I was always good with words. I loved the English language as a child and was a voracious reader. But I was shocking at math.

Numbers scared me—and frankly, they still do—but let me share a terrifying number with you: 100 million dollars.

This outrageous sum is the estimated cost to large companies of holding unnecessary work meetings, according to 

 from Steven G. Rogelberg, a UNC Charlotte professor and expert on meeting strategy.

Rogelberg’s research found that employees all over the world are wasting valuable time each day in pointless meetings. (Sounds relatable, doesn’t it?) In this study, respondents said that their attendance was not required at up to 30% of the meetings they attended.

If we worked to reduce these unnecessary meetings, it would increase productivity, decrease employee frustration and cut costs. In companies with 100 employees, reducing meetings could save $2.5 million a year. In larger businesses with 5,000 employees, they could save $100 million a year by finding ways to communicate other than through meetings.

The monetary investment in this level of face-to-face synchronous communication is enormous. Let’s look at an example.

Say you have eight people in a weekly meeting. The meeting runs for an hour every Tuesday and the average salary of the attendees is $50,000. The cost of attendees’ time is $12,000 a year. Just for that one meeting alone. Man alive, this is an expensive way to communicate.

Why does this behavior persist, even in the face of clear data to show the loss of productivity in the business? Well, mostly because meetings are easy. People default to meetings because they don’t really require any effort or preparation. You just call a meeting, people show up, and maybe you achieve something or maybe you don’t. But, sure, you had the meeting.

But there are other and better ways to communicate in the workplace. You need to take an intentional, deliberate approach to create a system of communication in work that includes both synchronous, real-time channels such as meetings, and also asynchronous channels.

You can’t simply replicate the office environment in a virtual world; it leads to zoom fatigue, frustration, and disengagement.

This need for an asynchronous approach to workplace communication is going to become increasingly important in the coming years. Hybrid work is here to stay, and the more daring companies in the world are embracing remote work with all its benefits.

In a hybrid and remote work environment, particularly one that spans multiple time zones, meetings are more than just expensive; they are simply impractical.

So, what’s the alternative? Start with purpose. If you’re inviting someone to a meeting, are you clear on the purpose? If the purpose is just to share information, then you don’t need a meeting for that.

Information can be shared asynchronously. Send an email. Record a video. Create a Loom. Use your collaborative project management tool. Send a homing pigeon, if you have one. But don’t take up an hour of people’s time when they could simply read your content in five minutes.

Identify the tools and tactics available to you in your organization. Modern communication tools like 

are ideal for embracing asynchronous flows of communication throughout your organization.

This type of digital technology can be used to send smart, targeted communications within/ across teams, to the wider organization, and to a select number of leaders… the options are endless.

You can also look at video-sharing tools like Loom, in which you can record yourself giving a presentation and send it to your stakeholders to view in their own time. This can save you from calling a meeting—particularly if your presentation is just sharing information.

The Multi-Million Dollar Impact of Communication on Employee & Customer Experience

Other new tools like Fellow are interesting; these enable you to hold asynchronous team meetings instead of having real-time catch-ups each day.

In an async team meeting, all team members complete a shared document in the morning to outline their priorities for the week and any concerns and ideas they have. You can then review it in the afternoon to get a quick overview of what the whole team is working on and whether you need to collaborate with anyone. All without calling a meeting!

Some organizations are async by default, which is certainly unusual but not unheard of. GitLab and Zapier are both fully-remote companies with dispersed workers all over the world. They run their companies on asynchronous communication, using sync time in a limited and purposeful way.

Both organizations are very transparent about how they work; you can find lots of documentation on their websites about how to run a remote company and how to shift towards async communication. 

I recommend having a look—there’s good material there. (Spoiler alert: they don't hold many meetings.)

Now in saying all this, meetings have a place, of course. There are certain situations where communication should be synchronous and real-time. Performance reviews, for example, should be real-time conversations. If you are working on a significant change and you need to influence a key stakeholder, then yes, I would suggest a conversation is required.

The point is to stop and think: what’s the purpose of this meeting? Do I really need to call a meeting, or are there other ways I could communicate more efficiently?

And the killer question: what is this meeting costing me and what is it costing the business? Because remember, if you’re in a large organization that could be as terrifying as 100 million dollars!

Needless Meetings Could Be Killing Your Company. Fact. 

The availability of Artificial Intelligence (AI) content and AI image generators has recently exploded. 

I’ve found myself playing with all sorts of crazy word prompts in AI-driven photo editing apps and AI content generators like the incredible, new Chat GPT.

Above: an AI-generated image by Photoleap from the word prompt: "Colourful cat surfing in sky with fish."

These tools are a game changer; Clear, sophisticated content can now be created at lightning speed. How Professional Communicators make use of AI could set us apart in significant and exciting new ways. But there are also some risks—the impact will depend on how it is implemented and used.

Should Communicators be concerned about AI taking our jobs? I don’t think so. Effective communication is more than just writing—we’ve always rallied against this idea. 

I do think we’ll have to get better at demonstrating how we deliver strategic business value over producing tactical output. AI could well be our ticket: making the tactical more efficient, freeing up time for more strategic efforts, and enabling creativity in a way we’ve never seen before. 

What are AI content and AI image generators?

Based on inputting keywords, phrases, and topics, AI content generators can automatically create copy for blogs, marketing materials, news articles, social media posts, and product descriptions.

Some examples are Jasper, CopyAI, Peppertype, and the more recently launched ChatGPT, which is creating a lot of buzz. You can input anything from “Explain Quantum computing in simple terms to “Creative ideas for a 10-year-old’s birthday.” And it can even write code. 

Similarly, AI image generators turn text into original images in a range of styles; from highly realistic to more stylized or abstract images. Some examples are DALL-E 2, Midjourney, Craiyon, and Dream Studio. 

These tools put design in the hands of everyone and could save hours searching for the perfect image to accompany a story. Significantly, the images generated are all original, avoiding any copyright or IP issues. You can even turn your image into an 

The quality of the generated content can vary widely depending on the specific system and the amount of data it has been exposed to. 

AI-driven tools have many potential benefits that Professional Communicators can leverage: 

 AI is significantly faster because computers can handle enormous volumes of data in much less time than humans can. Tasks such as answering customer inquiries or providing information to employees can be done much more efficiently.

For example, many companies are using AI-powered chatbots, voice bots and virtual assistants to handle customer inquiries. These tools can quickly and efficiently respond to common questions, freeing up human customer service representatives to focus on more complex issues. This not only improves customer satisfaction, but also reduces the workload of employees.

 Many companies are now using AI-powered tools to automatically sort and prioritize emails, calendar invites, and generate responses to customer inquiries. This allows employees to focus on the most important messages and improves their ability to respond quickly to time-sensitive information.

 AI tools can also help managers track and analyze employee engagement, sentiment, and productivity in real time. This provides valuable insights into how employees are feeling about the company and its culture, and can help managers identify and address any issues that may be affecting employee morale.

 AI tools, such as virtual assistants and project management software can help to facilitate collaboration and communication among team members, even if they are located in different parts of the world.

: AI can be used to customize communication based on an individual's preferences and needs. For example, AI-powered email systems can prioritize and suggest responses to messages based on the content of the email and the user's past behavior.

Of course, we should also be aware of the risks of using these tools:

 AI is only as unbiased as the data it is trained on. If the data used to train an AI system is biased, the system will also be biased. This can lead to biased decision-making and communication within an organization. 

 AI systems often operate in ways that are difficult for humans to comprehend, making it difficult to understand how decisions are being made and how communication is being affected.

The automation of certain tasks through AI can lead to job loss in some cases. Of course, the potential for new job creation is also compelling and a reason for all of us to keep learning and developing our skills.

 AI systems can be vulnerable to hacking and other security breaches, which can compromise sensitive communication within an organization.

There is a risk that AI systems may be used for malicious purposes, such as spreading misinformation or manipulating communication within an organization.

It is important to carefully consider these risks when implementing AI in communication processes, and to put measures in place to mitigate potential negative consequences.

And in case you haven’t already guessed it, this article was written with the help of an AI content generator, Chat GPT. Some editing was required but the key points on benefits and risks above were all auto generated from a few different prompts. It’s more formal than my usual writing style but overall, I was very impressed.

As clever as it is, the most effective communication must come from a deep understanding of context and connection to your audience. It’s unlikely AI will ever understand the complexities of organizational culture, politics, and belonging that enables a good communication strategy.

It doesn’t understand body language, emotion, or the nuances of human communication. Nor can it draw on engaging personal anecdotes to bring authenticity, color, and meaning to company goals. 

Like any new technology, it’s just a tool. I don’t think we need to vacate our jobs for the robots any time soon.

I think a bigger issue right now is ensuring the ethical application of AI. For example, 

universities are now having to spring in to action

 to deal with students cheating by using AI to write their essays. 

 Chat GPT is even capable of passing medical licensing exams. Of course, representing someone else’s work as your own is not ok, and all content must be attributed to its correct source. To help address plagiarism concerns, 

 has already created an app that can detect AI-generated content. 

One of the constant challenges for professional Communicators is keeping up with the ever-evolving landscape of communication. But I do think it’s important we stay on top of these emerging technologies so we can use them to our advantage, influence how they are dopted and ensure their ethical application. I highly recommend everyone has a play!

Above, an AI generated image by Photoleap from the word prompt: “Woman writing a colorful article about the benefits and risks of AI content generation.”

Forget About AI Taking Our Comms Jobs—It's a Ticket to Show Our Strategic Value

The upheaval of the past three years—first the turmoil of COVID-19, then the war in Ukraine and its global fallout—has been unsettling, to say the least. 

The workplace is equally unpredictable with changes due to hybrid work, employee attrition, and depression of real wages due to inflation.

 This is a tough time to make organizational change happen. Employees feel like there’s so much out of control in the outside world that internal company changes are just unwanted. 

Whether it be a business transformation or a simple process change, any kind of change can bring up feelings of doubt, fear, and ‘enough already.’

The Ultimate Guide to Change Management Communication

Inspiring people to make changes has never been harder. It’s time to rethink how we communicate change for 2023 and beyond. Here’s what rings true for me:

      1. Seeing the same big picture is more important than ever.

The big picture holds meaning in peoples’ minds and hearts, and it must be congruent with a company’s purpose and values. A recent Gallup survey found that burnout drops 58% when leaders connect organizational purpose to employees’ individual work.

The big picture can’t be only about what’s good for the company. It must help employees envision a positive future with the company. There must be absolute clarity about how people and teams will benefit from this change. Employees are leaving jobs in record numbers for 

If the big picture doesn’t link to better working lives for employees, it’s unlikely to rally anyone to change for the cause.

     2. Hybrid work makes communicating change much harder.

Hybrid work can be tough on employees. When employees solely connect over video meetings and messaging channels, the work becomes more transactional. Relationships are harder to establish and personal connections are dimmed. 

Employees that feel disconnected from their colleagues and teams will also feel disconnected to change. The social pressure to adopt change is lessened in remote environments. 

Hybrid work is stressful to many employees because they feel isolated and uncertain about what’s really going on in the company. 

 show that people under stress become good at processing the bad news, while ignoring the good news.

When it comes to communications, employees become frustrated when they don’t get quick replies to questions they have. And, it’s harder to find reliable sources of truth when two years after the pandemic, connections have become dispersed, and influencers are harder to reach.

Employees are yearning for predictable, succinct communications that tell the story of what’s going on throughout the company ranks.

Asynchronous communications are more important than ever because teams are increasingly comprised of people in different time zones. 

Good communicators will take the time to go beyond messaging platforms and craft complete, detailed communications that can be delivered via email and posted on company intranet sites. 

Don’t be afraid of a long message, as long as it’s relevant. Employees don’t have the same context for messages if they’re not in the office every day. Take your time, carefully review before you publish, and make your intent clear. Any actions that need to be taken must explicit. 

Give employees adequate time to respond, as global teams can be working 20 hours ahead or behind the message posting.

Create some commonsense rules for communications and stick to them. Any brainstorming session, strategy meeting, or decision-making session needs to be documented, made available to everyone involved, and archived on a platform that team members can easily access, regardless of where they work. 

Don’t become sloppy with your communications and inconsistently document the important decisions. You’ll quickly lose credibility with your employee audience.

There’s a golden opportunity for change communicators to break through this stress fest that hybrid workers are feeling right now and become the single source of truth in a company. 

Communicators can gain the trust of hybrid workers if their messages are clear, delivered consistently through the right channels, and spoken with unabashed truth.

     3. The tone of voice must resonate with employee sentiment now.

Change needs its own voice. Communicators must shift their voice to reflect what’s important right now to employees. While most employees welcome the autonomy of hybrid work, what’s missing is feeling connected to their co-workers and the company itself. 

Communicators must squash the fluff and speak with candor and an instinctual, heartfelt humanity to establish an emotional connection with employees.

 Executives are not used to communicating from their hearts. It’s critical that executives speak with an empathic, unfeigned voice that emotionally resonates with employees to gain trust. 

Trust is fragile, hard to gain, and easy to break. Leaders who communicate consistently with an openness that may at first seem unnatural to them, can quickly become the leader to trust. 

As leaders are being asked upon to open up and show their true feelings more often, tone of voice is critical.

Tone of voice is often misunderstood. Tone of voice includes both the words you choose to describe a situation or a feeling, and the effect in your voice as you deliver these words. 

When you’re writing messages, the tone of voice is limited to the words you choose which can convey a depth of emotions. Imagine you are speaking to your audience, or pick a person in your audience to speak to as you write. It helps to convey the emotion, and the meaning, behind your words.

Leaders are now routinely called upon to deliver their messages personally in a video format to remote employees. There was a famous study done in the ‘70s by UCLA Professor Albert Mehrabian about how people weigh the importance of spoken and unspoken language in deducing meaning from personal messages. 

He developed a messaging meaning pie chart, called the 7/38/55% rule for speakers talking about feelings. When someone is talking about their feelings, 7% of the meaning is deduced from the words, 38% from the tone of voice (inflection versus word choice), and 55% from body language.

Mehrabian’s findings are highly relevant for leaders delivering messages about change. In later years, he further clarified his findings to reiterate that the 7/38/55% equation was derived from experiments dealings with communications of feelings and attitudes, like and dislike. He described his equation this way:

Total Liking = 7% Verbal Liking + 38% Vocal Liking + 55% Facial Liking.

 As remote employees seek to unravel the meaning behind video presentations given by their leaders, body language is the critical clue to understanding. Not all body language is overt. Even eye contact can have a huge impact on how a message is received. Here’s 

10 tips for improving video body language

    4. Leaders must be storytellers and story gatherers

People bring their own stories, experiences, and feelings to any organizational change. An emotionally connected narrative helps build trust and establish a shared vision of what the future change holds for everybody. 

Relatable stories are important because they demonstrate to people that they’re not alone in what they’re experiencing. As employees are seeking more connection in a hybrid work world, memorable stories help draw the big picture and build connection.

 Change communications must be supported by engaged, visible leaders who are visible working in, not just on, the change. Leaders can be powerful storytellers when they talk about their own experiences and exhibit vulnerability.

Leadership storytelling can reinforce the purpose of the change being considered and connect it to an individual’s work, answering the question ‘why am I working here?’

The most effective storytellers truly understand and care about their audiences. Leaders can get to know their employees better by listening to their stories. 

Empathy is a two-way street. Most companies have a version of a virtual Ask Me Anything meeting in which employees ask execs questions in real time. The ridesharing company Lyft recently turned the tables on this format and introduced Flip it Fridays where executives get to ask people questions instead of just answering them. 

Bidirectional communications help create those interpersonal relationships that employees need to feel connected to a company and its purpose. 

Change is uncertain by its very nature and the course it takes always has twists and turns. In the fragmented environment of hybrid work, change initiatives are bound to take longer. 

The key is sticking with it for the long haul with a connected storyline. As change progresses, make sure the big picture remains intact.

Take an agile approach to communicating change. Listen to employee feedback and adjust your communications accordingly. People hear things differently and what you think may be crystal clear isn’t. 

Communicators may feel like broken records framing and reframing the big picture, but it’s essential because the same audience won’t be intact throughout the journey. A recent 

 found that nearly half (43%) of employees plan to leave their employers this year.

Organizational changes can add stress to already stressed-out employees. What’s important is to be persistent and bring people into the change proposition versus taking the attitude of it happening to them. 

Don’t just communicate milestones, give people insight on what’s being worked on now, the progress that’s being made, and what still needs to be worked on. Don’t over-rationalize what didn’t work. Be realistic about the proposed change, the risks, and what the future holds.

 The good news is that employees are ready for change right now. People want to be happy at work. The outside world seems hard to grasp. Perhaps that’s one reason. trust has shifted from governments to organizations in the past two years. 

Companies that prioritize people right now and have a promising vision for the future will win in this tight job marketplace.

The best communicators will recognize the opportunity to create positive, lasting change and help make it happen. Go for it!

Rethinking Change Communications for 2023

If the cost of cybercrime were measured as a country today, it would be the 3rd largest in the world—inflicting damages worth 

This will continue to increase as cybercrime is set to become one of the most lucrative revenue sources for organized crime. The early days of 2023 have already seen well-planned attacks on the Guardian newspaper and the Royal Mail in the UK, the latter by a suspected 

Most IT professionals are taking proactive steps to prevent cybercrime and mitigate the risk of a cyberattack occurring. But 

of cyberattacks are caused by human error. 

Teaching basic skills like using stronger passwords, identifying potential scams, understanding when an attack may occur, and more can dramatically limit the risk of a cyberattack occurring. And the best way to spread awareness is through excellent employee communication.

To help businesses understand how internal communication can help prevent a cyberattack from occurring and reach employees if a cyberattack does occur, we hosted a 

 with Tom Meade, Head of IT at Poppulo, and Ann Cronin, Key Account Director at Poppulo. 

If you have time, check out the full executive brief of the webinar 

—or keep reading for the quick takeaways.

      1. Why Cybersecurity is a Business Problem

We’ve already stated the global cost of cybercrime—and that cost continues to grow. Cybercrime is expected to cost the world 

 annually by 2025. And it can hit companies of all sizes, from small firms to 

—the biggest shipping container company on the planet.

With more employees working from home today, the threat of a cyberattack is even more extreme. If an employee isn’t on the organization’s network or is using a personal device, there’s a greater chance of them leaving an opening for a cybercriminal to gain entry.

Cybersecurity is a company-wide problem, and a strategic, company-wide approach is needed to prevent a cyberattack from occurring. The first step is to understand how a cyberattack can occur.

Here are a few of the ways cybercriminals gain entry into an organization’s system:

: Attackers send fraudulent messages via email or text message, hoping the employee clicks on a link that causes malware to be downloaded

 An attacker tricks an employee into plugging a device into the computer, compromising the system

: Manipulating an individual into sharing sensitive information

: Voicemails, e-files, PDFS, or docs attached to emails that infect your device

: A vulnerability has been disclosed in a system but not dispatched

: An attacker interrupts an existing conversation to intercept data

k: Flooding or crashing a system to shut down the machine, making it impossible to access resources

While many of these cybercrimes can be prevented by IT departments, there are also measures employees can take to help limit the chance of an attack occurring. 

Employees should always be prepared to upgrade their devices when IT releases a patch, and use highly secure passwords, or multi-factor authentication when possible. 

The best way of ensuring that employees know what they can do to prevent a cyberattack is to include it in your communications plan. Let’s look at what Internal Communication teams can do before, during, and after a cyberattack occurs.

      3. How to Communicate Before, During, and After

Businesses should communicate thoughtfully and frequently to make sure employees are always taking the right precautions to prevent a cyberattack. 

Work with employees to make sure they understand the best time to upgrade their devices, and ensure they’re aware when a critical patch occurs. Employees should be prepared for these conversations, and work with IT to safely upgrade.

When communicating to employees about cybercrime risk, make sure the content is relevant for them and available on the channel that they prefer. 

Continue to measure how employees engage with your comms, and share the quantifiable impact on the business. Get HR involved by including cybercrime awareness as part of onboarding and continuous training for employees.

When an attack occurs, you should immediately isolate the network or system where the attack occurred, then figure out what needs to be communicated. 

Know the right message to put out and which departments should be involved, and don’t leave room for employees to fill in the gaps by under-communicating. Using a platform like Poppulo Harmony can help you reach all employees instantly on every channel, in a safe and secure way.

You should always take the time to reflect on what was learned from a cyberattack was occurring, and share additional preventative and educational content with employees. 

Communicate the scope of the breach and ensure all employees know how to handle media queries, if they occur. 

Employees and customers want you to communicate honestly and thoughtfully—especially if their privacy is at risk. Be consistent and clear, and ensure customers know how this affects their service.

With the right communications and response plan in place—and the right tools to action that plan—you’ll be prepared to keep employees aware and informed of the measures they should take during, before, and after a cyberattack.

Interested in learning more about how Poppulo can help? Contact us today using 

3 Things You Need to Know About Cybersecurity Communications

Poppulo’s Forward ’22 conference explored the latest in the digital signage, communications, and workplace management fields—and highlighted how customers are using the Poppulo Harmony platform to overcome workplace challenges today.

Here's an overview of the topics discussed, key takeaways, and top tips from communications professionals.

Creating Targeted Experiences for Employees

The first step in the communications planning journey is to identify the different audiences you communicate with. The comms plan you design must help you reach everyone in the way that works best for them—and different groups of people will have different preferences regarding what, how, and when you communicate with them.

Learn More About the Poppulo Harmony Platform

The key is to understand which channels work best for which audiences. In the session titled 

How to Create a Winning Brand with Your Entire Workforce

, Finola Bradley, the Director of Product Management at Poppulo, highlighted the communications planning journey for a fictional clothing retailer.

In this example, the company had employees distributed between corporate offices, retail store locations, warehouses, and distribution centers. Each of these employee groups required different channel mixes for their comm. Office workers can be best reached with email, collaboration tools, and some in-office digital signage.

In contrast, retail workers primarily rely on back-of-house signage and mobile devices for information, and warehouse workers almost exclusively rely on digital signage while on the factory floor.

But the communications experience is created by more than just the channels you use—it’s not meaningful unless the content you deploy is relevant, and employees actually engage with it.

, a global sustainable energy services company, safety in its supply chain is a top priority. But Schneider is also committed to becoming the digital partner for efficiency and sustainability, and creating a company culture that supports its mission and employee wellbeing is a key priority for communicators.

By leveraging digital signage in its supply chains, the communications team can deploy a balance of safety information, key production stats, and engaging content for employees to ensure they’re receiving the info they need to be successful, plus the info they want to feel valued and connected to company goals.

Organizations today increasingly realize that employee experience is interlinked with customer experience, and the latter is defined by the former. 

: Going Beyond the Expected with Digital Signage, 

Jen Jacobs, Digital Marketing Manager at Adventist Health

, highlighted how they’re using digital signage throughout health clinics in 80 different communities to communicate with both employees and patients. 

By implementing wayfinding signage, directories, café menu screens, waiting room signage, and breakroom screens for employees, they have fostered greater internal engagement, improved the patient experience, and generated efficiencies in daily operations.

Link your Communications Strategy with Business Initiatives

At the end of the day, profitability is the bottom line for almost every company. If you can’t prove that you’re contributing value to the business, your worth declines. 

So it’s critical to understand the priorities of the stakeholders at your business and tie your plan back to those initiatives to get buy-in from the people that matter.

Many of the stakeholders at your organization might care solely about profit and revenue. But others care about customer retention, market share, risk reduction, performance improvement, employee turnover rates, and more. And the truth is that communications can significantly impact any of these priorities—but you have to tell the right story to connect the dots.

Decision makers will always ask, what’s in it for me? And the best way to prove your value to them is by demonstrating value with data. Let’s dive into how you can prove your value by measuring the impact of your comms.

Many companies don’t know the quantitative impact of their communications. But with the right platform and strategy, it’s easy to quantify.

From Employee Engagement to Workplace Experience

Jared Curtis, the Director of Communications at Maximus,

 highlighted how his team is leveraging the Poppulo Harmony platform to expand comms from an email-only strategy to a data-driven, omnichannel approach​ that includes mobile, digital signage, and integration with internal tools like SharePoint.

By continuing to link the comms strategy back to Maximus’ strategic initiatives and using data to demonstrate the value of a real omnichannel communications approach, Jared was able to prove the ROI of the solution and negotiate budget to implement the program.

The comms team at Maximus collects qualitative, quantitative, and organic data, including:

After rethinking the comms strategy, the team saw a +10% increase in open rate on email comms from 70% to 80%, plus longer page times and increased engagement.

They can also break down the data to see how it changes with different employee groups, at different types of facilities, and in different geographies to understand what types of employees are engaging best with their content.

Most communicators know that communications and technology have merged in today’s world. And COVID-19 forced businesses to become even more reliant on technology. 

But when it comes to choosing the right tech stack to support your goals, there are a ton of options available, and many communicators don’t know where to start.

But you have the internal resources to help make the right decision. Turn to the people who know the technology best to find the right solution for your company. 

Kathryn Gendall, Director of Collaboration Systems at Newmont Corporation

—the world's largest gold mining company—the key is to ask your technology team to help find a solution that will help solve your problems without creating more headaches for them. Lean on them to guide you, and they’ll help you layer the right tools to support your strategy.

COVID-19 thrust communications into the spotlight. How we communicate and interact with the workplace has changed—and will continue to do so. 

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