and optimizing the digital employee experience. These technologies can analyze vast amounts of data to provide personalized recommendations, automate routine tasks, and enhance decision-making processes.

 For example, AI-driven platforms can tailor learning and development programs to individual employee needs, improving engagement and productivity.

Virtual Reality (VR) and Augmented Reality (AR) technologies will be used 

to create immersive training and collaboration experiences

. These technologies allow employees to simulate real-world scenarios in a controlled environment, providing hands-on experience that is crucial for professional growth. Companies like JPMorgan Chase are already exploring the use of AR/VR for enhanced collaboration and training.

Digital tools that support employee well-being, such as mental health apps and wellness platforms, will become more prevalent. 

help employees manage stress, maintain a healthy work-life balance, and improve overall well-being. 

DEX strategies will need to adapt to support both in-office and remote employees.

 This includes ensuring seamless communication, collaboration, and access to digital tools regardless of location. 

Companies like Microsoft have been at the forefront of reimagining employee experiences for a hybrid world

, leveraging tools like Microsoft Teams to keep employees connected and productive.

y initiatives will become more important as organizations focus on reducing their environmental impact. This includes optimizing IT infrastructure to reduce energy consumption and implementing digital solutions that promote sustainable practices. For example, companies are increasingly 

of their IT operations and seeking ways to minimize it.

By staying ahead of these trends, organizations can create a more engaging, productive, and sustainable digital employee experience.

Enhancing Digital Employee Experience: A Comprehensive Guide

The best way to get the most accurate read on global employee communication topics and engagement in 2024—which can serve as an indicator of what to expect in 2025—is to dig into Poppulo’s unrivaled data goldmine.

 reach over 50 million employees—more than our primary competitors combined—deep analysis of the 2.2 billion communications that over 4,500 organizations sent in 2024 reveals an absolute treasure trove of information.

That staggering 2.2 billion figure is up 55 million from the previous year, underlining the ever-increasing importance of communications to their organizations. The following infographic gives fascinating details about what were the most communicated topics, what resonated most with employees across different sectors, industry benchmarks, and much more.

Even though there’s a wealth of information here, there’s so much more data that we have at our fingertips, which we’d love to share with you if you want to 

As we said at the outset, given the volume of fascinating data at our disposal, what we’ve been able to capture in the above infographic is only a taste of what’s available—and we’d love you to get in touch so that we can give you more information that’s relevant to you.

In the meantime, here’s some more interesting insights from our deep dive into the 2024 data.

The volume of comms around talent has also increased by 65.1%, illustrating how companies are putting a heightened focus on retaining their top talent

Leadership or wellness is the top communicated theme across all industries except for oil and gas, whose top themes are IT comms, health and safety, and social unrest

 is in the Top 5 for every sector, except for healthcare

While health and safety was pretty flat in terms of volume of comms, it still features in the Top 3 most communicated themes for banking and finance, manufacturing, and oil and gas

While diversity comms may have dropped from 2023, they still remained in the Top 3 themes for healthcare, technology, professional services, retail, and pharma

The business services sector saw a 23% increase in engagement with 

, while oil and gas saw a 4% decrease in engagement

Even though the overall trend for wellbeing was down, certain sectors had a significant bounce in engagement with business services seeing a 6.2% increase and technology a 4.7% increase

The theme of sustainability saw an increase in engagement across manufacturing (+17.8%) and healthcare (+15.9%) but a drop in banking and finance (22.1%)

Health and safety engagement was up across most sectors, with business services, healthcare, and retail showing the biggest increases

Niamh Shanahan

Digging into Poppulo’s Internal Comms 2024 Data Goldmine 

I’ve read a lot about employee wellbeing over the past few years, and some points are beyond argument. 

We’re in the grip of a global wellbeing crisis—particularly since the pandemic—that is seriously impacting the workplace. The toll on people and the cost to business is enormous. But that’s just one side of the coin.

The other is that the wellbeing sector is on fire, a booming, multi-billion-dollar industry. Almost 85% of US companies with over 200 employees now offer wellness programs. The research company 

 that by 2026 global corporate spending on wellness is set to top $94.6 billion, up from $53 billion in 2022. And yet, despite the enormous investment companies are making, 

the wellbeing crisis continues to escalate

, leading some commentators to question why, despite the billions of dollars being targeted at the problem, outcomes aren’t better.

Employee Wellbeing and Business Impact: Insights from the World's Largest Study

, health researchers Jazz Croft, Acacia Parks, and Ashley Whillans posed this question: “Despite this substantial investment, anticipated improvements in wellbeing are not being realized. This mismatch between increased money spent and declining mental health outcomes prompts a crucial question: why aren’t workplace wellbeing programs achieving better outcomes?” 

We’ll dig deeper into that a little later, but essentially, the authors blame over-reliance on individual-focused programs that treat poor wellbeing symptoms instead of a more holistic approach that focuses on workplace structures and systems that could be contributing to poor employee wellbeing.

The HBR researchers state: "We argue—based on a systematic review of recent research in this area—that the lack of impact of wellbeing programs is explained in part by a focus on the individual employee rather than the systems that affect them."

"To tackle the challenges employees face, we argue that there must be a shift from individual-level interventions, like well-being apps, AI chatbots, and employee stress management training, to broader systemic interventions, such as workload management and mental health development training for leaders,” the authors state.

They claim that individual-focused wellbeing programs fall short because: “Companies tend to prefer digital solutions, like meditation apps, chatbots, or online therapy, because they are significantly easier to scale and standardize compared to on-site solutions and can be made available without having to make major organizational changes.”

This line of argument is supported by separate 

recent research by Dr William Flemming at Oxford University’s Wellness Research Centre

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