Internal Communications Editing and Proofreading Services

"Following a review of our operating model, we are announcing a set of changes designed to position us for the future." Staff reach the end of that sentence knowing a plant is closing and not knowing which one. The message was written by someone who did not make the decision and approved by people worried about legal exposure and leaks. It will be read on a phone in a hallway and forwarded outside the company before lunch. The instinct in the drafting is to soften, and softening is what does the damage.

The documents we edit for Internal Communications

Restructure and organizational change announcements are the documents we are asked for most in this field. Layoff and consultation communications come with them, along with leadership messages, all-staff emails, and intranet news content. We also edit manager cascade packs and talking points, town hall scripts and question preparation, policy change communications, benefits and compensation communications, employee survey material and results, culture and values program material, onboarding communications, business continuity messaging for staff, and recognition campaign material. Our editors work on the announcement nobody wants to write.

What the editing involves

Corporate euphemism is the failure mode here, and it costs more than the news itself does. "A review of our operating model to ensure we are fit for the future" is decoded by the second paragraph, and the conclusion reached is that the company is either dishonest or frightened. The plain version is shorter: we are closing the Toledo plant, 84 jobs will end, and everyone affected will know by March 14. Whether that is the right decision is not a question we take a view on. The client's own legal and HR advisors settle what may be said and when, and the wording arrives with that settled.

Dates carry as much weight as the news does. An announcement that gives a quarter rather than a day, "we expect to conclude the review during Q2," leaves every person in the building assuming the worst about themselves for 11 weeks. What is decided has to sit apart on the page from what is genuinely still open, under separate headings, because a company that presents a settled decision as a consultation is not believed the next time it consults.

Managers need the pack before the all-staff message goes out, not an hour after. A manager who cannot answer the first question is a message that has already failed, and the pack has to answer what will actually be asked, in the words it will be asked in. Support is named specifically, with the provider, the hours it is open, and the phone number, rather than promised as "a commitment to support colleagues through this period."

Confidentiality and the limits of our role

Everything you send us is treated in confidence, including unannounced changes, consultation material, and board decisions. We are editors, not HR, employment law, or change advisors, and we offer no view on any decision, notification obligation, or employment question. What we can do is make the message plain on the morning it has to go out.