Most internal communication strategies in place today were built for a very different era. One where astonishing speed, scale, and machine intelligence were nowhere in sight, let alone part of the equation.

Back then—and it seems like only yesterday—comms structures were designed for control and consistency. There was some automation and personalization, for sure, but nothing close to the speed, scale, and adaptability AI—such as

Generative content and real-time feedback? They weren’t even on the radar.

But as AI becomes woven into the workflows of modern organizations, with all the promise of greater efficiency, personalization, and scale, those same legacy processes deserve a quiet burial in the archives of outdated practice.

They’re actively undermining our ability to realize AI’s full potential. Misaligned strategies, broken data flows, siloed tech stacks, and unclear governance will completely derail your AI investments.

That’s what made Monique Zytnik’s recent Poppulo webinar so timely and compelling. 

laid out a clear vision for how internal communications must evolve, urgently but thoughtfully, to become a launchpad for AI transformation.

Leading With Care: Enabling Leadership Comms to Foster Employee Wellbeing

The session was moderated by Poppulo’s Director of Communications, 

, whose questions and insights throughout the audience Q&A added depth and grounded context to the discussion. You can watch a recording of the webinar 

Monique began by reminding us that this is no longer experimental. Over half of employees are already using AI tools in their daily work, a figure that’s doubled in just two years. But while usage is soaring, strategy is often lagging. Many comms teams are still overwhelmed, unsure where to begin, or trying to retrofit new tech into old workflows.

Her message was simple: you don’t need a complex plan. You need a good one. And that starts with clarity on purpose and alignment with business strategy.

From there, she outlined a practical roadmap broken into three tracks:

 You can’t implement AI without your people. Change management, upskilling, and a champion network are essential to success.

: Identify repeatable tasks, clean up and connect your data, and partner with IT to ensure tools talk to each other.

 Develop clear policies with accountability, transparency, and real consequences. In a world of AI-generated everything, guidance matters.

What stood out most in Monique’s presentation was her grounding in reality. She’s worked inside large consultancies and global organizations, and she knows the pitfalls. She warned against the temptation to jump straight into tools without first aligning your team or asking the tough strategic questions. She urged people to resist the “cascade” model of top-down change in favor of grassroots engagement and champion networks.

And she reminded us that many of the tasks internal comms teams once “owned”—content creation, formatting, translation—are already being augmented or replaced by AI. She framed this not as a threat, but instead as an opportunity to refocus on stakeholder engagement, coaching, and strategic counsel.

The future of internal comms, she said, will be defined not by output, but by impact.

Multilingual Communications with Poppulo AI: How to Bridge the Workplace Language Gap

To illustrate the point, Monique shared examples from organizations like DHL and Unilever, leaders not simply adopting AI but doing it responsibly.

 DHL’s design team, for instance, uses Adobe Firefly and Canva for image generation but applies clear labels and avoids depicting people in AI-generated content. Unilever, meanwhile, prohibits generative AI in CEO messages and ties its AI guidelines to its broader digital ethics code.

But she also pointed to the risks. A recent KPMG study showed that over half of employees admitted to making mistakes due to AI, and many use it without disclosing it. Worse, only 12–18% of organizations surveyed had clear internal AI policies. That’s a governance gap with serious consequences.

It’s Time to Rethink, Not Just Retrofit

Monique’s closing message was a call for reinvention, not merely iteration. She urged comms professionals to stop trying to force AI into outdated processes and instead reimagine how communication can work in this new era, across formats, channels, languages, and roles.

Don’t just automate what you’ve always done,” she said. “Ask yourself: what’s the ultimate outcome you want—and how could AI help you get there differently?

Key Takeaways from Monique’s presentation

 Legacy comms structures can quietly sabotage AI success.

 Align internal comms goals with broader business outcomes before selecting tools.

Champion networks are better than top-down rollouts

. Grassroots adoption fosters trust and traction.

 Low levels of AI literacy will lead to poor adoption and greater risk.

 Garbage in, garbage out—data quality is foundational.

 Without governance, you’re inviting misuse and confusion.

ry. AI enables new formats, languages, and levels of personalization.

. Work closely with IT, HR, Legal, and Security.

. Go beyond open rates to long-term employee sentiment and business impact.

 AI won’t replace comms pros—it will elevate those who adapt.

Q: What’s the role of employee trust in successful AI adoption?

It’s everything. Transparency builds trust. People need to understand AI is just a tool—and they’re still the driver. Bring them on the journey. Let them shape the adoption.

Q: How should IC teams address sustainability concerns around AI?

AI has a hidden footprint: energy, water, emissions. Organizations need to factor these into their ESG reporting and vendor selection. This is especially true at scale.

How do we avoid content overload with AI?

Be more strategic, not more prolific. Target better. Combine messages. Set clear channel strategies. And remember: overload contributes to employee burnout.

What’s the biggest blind spot for IC leaders?

Trying to plug AI into the old ways of working. The real opportunity lies in rethinking everything, from how content is created to how employees engage with it.

What You Don’t See in Internal Comms Could Kill Your AI Strategy

A smarter, human-centered approach to communication in the age of AI

If AI could free up 20% of your HR team’s time, where would you invest it?

Would you focus on improving employee experience? Prioritize employees in AI-driven productivity initiatives? Strengthen leadership coaching capabilities? Upskill people leaders to become better communicators? Or tackle things that often get sidelined when the urgent overtakes the important?

I’m sure you could quickly compile a list.

That day isn’t as far off as you might think. EY Oceania’s Chief Technology Officer recently shared that super users of Gen AI are saving 

. If you can reinvest that time into what matters, it could make a significant difference for you, your team, and the business.

confidence in AI and the speed of its adoption aren’t keeping pace with its capabilities.

 In Australia and New Zealand, for instance, EY’s AI Sentiment Index shows that 37% of Australian and 28% of NZ employees believe the benefits of AI outweigh its risks, compared to 51% globally. 

The Hidden Gaps in Your Internal Comms Processes that Could Sabotage Your AI Success

This points to a trust issue that I attribute to how AI adoption is being executed. We often see it managed under the direction of IT as a digital transformation. That’s where the problem lies—it needs to be people-first, not AI-first. That alters how people experience their work, how they perceive their value, and how secure they feel in a rapidly changing environment.

. When people receive a message about change, it doesn’t reach the rational part of the brain first. It hits the Limbic System, the emotional center

he part designed to detect threats and keep us safe. It’s quick, reactive, and unconscious. 

This means we feel the message before we understand it. The Prefrontal Cortex, where logic and planning live, works more slowly. When the Limbic System hijacks the brain, clarity and rational thinking come second.

This is why emotion drives behavior, not logic.

And if our emotional needs are triggered, we react and resist. That’s four times more powerful than a reward. Our instinctive reaction is to protect what we have. So, when AI is positioned as a driver of efficiency or a justification for reducing headcount, it is no surprise that people feel overlooked and undervalued.

We have seen companies like Shopify, Duolingo, and Klarna make that misstep, announcing bold AI-first strategies without empathy. As a communication professional, I’m concerned that the impact on employees and the perceptions of customers were not taken into account more seriously. 

Klarna reversed course after public backlash.

 What did they miss? A human lens and communication that builds understanding and safety.

, this is where leadership and employee communications become the bridge. It helps people process what the change means. It holds space for both emotion and logic, and it earns trust.

AI is already reshaping HR and internal communication in useful ways. It can support onboarding, respond to policy queries, handle repetitive queries, generate multilingual content, maintain tone, and scan for sentiment patterns that might otherwise be missed.

 are helping teams do this at scale, supporting HR and comms functions in tailoring content, optimizing delivery times, and reaching people in the formats that work for them.

That means more time for the strategic and human work that matters and less time spent formatting, translating, or juggling competing priorities.

Working faster and more efficiently isn’t always the smartest approach. Producing more content, particularly bland, ubiquitous AI-generated content, is unlikely to yield better outcomes. It’s still the people on your team who understand the nuances, bring empathy and context, coach, lead, shape the culture, and partner in change.

 podcast with Neville Hobson and Shel Holtz, we discussed how AI is influencing internal communication and why human capability is more important than ever. It’s the human who trains AI, makes the decisions, and ensures it’s used responsibly. 

AI might surface patterns, but it’s people who read between the lines, navigate emotions, and make the judgment calls. That’s the work that builds trust, supports culture, and makes communication meaningful.

This is not about AI or humans, but rather both. I fully expect that by late 2026, our teams will be human and AI, so we need to find the right balance.

It starts with clarity on where AI fits, what tasks it supports well, what role it plays, where the human voice and 

 are essential, and when communication needs to go beyond information sharing to creating connections, building safety, and trust.

It also means putting the right foundations in place. The recently updated 

Global Alliance Responsible AI Guiding Principles for PR and Communication

 is an excellent guide to help design trustworthy systems and communication-AI practices.

If you’re rethinking how communication works in your HR team, here are five ways to implement a both-and approach:

Begin with the work rather than the tool.

 Collaborate with your team to identify where their time is spent and what tasks can be automated or supported by AI, enabling them to focus on the work they should be doing.

 Pilot a tool in a low-risk area, like handling FAQs or onboarding, and learn from it.

Improve your team’s communication capabilities alongside AI.

 Develop AI literacy alongside strategic communication, influencing and coaching abilities, and guiding change.

 Let people know when it’s AI-generated and why that matters.

Track trust alongside outputs and outcomes.

 Productivity is important and easy to measure. However, sentiment, connection, and trust require more effort but are essential in supporting the need for change with AI adoption.

If AI gives your team back time, then the opportunity is yours to shape.

Will you invest it in building stronger teams, deeper trust, better leadership capabilities, and a more people-focused approach to change?

If AI Could Give You Back 20% of Your Time, Where Would You Invest It?

Poppulo is proud to announce that Brandon Szuminsky, UPMC’s Senior Manager for Internal Communications, has been selected as the latest recipient of the Poppulo Impact Award. This is a recognition that honors individuals and teams driving extraordinary impact through internal communications.

The award reflects not just Brandon’s leadership, but the collective achievement of UPMC’s 34-member Internal Communications department. It has built one of the most advanced, effective, and human-centered internal comms ecosystems in healthcare, reaching nearly 100,000 employees across 42 hospitals and 800 outpatient sites in Pennsylvania, New York, Maryland, and international locations, with highly targeted, high-impact messaging.

Together, the internal comms team has reimagined what’s possible at scale. With more than 350 articles created monthly and 75% of content personalized by business unit, location, job role, tenure, and more, UPMC has transformed system-wide communication into a deeply local, deeply relevant experience, powered by Poppulo’s targeting, analytics, and collaborative workflows.

Thanks to this approach, UPMC has achieved:

A 20% increase in employee engagement with all-staff newsletter content in the last two years

An 84% open rate for the all-manager newsletter—up 12.4% since the 2023 relaunch

Dramatic time savings by consolidating content production into a single, organization-wide communication that still delivers local relevance

Actionable insights via job family metrics that guide outreach to deskless workers and highlight areas for targeted engagement

Using Poppulo, Brandon and his colleagues have been able to combine system-wide communication with highly tailored, localized content, essentially achieving what 35 individual hospital newsletters would require, but with far fewer resources.

As a result, employees receive content specifically relevant to their role, location, or business unit, reducing information overload while increasing clarity and connection. It’s a win-win—a model that delivers both efficiency and impact.

“This award reflects the incredible work of our entire internal comms department,” said Brandon. “From the scale of our personalization strategy to the sheer output of content per month, it’s a testament to the way my colleagues and department leadership serve such a large and varied workforce. It’s not easy executing that vision, so I’m honored to receive this recognition, but it truly belongs to the whole team.

“Our all-staff newsletter is kind of an oxymoron, since the majority of the content in each edition isn’t for everyone. We would never be able to keep our employees informed and engaged at that granular level if not for the way Poppulo lets us tap into our employee data to get the right content to the right people,” Brandon said. 

“It’s made our team more efficient and ensures that—even in a large, multifaceted organization where there’s distinct and important local identities from hospital to hospital or location to location—all-staff messages can still feel tailor-made, relevant, and genuinely useful   

“Brandon and the UPMC team have built something remarkable: an internal communications system that’s sophisticated in scale yet personal and deeply human in tone, which is essential in any organization but especially in healthcare.

“Their approach is data-driven and strategic, yet always rooted in empathy and a nuanced understanding of their people. They’ve shown what it looks like when internal comms becomes a true engine for connection, clarity, and care. We’re honored to be their partner in that work,” she said.

“From personalized targeting to collaborative production workflows, Brandon and his colleagues have redefined how communication can support culture, wellbeing, and organizational alignment at scale. This award celebrates that vision, and the hands-on, day-to-day work it takes to bring it to life 

The Poppulo Impact Awards showcase and celebrate organizations, individuals, and teams that demonstrate excellence in enhancing employee engagement, fostering a positive organizational culture, and driving business success. This ongoing recognition program honors communicators who are utilizing Poppulo's employee communications solutions to achieve significant results. For more information visit: 

UPMC’s Brandon Szuminsky Named Latest Recipient of the Poppulo Impact Award

I sat down to write a blog about best practices for casino digital signage, but I got sidetracked fairly quickly by a trend that’s cropped up recently. 

As someone who's been in the digital signage game for over 16 years, I've seen trends come and go. But there's one trend that's been gaining traction lately that I believe casinos need to approach with caution: the push towards a distributed model for digital signage. While it might seem like a cost-effective solution at first glance, it's not always the best bet for casinos looking to maximize the revenue or overall value they get from their digital signage investment.

So, I will write a blog about best practices for casino digital signage, but for this one, let’s get into the topic of decentralized digital signage.

Winning with Digital Signage: Boosting Casino Revenue and Guest Engagement 

The Allure of Distributed Digital Signage

The distributed model involves setting up a limited number of players to broadcast content to multiple screens. On paper, it looks attractive:

But there's more to consider than what's on the surface. Apart from boring guests with the exact same content on every screen at once—which, frankly, makes people tune out, rendering your signage far less effective—the distributed trend has a few other downfalls.

Why You Should Still Bet on a One-to-One model Over a Distributed Setup

In my experience, the one-to-one relationship between players and screens offers far greater benefits and flexibility. Here’s just a few areas where the one-to-one approach wins:

: With a one-to-one setup, you can display unique information across all screens, creating a more dynamic and engaging environment. Think: each screen has a purpose, and each screen can drive a different action. This is crucial in a casino setting where capturing and maintaining guest attention is paramount.

: Imagine you want to run an elite bonusing tournament in a specific section of your slot floor. With a one-to-one setup, you can easily group those ten players right by the slots you're using for the tournament, while the rest of your floor continues to show regular promos.

: When selling ad space on your digital signage (which can be a significant revenue stream), advertisers want to know exactly how often and where their ads are displayed. A one-to-one setup provides the only way to accurately track and report content.

: If there is an issue with a player, it only displays on one screen vs. multiple. This will limit the impact of blank or error screens being displayed across the property. If there is an issue with a player, wouldn’t you rather have it limited to one screen, instead of broadcast across multiple?

: As technology evolves and new integration opportunities arise, a one-to-one setup allows for easier upgrades and additions to your digital signage network.

Let's look at some casinos that are winning big with their digital signage strategies:

: They're leveraging a comprehensive digital signage network across 23 properties, using both cloud-based management and content management systems. This allows them to create a cohesive guest experience while maintaining the flexibility to customize content for each location.

Check out the Choctaw Case Study to Learn More

: They've invested in custom solutions and templates, making it easy to maintain consistent branding across all their digital signage content while still allowing for quick updates and changes.

: With thousands of screens across their properties, MGM uses digital signage to create immersive environments that keep guests engaged and coming back for more.

While each of these casinos is very different, they all rely on their digital signage to improve the guest experience and drive revenue. And to accomplish those things, they use a one-to-one setup, ensuring each screen can be used to create the types of experiences the casino needs. Now, sometimes, those screens do show the same content—but they don’t always, and they don’t have to. The best in the business choose flexibility, and the distributed model can’t offer that.

While the distributed model might seem like an easy way to cut costs, it often ends up limiting your options and potential ROI in the long run. The one-to-one model, despite potentially higher upfront costs, offers the flexibility, customization, and future-proofing that casinos need to stay ahead in an increasingly competitive industry.

Remember, in the world of casino digital signage, the house doesn't always win by playing it safe. Sometimes, you need to go all-in on a solution that offers the best long-term payoff. And in my book, that's still the one-to-one model. Now, are there instances where the distributed model makes sense for casinos? Absolutely! At Poppulo, we support this approach, as it does make sense for some use cases, but as a full-scale implementation approach, we tend to advise against it. There’s a lot of nuance to these things, so if you’re interested in learning more about this—or any other casino-related digital signage topic, 

Casino Digital Signage: Why the Distributed Signage Model Isn't Always the Winning Hand 

Channel takeovers are reshaping how businesses dynamically manage digital signage. 

In a recent webinar on Poppulo Digital Signage Cloud, the Poppulo team shared insights about channel takeovers that can elevate your signage game. Whether you're promoting an event, making critical announcements, or running targeted campaigns, mastering the takeover process could be a game-changer for your organization. Here’s a comprehensive overview of the key topics discussed during the webinar and best practices for getting the most out of your digital signage platform.

What are Channel Takeovers and Why Do They Matter?

Need priority content to override existing signage immediately or at a scheduled time? Channel takeovers make this possible. This feature lets you display high-importance content such as videos, images, applications, or playlists on specific devices, temporarily taking precedence over their assigned cloud channel. Some common use cases include:

: Highlighting an ongoing conference, product launch, or company-wide celebration

: Broadcasting limited-time offers or exclusive sales

: Delivering urgent notifications or messages, such as safety alerts or system errors

By ensuring that the right messaging appears at the right time, channel takeovers streamline communication and keep audiences engaged and informed.

One of the standout aspects of Poppulo’s digital signage is its versatility in content support for takeovers. Poppulo’s platform allows you to prioritize a variety of media types, including:

Single images, perfect for promotional banners or corporate messages

Videos, offering dynamic storytelling opportunities

Applications that deliver interactive elements or live data feeds

Playlists designed to curate pre-selected media for cohesive branding

From simple to complex use cases, businesses have the freedom to easily diversify the type of content displayed on digital signage, improving engagement and audience retention.

Live Demonstrations: Making Takeovers Work for You

This webinar went beyond theory and delved right into actionable demonstrations. Attendees learned the step-by-step process of setting up takeovers in the Poppulo platform:

: The speakers illustrated how to choose the devices where the takeover will appear

: Effective controls were demonstrated on how to enable or stop a takeover effortlessly

: You can set takeovers to activate immediately or add them for future schedules, using international time formats to accommodate global audiences

: The team provided expert tips to mitigate conflicts when multiple takeovers occur

: Detailed insights on monitoring scheduled events locally by device or globally across all signage

Scheduling content at the right time is essential, especially in industries that depend on nuanced communication. During the webinar, the speaker discussed how time plays a critical role in takeover performance, covering the following:

: A seamless way to manage global events without time zone confusion

: Easily schedule takeovers with quick-select options for top and half-hour times, plus the flexibility to enter precise start and end times when neededConflict Resolution: The webinar went into how the system prioritizes overlapping takeovers and works around potential scheduling conflicts to avoid disruptions

By integrating these best practices, you can improve the targeting of your signage campaigns and make a bigger impact on the business.

Building a robust framework for channel takeovers is more than just operational execution—it’s also about maintaining secure access. The webinar also detailed how permissions for takeovers can be set up using folder permissions and user groups, ensuring that only authorized individuals or teams can modify content. Highlights included:

A comparison to other modules within Poppulo Signage Cloud, making permissions intuitive for those familiar with the platform

The importance of user group management in preventing accidental changes or unauthorized modifications

Here are some of the key topics that were covered during the Q&A section of the webinar:

Targeting Labels: The speakers discussed how you can target specific labels to tailor your content more precisely

Conflicting Schedules: Concerned about takeovers overlapping? The platform has intelligent scheduling mechanisms that prioritize events automatically

Empty Content Cases: What happens if no content is available during a planned takeover? The speaker reassured attendees that placeholder settings can be used to ensure audiences never encounter blank screens

If you’re ready to dive deeper into the possibilities of channel takeovers, look no further than Poppulo’s array of training materials. The speakers promoted comprehensive webinars, training videos, and downloadable guides available on the platform to help users streamline their signage capabilities. Whether you’re a first-time user or an advanced operator, there are plenty of opportunities to expand your knowledge. If you’re interested in watching the full webinar on Cloud Channel Takeovers, 

And remember, mastering takeovers isn’t just about improving your signage—it’s about advancing your communication strategy across the board. 

 to learn more about how to get started with takeovers!

Unlock the Power of Channel Takeovers with Poppulo Signage Cloud 

Master Channel Takeovers for Dynamic Content Control 

How many positive onboarding experiences have you had versus negative ones? I’m guessing the good ones can be counted on one hand, while the bad ones…

Offboarding matters just as much as onboarding. How you treat people when they go not only says everything about your culture, it leaves a lasting impression that will stay with them potentially forever. And that impacts your brand, reputation, and EVP.

All too often, once someone hands in their notice, they’re treated like they’re already out the door—ignored, excluded, and left to quietly disappear. No internal announcement, no acknowledgment, no thank you. Just… gone.

Employee Wellbeing & Business Impact: Insights From the World's Largest Study

The silence and secrecy that often surrounds someone’s departure is unsettling—not just for the person leaving, but for those staying behind. People notice. They talk. And where there’s a lack of clarity, the rumor mill fills in the gaps. No matter the situation, the offboarding experience should be positive for everyone.

Companies with a formal offboarding process retain 

 retention in companies without such a process.

If you think about the end-to-end employee lifecycle, offboarding is a key step. You’ve attracted the right person, supported their growth and performance - why end their journey as an afterthought?

A culture where people feel valued to the very end

Boomerang employees returning with new experience

 say their company handles offboarding effectively (Gallup).

I’ve boomeranged a few times. I joined the company during an exciting period of growth and quickly found that I loved it there. I was a contractor, but I fully bought into their culture and values. When my contract ended, the farewell was warm and genuine.

A few months later, they called me back. It was full-time, which I hadn’t been looking for, but I’d enjoyed working with them so much I said yes. When that ended, I thought it was over. But five years later, I was back one last time—this time as an employee.

That final goodbye felt like a farewell, not a closing of the door. And I left with memories of great people, meaningful work, and a culture I still talk about. Compare that to the many poor offboarding experiences I’ve had, and it really is priceless.

It taught me that relationships matter. When you make people feel seen, valued, and appreciated, right up to their last day, it protects your brand and keeps doors open.

It’s not hard. People will leave—why not make it a positive experience?

—Don’t let knowledge just walk out the door.

—However long they were with you, it matters.

(where appropriate)—A card, a lunch, a moment. 

—Offer outplacement, mental health support, coaching.

—Handle these with integrity and professionalism.

 —Not to win them back but to learn and grow.

Handled well, exit interviews provide rich insights into what’s working and what’s not. The key is what you do next. Listen. Learn. Act. It’s one of the simplest ways to improve culture, retention, and engagement.

Don’t want until they’re halfway out the door

Feedback doesn’t have to start when someone resigns. In fact, it shouldn’t.

"Stay" interviews and regular check-ins are crucial. They let people know you care. But more importantly, they help you respond before issues become reasons to leave. Of course, if you ask, you need to act.

Tech can help, but don’t lose the human touch

A consistent, thoughtful offboarding process can include all the essentials: handovers, returning equipment, final pay and benefits, FAQs, and helpful resources. With the right tools, you can even personalize this journey—just don’t forget the human moments. 

Exits can be emotional, so ensuring that there’s a human at each of these touchpoints is crucial.

Your leavers are your ambassadors. Keep them in the loop. Celebrate company milestones. Invite them back. Done right, they’ll champion your brand long after they’ve gone.

In my work, I help leaders create human-centered workplaces where people are the heartbeat of the business. Offboarding is a crucial part of that. Invest in relationships. Build trust. Say goodbye well.

So, how does your business say goodbye? With warmth and gratitude or silence and suspicion?

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