Netflix memo outlines case for WB deal to employees; departing Meta employees claim they can’t share feedback

Greetings, comms pros! Let’s take a look at a few stories from last week and see what we can learn from them.

1. Netflix co-CEOs explain Warner Bros. acquisition in employee-facing memo

Netflix co-chiefs Ted Sarandos and Greg Peters sent a memo to the streamer’s employees stating that they believe the company’s deal with Warner Bros. Discovery will withstand a hostile takeover from Paramount. While outlining that the anticipated deal would go through, the memo walked through the rationale for the move while also outlining what employees should expect next in the streaming saga.

According to a memo obtained by Variety:

What’s next? We’ve got a small but mighty team of experts working on this so the rest of us can stay focused on the big 2026 ambitions we’ve established for our business. We’ve got huge potential still ahead of us—even before we factor in Warner Bros.—so our focus should remain on realizing that potential based on our organic growth. We know that’s easier said than done with all the headlines and speculation, but continuing to deliver for our members is the best thing we can focus on.

Where is the best place to follow along? As a reminder, Take 5 is for employees only. We’ve launched a public site as our source of truth for external audiences—which will be updated further—and it’s a resource you can share with friends and family who might have their own questions. You can also listen to our UBS webcast from earlier this week.

In the memo, Netflix’s tone seeks to stabilize the ship for employees. By keeping the language focused on Netflix’s current priorities, the message aims to keep employees informed while ensuring that business as usual continues amid the backdrop of the deal. Additionally, by telling employees that there are resources for family and friends, it acknowledges that the chaos of the move might impact an employee outside the office, a good touch of change communication.

2. Meta employees claim they lack an outlet to communicate feedback with the company

A wide-ranging report from Business Insider described how tough 2025 was for employees at Meta, with insider perspectives on everything from job cuts to company culture as the tech giant underwent a major identity change. Interestingly, the report said that among the changes this year was the erosion of some internal communications mechanisms.

Some departing employees told Business Insider that they no longer had a meaningful outlet to share feedback with leadership on topics such as DEI and embracing “masculine energy” because questions for Q&A sessions were preselected, and that posts critical of leadership decisions were sometimes removed from the platform.

“We will skip questions that we expect might be unproductive if they leak or things like people-related questions that have already been answered,” Meta’s VP of internal communications, Jonny Oser, informed employees in an internal post earlier this year.

Additionally, the piece reported that an internal Meta poll in January found that numerous employees were afraid to report anything negative about work conditions for fear of reprisal.

Feedback loops are a critical resource for internal communicators. Pre-selecting Q&A questions doesn’t need to be a bad thing— but it can also lead some employees to feel like their voices aren’t truly being heard, closing part of the loop. Oser’s statement references “unproductive” questions — but when those aren’t clearly outlined, it can cause confusion and employee consternation. Communicators should be as transparent as possible in their internal messaging and be as open as they can when soliciting feedback. That loop will help create a culture of communication that employees feel comfortable with, and that can lead them to share valuable information that leads to sharper and more informed messaging.

3. Data: Nearly three-quarters of employees are missing out on company news

A recent report from Gitnux found that 74% of employees are missing out on company information when it’s communicated. Additionally, the data showed that 60% of companies lacked an internal communications strategy.

The solution to employees missing company messaging doesn’t need to be — and honestly, shouldn’t be — to just blast more content out on internal platforms. It needs to be precise and targeted. For instance, if employees feel they’re missing news, internal communicators can rework their content distribution strategy by channel and job function. Narrowing the process down can make message outreach more targeted and help get the communication to the audience.

In addition, without an internal communications strategy in place, communicators will struggle to break through the noise and effectively convey their messages. Even small steps like audience segmentation and channel optimization can help overcome this obstacle. As a catalyst for culture building, internal communications need to be organized and structured to have a positive impact.

4. How about some good news?

• CNN’s Hero of the Year turned vacant lots in Chicago into flower farms.
• A brand new post box was sent to an Antarctic research station on behalf of King Charles III.
• River otters are making a comeback in Britain just two decades after their numbers hit record lows.
• Ragan Training is an excellent place for communications professionals to find inspiration and valuable resources.
• You should be rewarded for your work. Find out how to earn an award here!

Have a great weekend comms all-stars!

Sean Devlin is an editor at Ragan Communications.