In many companies, communication is like a highway without a sign. The messages pile up, the tools multiply, and at the end of the day… no one really knows where to go. In 2025, structuring your communication processes and making the right indicators visible is no longer a luxury, it is a condition of survival.
1/ Too much information, not enough meaning
Between emails, Teams channels, videos and collaborative platforms, French employees spend on average more than two hours per day managing internal messages, according to a Slack x OpinionWay study (2024).
But only 28% of them believe that these exchanges really allow them to progress in their work. The rest ? Noise, duplicates, invented emergencies.
“Communicating has never meant speaking louder. It means speaking fairer,” summarizes Cécile Leclerc, organizational communications consultant.
“Many companies have added tools, but not structure. Result: we inform without really managing.”
2/ When visibility on KPIs becomes blurry
This informational disorder has a perverse effect: it blurs the vision of key performance indicators (KPIs).
According to the Digital Workplace 2025 Barometer (Lecko), 68% of managers believe they do not have a clear and up-to-date view of their team’s indicators.
Decisions are then made on instinct rather than on shared data.
However, the data exists. It sleeps in Excel tables, Power BI reports or SharePoint files, rarely in the same place, and even less in everyday discussions.
The challenge is therefore no longer to have figures, but to make them visible, alive, and linked to internal communication.
3/ Structuring communication: three concrete levers
1. Tidy up the channels
It all starts with clarification: who is speaking, to whom, on what channel, and for what? Some companies have implemented an internal communications charter defining the uses of each tool.
Result : an average 30% reduction in unnecessary messages, according to the Microsoft WorkLab 2025 report.
This simple framework avoids dispersion and allows exchanges to be concentrated where they provide value.
2. Connect communication and performance
Communication should not live alongside numbers. She has to lean against it. More and more companies — from industrial SMEs to tech scale-ups — are linking their monitoring tools (Notion, ClickUp, Power BI) to their internal channels.
Thus, a manager can share information backed by a concrete indicator, visible to all.
According to a BCG study (2024), this “data-driven communication” approach improves productivity by 23% and employee satisfaction by 18%.
3. Train teams to read and share data
It’s not natural for everyone. Reading a KPI, understanding a development, telling what it means: this can be learned.
“Data literacy” training is developing, particularly in French mid-sized companies.
According to France Compétences (2025), companies that have trained their teams to read indicators see an average progress of 20% in monitoring their strategic objectives.
4/ Speech becomes a steering lever
When internal exchanges are based on clear indicators, communication becomes a collective management tool.
Meetings cease to be vague assessments: they are used to adjust, decide, anticipate.
Employees better see where they stand, why their efforts matter and how they contribute to the overall trajectory.
Structuring your communication is not a question of tools, but of clarity and culture. It’s transforming words into a lever for action. At a time when companies are seeking to reconcile agility and consistency, visibility on the right indicators is no longer a simple metric: it is a factor of commitment and sustainable performance.
Because ultimately, what is often lacking in modern organizations is not communication, it is the meaning of the message.
