How organizations can optimize internal comms workflows for better visibility, engagement, and impact — and why discoverability matters now more than ever.
If extra time, messy files or individualistic processes are bugs that become features/ temporary solutions that become permanent, the question is how do you ensure that employees have the creative space to work through problems and devise meaningful solutions?
That is such an important point! At our core, we believe creativity, curiosity, and proactive problem-solving aren’t “nice-to-have” traits in an employee; they are natural qualities of humans, and they’re essential to doing good work.
But when we look at the reality of most businesses: when extra time, messy files, or highly individual processes quietly become permanent, they often crowd out the very creativity we value. People stop exploring better solutions because they’re too busy navigating workarounds.
So the way we protect creative space isn’t by asking employees to add innovation on top of their workload, because problem-solving is part of the work itself.
That starts with giving people ownership and trust. We encourage organizations and employees to question systems, flag friction, and experiment with improvements early — before temporary fixes harden into permanent features. Curiosity is welcomed, not perceived as disruption.
We also try to remove unnecessary cognitive noise. Shared documentation, clear processes, and flexible—but aligned—workflows give people a stable foundation. When employees aren’t constantly re-figuring out how work gets done, they have the mental room to focus on how it could be done better.
Just as importantly, we create space for reflection. Time to step back, review what’s working, and rethink what isn’t is treated as productive time — not downtime. Some of the most meaningful improvements come from those moments of pause. These are all approaches we actively practice at inWorks, and we find them to be instrumental to the constant growth of our team!
Ultimately, we believe creative solutions emerge when people feel empowered to think beyond the task in front of them, supported when they raise questions, and trusted to shape the systems they work within.
When curiosity is respected and improvement is part of the culture, temporary solutions don’t quietly become permanent — they become starting points for better ones. We hope that our approach to streamlined communication can help foster these values in other organziations as well.
Hey, great read as always. That line about inefficiency becoming part of the operating rythm really resonated. It makes you wonder how many proceses just subtly drain us. Such a smart observation, a real "aha!" moment. It's like a bug that becomes a feature, if you know what I mean.
Thanks for the support! I totally get what you mean, and the "that's just the way that we do things" mentality often costs sooo much time that could be used in more productive ways, as well as increasing the mental load of everyone across the board. Our goal is to divorce professionals from the "if it isn't broke, don't fix it" mentality: just because it works doesn't mean it is the most efficient, sustainable, or best process!
Thanks Matt! Our goal is to divorce professionals from the "this is just how we do things" mentality -- because it is often costing them time, which is money, and a mental load that could be best utilized elsewhere!
If extra time, messy files or individualistic processes are bugs that become features/ temporary solutions that become permanent, the question is how do you ensure that employees have the creative space to work through problems and devise meaningful solutions?
That is such an important point! At our core, we believe creativity, curiosity, and proactive problem-solving aren’t “nice-to-have” traits in an employee; they are natural qualities of humans, and they’re essential to doing good work.
But when we look at the reality of most businesses: when extra time, messy files, or highly individual processes quietly become permanent, they often crowd out the very creativity we value. People stop exploring better solutions because they’re too busy navigating workarounds.
So the way we protect creative space isn’t by asking employees to add innovation on top of their workload, because problem-solving is part of the work itself.
That starts with giving people ownership and trust. We encourage organizations and employees to question systems, flag friction, and experiment with improvements early — before temporary fixes harden into permanent features. Curiosity is welcomed, not perceived as disruption.
We also try to remove unnecessary cognitive noise. Shared documentation, clear processes, and flexible—but aligned—workflows give people a stable foundation. When employees aren’t constantly re-figuring out how work gets done, they have the mental room to focus on how it could be done better.
Just as importantly, we create space for reflection. Time to step back, review what’s working, and rethink what isn’t is treated as productive time — not downtime. Some of the most meaningful improvements come from those moments of pause. These are all approaches we actively practice at inWorks, and we find them to be instrumental to the constant growth of our team!
Ultimately, we believe creative solutions emerge when people feel empowered to think beyond the task in front of them, supported when they raise questions, and trusted to shape the systems they work within.
When curiosity is respected and improvement is part of the culture, temporary solutions don’t quietly become permanent — they become starting points for better ones. We hope that our approach to streamlined communication can help foster these values in other organziations as well.
Hey, great read as always. That line about inefficiency becoming part of the operating rythm really resonated. It makes you wonder how many proceses just subtly drain us. Such a smart observation, a real "aha!" moment. It's like a bug that becomes a feature, if you know what I mean.
Thanks for the support! I totally get what you mean, and the "that's just the way that we do things" mentality often costs sooo much time that could be used in more productive ways, as well as increasing the mental load of everyone across the board. Our goal is to divorce professionals from the "if it isn't broke, don't fix it" mentality: just because it works doesn't mean it is the most efficient, sustainable, or best process!
Another amazing post! Thank you for clarifying how i internal comns can be done well, and how InWorks helps clients.
Thanks Matt! Our goal is to divorce professionals from the "this is just how we do things" mentality -- because it is often costing them time, which is money, and a mental load that could be best utilized elsewhere!