The Employee Experience Conference

AI is changing workflows and reshaping roles. Meanwhile, employees want clarity on what's changing, how decisions are made and what it means for them. It's an opportunity for the comms and HR teams to step into the ambiguity gap and work with leadership to guide through this transformation together. Learn about:

• The Psychology of Change: The moments most likely to trigger skepticism, including job changes, performance evaluation and automation, and how to proactively address them.

• What's In It For Them: What every employee wants to understand: decision transparency, role clarity, human oversight and growth pathways that include upskilling and reskilling.

• Shifting Responsibilities and Priorities: How the boundaries between internal and external communications continue to blur, and changing priorities around government policy and workplace demands.

• Explaining the Why, and When: How to time communication around key inflection points, including rollouts, role changes and new tools.

• Balancing Efficiency with Empathy: When workforces shrink, how to address the employees that remain with compassion.

In this one-year case study, you'll learn how one company treated their new values not as a messaging exercise, but as a business transformation. Through a cross-departmental effort that spanned internal comms, HR and IT, this organization connected their missions, visions and values directly to measurable business outcomes. Learn how their launch strategy turned the EVP from a static statement into a driver of growth. You'll hear about:

• Data-Driven EVP: How they used employee feedback and behavioral data to shape the messaging from the start, ensuring it reflected real experiences and not aspirational language.

• Launch Like a Business Initiative: How they rolled out their brand relaunch through a coordinated launch strategy that included leadership town halls, short-form video storytelling and phased messaging.

• Strategy Cascade: How enterprise priorities were translated into role-based relevance, equipping managers with the tools to connect company strategy to the day-to-day work.

• Success Metrics Linked to Business Outcomes: How they tracked success across engagement, retention, hiring and revenue. Plus: how internal sentiment shifts resulted in external indicators like employer reputation.

• One Year of Results: What worked, what didn't, and what this team would have done differently. Learn about how they translated their employer brand narratives across channels such as LinkedIn and Glassdoor.

A new CEO can cause uncertainty, internal turmoil and confusion across an organization. Employees, board members and key stakeholders all need reassurance that the organization's mission and strategy would feel consistent during the change. This case study shares the coordinated communications roadmap that welcomed a new CEO after thirty years. You'll learn about:

• Cross-Departmental Coordination: How HR, internal comms and key members built a shared roadmap to guide the transition during the first 100 days.

• Preboarding: How coordination and a careful rollout of information across town halls, emails and manager-only conversations managed expectations and delivered consistent messaging.

• Thought Leadership Outreach: How credibility and trust was built for the incoming leader through podcasts, interviews and internal speaking tours.

• Balancing Continuity with Change: How the transition was managed post-100 days, keeping employees reassured about the organization's mission and legacy while also introducing the incoming CEO's vision for the future.

High performers do not suddenly decline. Unclear expectations, shifting skill demands and overloaded systems are quietly reshaping performance in AI-driven, high-change workplaces. This session gives HR and internal comms leaders a practical way to identify what is actually driving performance issues and act before top talent disengages or exits. You will learn how to pinpoint the root cause as well as the targeted steps that improve performance instead of managing it. Explore how to:

• Diagnose the Real Issue Fast: The checklist you need to distinguish between communication and capability gaps and capacity constraints before mislabeling a high performer.

• Fix Broken Expectations at the Source: How to identify where manager communication, feedback loops and channel strategy break down and redesign them so employees know what good looks like.

• Separate "Can't" From "Won't": Ways to pinpoint true capability gaps and connect employees to targeted upskilling, reskilling and AI-enabled learning tied to evolving role demands.

• Redesign Work, Not Just Performance: Learn how to spot when people are overloaded, slowed down by tools or taking on too much, and use data to fix roles, workflows and support.

AI rollouts can stall when employees are skeptical, managers aren't ready and leaders treat AI like just another IT launch instead of a behavior shift. That's why scaling AI is really a change comms leadership opportunity. Learn how to introduce AI workflows, in-house LLMs and new systems in ways that reduce fear, clarify value and fit real workflows. You'll learn:

• Why Rollouts Really Fail: Why trust, leadership behavior and workflow fit matter more than enthusiasm when introducing AI to skeptical, overloaded employees.

• Change Comms for AI: How to message AI rollouts with more clarity, transparency and relevance so employees understand what's changing, why and what it means for them.

• Workflow Redesign: How to identify where AI genuinely improves work, where human review still matters and where adding AI just creates new headaches.

• Real Use Cases: How initiatives like IBM's AskHR show the value of embedding AI into real employee support, instead of treating it like a shiny side project.

• Signs It's Working: How to measure whether trust, usage and workflow change are actually taking hold before resistance hardens and the rollout loses momentum.

Managers are the culture-carriers of any organization. Yet many still struggle to communicate clearly, consistently and with empathy. This session equips HR and internal comms leaders with a blueprint to create (or refresh) a modern manager communications toolkit that drives alignment, strengthens organizational culture and helps drive transformation across the company. You will learn:

• Codify Clarity with Confidence: How to identify which messages every manager should own, including updates on changes to engagement moments. Plus: ready-to-use templates and tone guidelines to make them practical.

• Blend Tech and Empathy: How AI tools and internal platforms can streamline message delivery, and how managers can tailor templates into their own voice and styles.

• Equipping Managers At Every Level: How to prepare new managers with foundational communications habits, while giving senior and skip-level managers the tools to reinforce messages without repeating business talk.

• Adapting Across Work Environments: How to tailor messaging for remote, hybrid, dispersed, deskless and onsite teams, and the channels and moments that matter most in each.

• Two-Way Feedback: Lightweight systems that work, from manager check-ins to pulse surveys, and how you can refine messaging in real time.

Discover new tools and tech to accelerate and ease your transformation.

Discover new tools and tech to accelerate and ease your transformation.

Employee experience breaks down when onboarding, change rollouts, manager comms or culture initiatives get handed off across HR, comms and business teams with fuzzy ownership and competing priorities. Here's how other leaders successfully aligned stakeholders before launch, coordinated execution and kept momentum going. You'll learn how to:

• Align Around Key Moments: How to get HR, comms and business leads walking in lockstep with onboarding, change efforts, manager enablement and culture campaigns.

• Clarify Who Owns What: How to define roles, decision rights and approvals so EX initiatives don't stall, splinter or get rewritten by other teams.

• Run EX Like a Real Operation: How to use shared briefs, standups and simple project workflows to keep execution moving across functions.

• Keep Momentum after Launch: Smart ways to prevent good EX initiatives from dying after rollout with feedback loops, visible wins and shared success measures—that you own.

• Sustain and Improve: How to use retrospectives, performance data and continuity plans to make cross-functional collaboration easier on the next initiative.

Skills like data analysis, building GPTs and even content creation are becoming table stakes. Meanwhile, human skills like judgment, adaptability and emotional intelligence are beginning to play an outsized role in EX and leadership credibility. In this panel, experts unpack the rise of "Human OS" and debate which skills matter most now. What you'll learn:

• What's Shifting Now: Why adaptability, learning agility and judgment are overtaking technical skills—and what workforce data reveals.

• Defining the Human OS: How to translate EQ, leadership communication and discernment into real, teachable capabilities.

• Building Your Human OS: How to sharpen emotional intelligence—listening, tone and judgment under pressure—and apply to your career and org.

• Real-World Examples: How global orgs are building these skills via L&D programs to improve engagement, trust and performance.

• What Progress Looks Like: How to assess Human OS skills and connect them to EX outcomes like retention, alignment and productivity.

Discover new tools and tech to accelerate and ease your transformation.

Discover new tools and tech to accelerate and ease your transformation.