Internal Communications Plan

In most Indian companies with a shop floor, internal communication means an email that four out of five employees will never open. Warehouse loaders, delivery riders, housekeeping staff and shift supervisors do not sit at desks, so policy changes, safety rules and new apps reach them as rumour through a supervisor who half-remembers the briefing. The cost shows up as missed compliance, spiked attrition after every announcement, and a leadership team convinced the problem is attitude rather than plumbing. Somebody has to design the plumbing, and that somebody is an internal communications professional.

The intern takes that role at Sahyog Logistics, a fictional Nashik-based warehousing and last-mile company with 420 employees across five cities, most of them non-desk. Starting with a diagnosis, the intern runs an anonymous google-forms survey of thirty working people and five interviews to learn how workplace information actually travels, then builds the system in google-docs: a five-segment audience map, a channel matrix scored on reach and speed, a message architecture, a twelve-week communications calendar, and a rollout playbook for two real changes the company is pushing through. Floor-facing pieces such as notice-board posters and short broadcast messages are designed in canva, and the whole plan is pitched to leadership as a fourteen-slide powerpoint deck.

The intern finishes able to do what communications and HR teams pay for: segment an audience that is not sitting in front of a laptop, choose a channel for a reason instead of a habit, write plainly enough that a message survives being passed on twice, and define measures that prove whether any of it worked. It is unusually strong evidence for internships in HR, corporate communications, employer branding and consulting, because it shows planning and writing together rather than either one alone.