Internal Communications Consulting.
Internal communication isn’t about sending messages. It’s about how organisations think out loud.
Every organisation communicates.
Fewer do it with clarity, consistency, or respect for the people receiving the message.
At scale, internal communication stops being a delivery problem.
It becomes a thinking problem.
Decisions are made in one room and interpreted in another.
Context thins as it travels.
People fill the gaps with assumption, rumour, or distrust.
Hiyu works with organisations who want their internal communication to hold up in the real world – not just look coherent on paper.
Where Internal Communication Starts to Fail.
Complex organisations don’t struggle because they lack channels or content.
They struggle because meaning doesn’t travel cleanly.
Messages are cascaded.
Context is stripped out.
Tone is interpreted rather than intended.
What starts as a clear decision becomes a partial story by the time it reaches the front line.
Leaders assume alignment.
Teams experience uncertainty.
Internal communication is left trying to repair the gap.
This isn’t a failure of effort or intent.
It’s a predictable consequence of scale, pressure, and pace.
Hiyu works in that gap – helping organisations close the distance between what they mean and what people actually hear.
What’s really at stake.
Internal communication isn’t just about clarity.
It’s about trust.
When people don’t understand decisions, they don’t just feel uninformed.
They feel excluded, managed, or talked around.
When messages change as they travel, people stop listening for meaning and start listening for signals.
What’s safe to say.
What’s really going on.
Who knows more than they’re letting on.
Over time, this creates patterns organisations recognise but struggle to name:
Confident messages that don’t change behaviour
Engagement activity that generates insight but little action
Leaders who feel they’ve been clear, and teams who feel they haven’t been told the truth
Communication that looks busy, but doesn’t feel credible
At that point, internal communication isn’t solving a messaging problem.
It’s carrying the weight of organisational sensemaking.
Hiyu works with organisations at that moment – when clarity, credibility, and coherence matter more than volume or velocity.
How the work happens.
The work always starts with understanding, not solutions.
That means getting close to how decisions are made, how information actually moves, and where meaning is lost along the way. Formal channels matter. Informal ones matter just as much
From there, the focus is on shaping clarity that can survive scale:
Helping leaders think through what really needs to be said – and what doesn’t
Making intent explicit, so people aren’t left to infer it
Designing communication that respects people’s intelligence and lived experience
Delivery is rarely the hard part.
Consistency is.
So the work stays close to the organisation as it operates day to day – supporting leaders, internal comms teams, and partners to apply clearer thinking repeatedly, not just once.
The aim isn’t perfect communication.
It’s communication people recognise as honest, coherent, and worth listening to.
Where the work tends to focus.
The work flexes depending on context, but it usually shows up in a few familiar places:
Internal communication strategy and architecture
Clarifying what internal communication is there to do – and what it isn’t – so messages, channels, and effort are aligned rather than additive.
Leadership and change communication
Supporting leaders to communicate clearly and credibly during moments of change, growth, or scrutiny, where trust is easily lost and hard to rebuild.
Channel and content coherence
Looking at how information actually flows across intranets, meetings, Teams, email, and informal networks – and simplifying where noise has crept in.
Sensemaking and engagement work
Designing listening and engagement activity that leads to understanding and action, not just insight decks.
Internal comms capability and judgment
Working with internal comms teams to strengthen decision-making, language, and confidence in complex or politically sensitive environments.
Each of these is less about delivering a ‘thing’, and more about changing how communication decisions are made over time.
A Particular Kind of Support.
Hiyu is deliberately small and experienced.
The work isn’t about scaling outputs or installing frameworks.
It’s about bringing clarity, judgment, and steadiness into environments where communication carries real consequence.
That means working closely with leaders and teams who are prepared to look honestly at how meaning is created, lost, and repaired inside their organisation.
If you’re looking for high-volume delivery or tactical execution, this probably isn’t the right fit.
If you’re looking for internal communication that people recognise as clear, credible, and worth listening to, it’s likely we should talk.
No pitches. No pressure. Just a conversation.