Facts: many employees simply do not read internal communications, including HR messages. According to Gallagher’s 2025 Employee Communications Report, a whopping 71% of employees regularly ignore internal emails or messages.
It’s no secret that many employees today simply don’t read internal emails — even when those messages come from HR and directly affect their work life. But why?
Recent research from platforms like Staffbase, SlickText, and Gallagher shows that the problem isn’t with the people — it’s with the system. Here’s a breakdown of the five most common issues behind internal communication fatigue in modern workplaces and some solutions for them.
What’s going wrong?
Information overload
In most organizations, employees receive internal updates through multiple overlapping channels: emails, Teams, Slack, WhatsApp groups, intranet portals, mobile apps, even paper boards in some industries.
Over time, this creates cognitive overload. Employees feel like they’re constantly being pinged — and not always with content that’s relevant to them.
According to SlickText, 60% of employees actively ignore internal emails just to stay sane.
Staffbase reports that the average open rate for internal newsletters in large organizations is under 40% — and often far lower.
Email fatigue
& change resistance
Modern employees are constantly adapting: new tools, new workflows, new team structures. If HR communication becomes just another “announcement” in the middle of nonstop changes, it often gets ignored.
This results in what experts call “change fatigue.” People stop paying attention because the expectation is that “everything will change again next month.”
A Gallagher survey found that 44% of HR leaders list change fatigue as a top barrier to employee engagement.
Messages feel irrelevant
or impersonal
Internal communication too often relies on generic company-wide emails — the same message sent to everyone, regardless of department, role, or location.
But what’s important for a factory technician is not the same as what matters to a regional manager or a marketing intern.
Employees want to feel that messages were written with them in mind. If not, they tune out.
Lack of clarity,
poor formatting
The typical HR email is a wall of text: vague subject line, no structure, few highlights, and long paragraphs. That kind of format is hard to scan — especially on mobile — and even harder to retain.
According to OurPeople, formatting issues are one of the most common causes of poor email engagement.
Today’s workforce expects the same readability they get from the apps they use daily — clean, structured, visual.
No data & weak
feedback loops
If you don’t measure how internal content performs, you’re essentially flying blind.
Few companies track open or click rates on internal content, and even fewer use that data to adjust their communication strategy. Without feedback, HR teams keep repeating the same mistakes — sending too much, too broadly, and too vaguely.
According to Workshop, only 63.5% of internal comms teams track open rates, and less than half use any sort of feedback mechanism.
How can HR fix this?
1. Streamline your channels
Stop broadcasting everywhere — consolidate where possible. Use intranets or SharePoint hubs where employees can find content on demand.
The internal communication toolkit is expanding fast. Gone are the days when email was the only game in town. Now, internal comms strategies include everything from mobile messaging to live video events.
According to Useworkshops.com, top-used internal communication channels in 2025:
- Email: 98% use it, 84% say it’s the most effective
- Intranet: Used by 77%, with 56% prioritizing improvements
- Microsoft Teams: Now used by 63% (up from 51%)
- Digital Events: 58% are hosting these to boost engagement
- Video: 52% are using video for more dynamic messaging
- SMS and Mobile: Growing steadily—critical for frontline and deskless employees
- In-Person Events: Back in a big way, with usage up from 57% to 69%
2. Segment & personalize
your messages
Send only what matters to the recipient. Use role-specific tags and smart targeting — fewer people hit ‘Ignore’ automatically.
3. Structure for scannability
Subject lines that say what matters. Short intros, bullet points, summaries. Make it easy to consume in 30 seconds.
4. Create feedback loops
Track open rates. Monitor click-throughs. Use polls or pulse surveys to ask: “Read this — was it useful?” Let the data drive your adjustments.
5. Mix formats & timing
Blending methods (e.g. email, mobile alerts, video, intranet announcements) improves cut-through. Use visual storytelling and shorter formats for hard-to-reach audiences.
Employees are ignoring HR because they’re overwhelmed, overstimulated, and under-engaged with content that doesn’t feel relevant. The fix isn’t more messages. It’s better messages — smarter, targeted, clear, and measured.
It’s absolutely okay to seek advice and support from outside your organization. Ruzu Creative Hub is here to help — feel free to leave your questions in the comments or reach out via email: contact@ruzuhub.com
