Happy at Work | Coding Happiness into the AI Workplace
Oct 6, 2026 · 34 min · 10 segments
How to build effective internal communications across generations, cultures, roles, and work styles — without losing their voice or overwhelming employees?In this episode of Happy At Work, host…
Regine NelsonGuestTatiana KovalHostIt's really important pr- part when we talk about, when we talk about adaptation and, and better understanding the messages, how to, uh, have our own message, uh, list of messages.
So we need to work with different audience, different style, but another side, we also need to have our own tone of voice.
So it's, that should be the same for different audience because they need to, to, they buy.
So two people from different audience, when they could meet, they could understand when we talk about one organization.
What is the right balance between these two sides? Customizing all the messages, uh, uh, orientation of your audience, and from other side, about keeping a consistency, uh, keeping authenticity of, uh, your organization, of your tone of voice, et cetera.
Uh, how to find this balance? What could you recommend to the people who are responsible for their communication inside and outside organization?
So I don't think being able to balance your voice and keep your voice understood and recognizable within the organization is mutually exclusive from the customizing of, of language and communication for individuals, right? So you can do both of them at the same time.
And what I mean by that is, when I'm saying customizing, I'm not saying to change the brand voice, whatever the organization has decided that to be.
What I'm saying is simply, you know, if somebody likes to receive messages in the morning, you can send them messages in the morning.
It's the same message, but you're sending the timing order a little bit differently, or the vehicle of the communication changes.
Or even it could be something as simple as, you know, if you look at a DiSC assessment, some people like the information to be very concise.
You'll see more of smart brevity communication, the too long, didn't read type of communication, messages that's at the top, and then if you want more information, then you can either go to a different link, or you can find it at the bottom of the page.
I'm not suggesting to change your voice or the tone of the organization once that has been established to fit the different ways that people like to receive communication.
I'm saying to keep the voice, keep the tone, but changing the, the delivery, if you will, adding more information where people are requesting it, less information for those that don't need as many details, and then having communi- having the content available in different formats, but still retaining that same tone and voice.
My next question is about, uh, you, you told about different channels, and from a side of organization and from a side of manager, what could you recommend in managing, uh, these different channels and different options? Uh, because it's, usually we don't have a, a, a lot of people, so we have, for example, one to a third person should manage it, and I know from your experience, you could share how they could organize it appropriate way for achieving results of customization from one side and also don't miss any audience and don't, don't overload people who are responsible for their communication.
And, and the intention, again, you know, is not to create necessarily additional work for people that's not going to have impact.
I always like to begin with the end in mind, right? And that's something that Stephen Covey puts for Seven Habits of Highly Effective People.
It's really important pr- part when we talk about, when we talk about adaptation and, and better understanding the messages, how to, uh, have our own message, uh, list of messages.
So we need to work with different audience, different style, but another side, we also need to have our own tone of voice.
So it's, that should be the same for different audience because they need to, to, they buy.
So two people from different audience, when they could meet, they could understand when we talk about one organization.
What is the right balance between these two sides? Customizing all the messages, uh, uh, orientation of your audience, and from other side, about keeping a consistency, uh, keeping authenticity of, uh, your organization, of your tone of voice, et cetera.
Uh, how to find this balance? What could you recommend to the people who are responsible for their communication inside and outside organization?
So I don't think being able to balance your voice and keep your voice understood and recognizable within the organization is mutually exclusive from the customizing of, of language and communication for individuals, right? So you can do both of them at the same time.
And what I mean by that is, when I'm saying customizing, I'm not saying to change the brand voice, whatever the organization has decided that to be.
What I'm saying is simply, you know, if somebody likes to receive messages in the morning, you can send them messages in the morning.
It's the same message, but you're sending the timing order a little bit differently, or the vehicle of the communication changes.
Or even it could be something as simple as, you know, if you look at a DiSC assessment, some people like the information to be very concise.
You'll see more of smart brevity communication, the too long, didn't read type of communication, messages that's at the top, and then if you want more information, then you can either go to a different link, or you can find it at the bottom of the page.
I'm not suggesting to change your voice or the tone of the organization once that has been established to fit the different ways that people like to receive communication.
I'm saying to keep the voice, keep the tone, but changing the, the delivery, if you will, adding more information where people are requesting it, less information for those that don't need as many details, and then having communi- having the content available in different formats, but still retaining that same tone and voice.
My next question is about, uh, you, you told about different channels, and from a side of organization and from a side of manager, what could you recommend in managing, uh, these different channels and different options? Uh, because it's, usually we don't have a, a, a lot of people, so we have, for example, one to a third person should manage it, and I know from your experience, you could share how they could organize it appropriate way for achieving results of customization from one side and also don't miss any audience and don't, don't overload people who are responsible for their communication.
And, and the intention, again, you know, is not to create necessarily additional work for people that's not going to have impact.
I always like to begin with the end in mind, right? And that's something that Stephen Covey puts for Seven Habits of Highly Effective People.
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