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If you’re prepared to lie about information that people have a right or need to know, you probably shouldn’t be working in internal communications.
Barring the immediate involvement of emergency services, legal or regulatory authorities, talk to employees about a crisis first.
A long term goal should be to create a culture of internal unity and mutual support – not an ‘us and them’ environment. About Latest Posts HeadlinesAdmin at The Internal Communications AgencyHeadlines Group consists of unique brands, each providing extra focus on our core offerings – adding greater value, depth and expertise to our clients’ experience. Clipping is a handy way to collect and organize the most important slides from a presentation.


The way you handle internal communications if disaster strikes can make all the difference to employee engagement and the speed at which the dust settles. These could range from ‘immediate danger to life’ and ‘catastrophic impact on your organisation’s reputation’, through to handling inappropriate staff comments on social media. Employees offer massive potential as positive ambassadors if they are kept properly informed. You may emphasise one side of a story for the benefit of your employer, but don’t ever lie – it will come back and haunt you. If you have a business-continuity plan, review events which have already been identified and detail associated audiences who would be affected. However, consider whether they are being advised professionally, or trained to communicate appropriately?


On the flip side, if you leave an information void long enough it will become filled with rumour and inaccuracy. Imagine you are the audience and ask yourself the tough questions ‘so what?’, and ‘what’s in it for me?’ If the answers ring hollow or don’t inform, adjust your plans accordingly.



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crisis communication strategy plan



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