How to Create an Internal Company Newsletter (With Examples)
A data-backed guide to building an internal company newsletter employees actually read. Includes real examples from American Airlines, M&T Bank, Buffer, and more — plus benchmarks, templates, and the content curation strategy that doubles click rates.
Sixty-one percent of employees who are actively considering leaving their jobs cite poor internal communication as a contributing factor. Twenty-six percent call it a major cause.
And yet only 29% of employees report being "very satisfied" with their company's internal communications — a number that drops to a devastating 9% for frontline workers who don't sit at a desk.
These aren't soft metrics. They translate directly into turnover costs, productivity gaps, and the slow cultural erosion that happens when people stop feeling connected to the organization they work for. Effective internal communication drives a 21% increase in productivity, a 22% increase in employee referrals, and up to a 40% improvement in retention. The newsletter sitting in your employees' inboxes every week is not an administrative chore. It is one of the highest-leverage tools you have for keeping your organization aligned, informed, and together.
of employees considering leaving cite poor internal communication as a factor
This guide covers everything you need to build an internal newsletter that actually works: real examples from companies doing it well, the 2025–2026 benchmarks you should measure against, the mistakes that kill engagement, a step-by-step build process, and the content curation strategy that research shows can double your click rates.
What an internal newsletter actually needs to do
Before you pick a template or write a subject line, get clear on the job your newsletter is performing. Most internal newsletters fail not because of bad design but because nobody defined what success looks like.
An effective internal newsletter does three things simultaneously:
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Reduces noise. It is a digest, not an addition. It should replace scattered emails, not add another one. The City of Phoenix explicitly redesigned their internal communications to consolidate "several messages throughout the week" into one concise Wednesday update that links to their weekly employee newsletter. Volume went down. Engagement went up.
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Creates shared context. In hybrid and distributed organizations, the newsletter is often the only communication channel that reaches every employee with the same information at the same time. Google's internal newsletter, The Keyword, succeeds specifically because it gives every employee — from Cloud engineers to advertising salespeople — a macro-level view of the company's strategic direction.
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Builds culture through recognition. The companies with the highest internal newsletter engagement consistently feature employee stories, milestones, and peer-to-peer recognition. This is not filler. Airbnb's Employee Digest deliberately uses short embedded video shoutouts from managers because a thirty-second video feels more authentic than a paragraph of text, and it makes recognition memorable rather than performative.
A newsletter is a noise-reduction system
If your employees receive more total emails after you launch an internal newsletter, you've failed. The newsletter should absorb and consolidate information that was previously scattered across multiple channels, departmental threads, and one-off announcements.
Real companies doing internal newsletters well
The challenge with studying internal newsletters is that they're private by nature. But case studies, vendor data, and publicly documented programs reveal clear, replicable patterns. Here are nine examples, organized from the most data-rich to the least.
American Airlines: 90% open rate across 100,000 employees
American Airlines partnered with Axios HQ to centralize more than 20 internal email communications into a single daily newsletter sent to all team members. The result: a 90% open rate — the highest documented among large enterprises.
The secret is Axios's "Smart Brevity" format. Every update is structured as What's new → Why it matters → What's next, which keeps busy, mobile-heavy frontline workers engaged. No essay-length explanations. No buried ledes. Just the essential context in a scannable structure.
open rate across 100,000 employees at American Airlines
M&T Bank: predictable cadence as a design principle
M&T Bank's head of enterprise and business communications describes their internal newsletters as both an information tool and a "cultural touchpoint." Their enterprise newsletter, The Weekly News, runs every Friday as "part week-in-review, part highlight reel," compiling the week's defining content into one package.
The key design choice: cadence as product value. When employees can "set their watch" to a newsletter's schedule, they're more likely to engage. M&T also produces weekly digest newsletters for each business line and uses reader feedback to adjust both content type (multimedia vs. short blurbs) and formatting.
Buffer: radical transparency, 229% more job applications
Buffer publishes all employee salaries publicly, and its internal newsletter shares company finances, strategic decisions, user metrics, and product roadmaps. CEO Joel Gascoigne's philosophy — "Transparency breeds trust, and trust is the foundation of great teamwork" — led to a 229% increase in job applications when the approach was first implemented.
This is the extreme version of a principle that applies to every internal newsletter: employees don't just want to know what is happening. They want to know why. When you share the reasoning behind decisions — even uncomfortable ones — you eliminate the rumor mill and build the kind of trust that retains people.
Cosentino: 70% open rate with a team of three
Cosentino, a global architectural design company with 5,900+ employees across nearly 80 countries, achieves a 70% average open rate using Staffbase Email — with an internal communications team of just three people. They credit branded templates, AI writing tools, and editorial calendar planning for enabling a tiny team to reach a massive, multilingual workforce.
This case demolishes the "we don't have the resources" objection. You don't need a large team. You need a repeatable system.
UKG: the daily newsletter that only covers 3–5 items
UKG (Ultimate Kronos Group) sends a daily newsletter featuring only the top 3–5 highlights across the organization. VP of Global Employee Communications Sheila Noel described this as the key mechanism for keeping a global workforce informed without overwhelming them.
The lesson: brevity isn't a concession. It's the strategy. When every item in the newsletter is worth reading, employees stop treating it as noise.
Dana Incorporated: content curation as the value proposition
Dana Incorporated's daily internal newsletter, Headline News, is built around curated media coverage and industry articles. Historically compiled from a Factiva feed, it now uses an RSS import workflow to reduce manual effort. Content includes industry and corporate news, best practices, a weekly employee feature (running every Monday), events, and awards.
Both Headline News and an executive email template (Of Note) achieve more than 50% open rates. The newsletter reaches about 10,000 of Dana's 27,000 employees — the remainder work in manufacturing facilities without regular computer access, highlighting why internal newsletters increasingly need complementary mobile channels.
City of Phoenix: the system design approach
The City of Phoenix publishes PHXConnect as a weekly employee newsletter with a visible "In This Issue" structure and consistent branding. Content mixes operational updates (facility changes, parking), employee resources, events and learning (Lunch and Learn sessions, webinars), and lighter community-building content like National Pet Day employee pet photos.
What's remarkable isn't the content — it's the system. The newsletter is one component of an integrated channel ecosystem: hub/intranet + weekly newsletter + fewer emails + expanding digital displays. The newsletter acts as the "digest spine" of the entire internal communications architecture.
Zappos: two-pronged newsletter strategy
Zappos runs two distinct programs: a monthly "Ask Anything" newsletter where employees email any question and receive published answers, and an annual Culture Book — a 480-page publication of unedited employee submissions about company culture. The Culture Book is given to new hires, vendors, and the public.
This two-pronged approach (operational Q&A plus culture storytelling) helped Zappos earn a spot on Fortune's 100 Best Companies to Work For seven consecutive years.
Eriez: visual design as an inclusion mechanism
Eriez, a global manufacturing leader with employees across six continents, completely redesigned their internal newsletter Global Link as part of a "One Eriez" initiative. The new design uses high-quality images, vibrant graphics, world maps, and global icons to continuously showcase the company's reach.
Content was curated to reflect diverse voices from various regions and factory departments. The visual design itself non-verbally communicates that the organization values its distributed workforce — bridging the psychological gap between corporate headquarters and frontline operations.
The pattern across all of these
None of these newsletters succeed by being comprehensive. They succeed by being curated — deliberately selecting what matters, explaining why it matters, and respecting the reader's time by cutting everything else.
Internal newsletter benchmarks (2025–2026)
Before you can measure your newsletter's performance, you need to know what good looks like. The benchmarking data from 2025–2026 reveals both encouraging baselines and a critical gap that most communicators miss.
Open rates and click-through rates
| Metric | Internal emails (2025–2026) | External marketing emails (2025) | Difference |
|---|---|---|---|
| Open rate | 64–81% | 21–43% | Internal 1.5–3× higher |
| Click-through rate | 6.8–13% | 2.0–2.6% | Internal 3–5× higher |
| Full read rate | ~40% | N/A | Most employees skim |
ContactMonkey's 2025 benchmark report (100,000+ campaigns across 20+ industries) shows an average internal email open rate of 68%. Their 2026 report pushes that number to 81%. PoliteMail's 2025 analysis of 4.8 billion internal emails reports a more conservative 64%. The range depends on measurement methodology and audience composition, but the practical planning range is 64–81% opens and 6.8–13% clicks.
These numbers dramatically outperform external marketing email (42% opens, 2% clicks per HubSpot/MailerLite benchmarks). But don't mistake high open rates for high engagement.
The number that actually matters
Open rates measure whether a tracking pixel loaded. They do not measure comprehension, sentiment, or behavioral change.
PoliteMail data reveals that employees receive an average of 16 corporate emails per month containing 170 links requiring about 52 minutes of reading. Only 40% of recipients fully read internal emails. The Axios HQ 2025 State of Internal Communications Report found that 80% of leaders think their communications are helpful and relevant, but only 53% of employees agree. Even more alarming: half of employees say internal updates "aren't engaging."
corporate emails per month containing 170 links and ~52 minutes of content
16
Emails
170
Links
52 min
Read time
The implication is clear: your employees aren't ignoring your newsletter because they don't care. They're ignoring it because it asks for too much time and delivers too little relevance. Fix the ratio, and engagement follows.
The non-desk worker crisis
The biggest gap in internal communications isn't between departments or geographies. It's between desk workers and everyone else.
Only 29% of non-desk employees are satisfied with internal communication quality (versus 47% of desk-based employees). A mere 9% of non-desk workers report being "very satisfied." And 63% of employees who are actively considering leaving cite poor internal communication as a primary factor — a number that skews even higher among frontline workers.
The fix isn't just "make the email shorter." It's channel diversification. When frontline workers use an employee app as their main information source, their reported trust in the communication channel jumps to 60%, surpassing even the trust placed in their immediate supervisors (54%). Your newsletter may need to exist as an email, a mobile push notification, and a digital signage display simultaneously.
The five mistakes that kill internal newsletters
These are the patterns that show up repeatedly in the benchmark data and practitioner research. They're predictable, which means they're avoidable.
1. Turning the newsletter into a dumping ground
The most common failure mode. Every department wants space. Every initiative "needs visibility." The newsletter balloons into a wall of text that employees scroll past.
PoliteMail's managing director offers a counterintuitive insight: "Email overload isn't the number of messages; it's the amount of content in the messages." The recommendation: send more messages with fewer details rather than fewer messages packed with content. Your newsletter should cover 3–5 items, not 15.
2. Weak subject lines
Internal communicators often assume that because the email comes from "Corporate Communications" rather than a marketer, the subject line doesn't matter. It matters enormously.
"Company Update," "March Newsletter," and "From the Desk of the CEO" all tell employees nothing about why they should open this email instead of the twelve others in their inbox. Workshop's 2025 analysis found that the most-opened campaigns were 45% more likely to have subject lines between 21–40 characters. Personalized subject lines (using employee names or department references) boost open rates by 15–26%.
Avoid fake urgency
"Action Required: Don't Miss This!" prioritizes the sender's feelings over the employee's needs. If every email is urgent, none of them are. Reference concrete outcomes, deadlines, or team-specific impact instead.
3. Inconsistent cadence
When employees don't know when to expect the newsletter, they stop looking for it. M&T Bank's success is built partly on the fact that The Weekly News arrives every Friday — employees can set their watch to it. The City of Phoenix's Wednesday update serves the same function.
Consistency matters more than frequency. A biweekly newsletter that always arrives on Tuesday at 10 AM will outperform an "whenever we have enough content" newsletter that arrives unpredictably.
4. One-size-fits-all distribution
Sending the same newsletter to every employee in a 10,000-person global organization virtually guarantees irrelevance for most of the audience. A warehouse worker in Germany and a marketing executive in New York have almost nothing in common in terms of what's operationally relevant to them.
ContactMonkey's 2025 data shows segmented emails drive 22% higher read times and 18% higher click-through rates compared to all-company sends. Gallup research shows personalized communication leads to a 31% increase in employee engagement. Segmentation is not the advanced tier — it's the baseline.
5. Measuring opens, ignoring everything else
Open rates create a dangerous false sense of security. A 70% open rate means nothing if employees are opening the email, scanning the first two lines, and closing it. The most effective internal communications teams (Gallagher's "Thrivers," who consistently exceed all targets) measure outcomes: comprehension, behavioral change, and correlation with retention and productivity metrics.
If your only KPI is open rate, you're measuring whether people saw the envelope, not whether they read the letter.
How to build your internal newsletter: step by step
Step 1: Define the newsletter's job
Before you write a word, answer one question: what is this newsletter replacing?
If the answer is "nothing — we're adding a new email to people's inboxes," reconsider. The strongest internal newsletters function as consolidation mechanisms. Phoenix reduced their total internal email volume by making the weekly newsletter the anchor. M&T Bank compiles the week's defining content into one Friday package.
Your newsletter should have a single, specific job. Common archetypes:
- The Weekly Wrap: All-employee operational summary, 3–5 items max, linking to the intranet for details
- The Leadership Update: Monthly or quarterly CEO/exec note with strategic context, financials, and a "why it matters" translation
- The People & Culture Digest: Monthly employee spotlights, milestones, wellbeing resources, and event recaps
- The Onboarding Series: Automated 4-part drip for new hires (Day 1 IT setup → Week 1 navigation → Month 1 customer context → Month 3 career paths)
Pick one. Get it right. Then consider adding others.
Step 2: Lock in your cadence and send time
Choose a frequency and a day/time, then treat it as sacred. The data supports these patterns:
- Weekly for department-specific newsletters (the most common cadence among high-performing teams)
- Biweekly or monthly for company-wide digests
- Daily only if you can keep it to 3–5 items (the UKG model)
- Send between 10 AM and 1 PM mid-week for highest open rates
Whatever you choose, be predictable. Your newsletter should arrive at the same time, on the same day, without exception.
Step 3: Design for scanning, not reading
Your employees will not read 2,000 words in a corporate email. They will scan for relevance and click on what matters to them. Design for that reality.
- 800 words maximum. PoliteMail recommends 500 words or less for typical corporate communications. If you have more to say, link to the intranet.
- Use the "tease-and-link" method. Two to three sentences summarizing the what and why, followed by a clear CTA button that drives to the full content on your intranet or hub.
- 5-minute maximum read time. If it takes longer than a coffee break, it's too long.
- Single-column layout, 600–700px width. Workshop reports that 60% of internal emails are opened on phones, and 50% of users immediately delete emails that aren't mobile-optimized.
Step 4: Build your section template
The strongest newsletters have 5–7 recurring sections that become habit-forming, with room to rotate 1–2 fresh items. Here's a template based on what the highest-performing examples share:
The 80/20 content mix:
| Section | Weight | Content type |
|---|---|---|
| Business updates & strategy | 25–30% | Results, priorities, policy changes — framed around employee impact |
| People & recognition | 25–30% | Spotlights, team wins, milestones, new hires |
| Practical/operational | 15–20% | Benefits, tool changes, training, deadlines |
| Industry context | 10–15% | Curated external news with "what it means for us" framing |
| Fun & engagement | 10–15% | Polls, trivia, pet photos, wellness tips |
The first two categories consistently drive the highest engagement. Don't skip them.
From: Internal Comms <team@company.com>
Q2 priorities + 3 promotions
This quarter we're doubling down on customer retention and product-led growth. I want every team to know why these two bets matter — and how your work connects to them.
—Sarah Chen, VP Operations
New benefits portal launches June 1
Health, dental, and 401(k) consolidated into one dashboard.
Read more →Q1 revenue: $4.2M (+12% YoY)
Strong growth driven by enterprise expansion.
See full report →Meet Priya from Engineering
Priya led the API migration that cut response times by 40%. She also mentors two junior engineers.
Industry Pulse
What this means for us: IT should prep a readiness assessment for Q3.
What this means for us: Flag to Finance before renewal — adds ~$36K/yr.
What this means for us: Supports the case for the retention bonus proposal.
How useful was this week's newsletter?
You're receiving this because you're part of the Engineering team. Update preferences
Tap any section to learn best practices
Tap any section to learn best practices
Content is fictional. Patterns are from real best practices.
Step 5: Craft subject lines that earn opens
The 40-character rule: keep subject lines between 20–40 characters (6–10 words). This ensures the entire subject line is visible on mobile devices.
Do:
- "Q2 priorities + 3 promotions" (31 characters)
- "New HRIS portal goes live Monday" (33 characters)
- "[Engineering] Sprint 14 retro highlights" (41 characters)
Don't:
- "Company Newsletter — March 2026 Edition" (too generic)
- "Important Update From Leadership" (says nothing)
- "YOU WON'T WANT TO MISS THIS!!!" (this is not BuzzFeed)
A/B testing subject lines improved open rates by up to 24% among organizations that tested regularly. Pick two subject line variants and measure which performs better over a 3-month period.
Pre-filled with a common mistake. Clear and try your own.
Mobile inbox preview
Internal Comms
Company Newsletter — March 2026
Hi team, here are this week's highlights...
IT Security
MFA enrollment required by March 31
Pattern checks
Generic label
Reads like every other corporate email. Reference specific content.
Fake urgency
No manufactured urgency — good.
Personalization
Adding a team or department reference boosts opens by 15–26%.
Character count
In the 20–40 character sweet spot.
Based on Workshop's 2025 analysis: 21–40 character subject lines had 45% higher open rates.
Step 6: Segment your audience
At minimum, segment by:
- Department or function (engineering, sales, operations)
- Location (region, office, time zone)
- Role type (desk-based vs. frontline/non-desk)
- Tenure (new hires get different context than tenured employees)
Modern platforms like ContactMonkey and Staffbase support dynamic content blocks — a single email with sections that are visible only to specific segments. The HR team sees benefits enrollment details. The engineering team sees a system-update brief. Everyone sees the employee spotlight.
Step 7: Build feedback loops
Your newsletter is a product. Treat it like one.
- Embed a one-click feedback mechanism in every issue (emoji reactions, thumbs up/down, or a single-question pulse survey)
- Track click-through rates at the section level, not just the email level
- Run a formal "newsletter feedback" survey quarterly
- Use the data to cut sections nobody clicks on and expand sections that drive engagement
M&T Bank explicitly integrates reader feedback to adjust content type and formatting. The City of Phoenix uses their newsletter as part of a broader feedback system that reduces total email volume. Both treat the newsletter as iterative, not static.
The force multiplier: content curation
Here's the content strategy that most internal communicators overlook, and the one that research shows can transform a newsletter from a mandatory corporate memo into something employees genuinely anticipate.
Why curated external content changes engagement
Historically, internal newsletters focused exclusively on inward-facing company announcements. Modern high-performing newsletters increasingly integrate curated industry news, external thought leadership, and market trends. The reason is straightforward: it makes the newsletter useful in a way that company announcements alone cannot.
One documented case study tracked the impact of shifting an internal newsletter's focus toward curated industry insights rather than just administrative updates. The results:
- 4% increase in total audience base
- 60% increase in total email opens
- 24% increase in clicks per unique open
- Overall doubling of the total click rate
Employees are hungry for high-quality, relevant, educational information. When your newsletter provides curated market intelligence, it transforms from something people open out of obligation into something they open because it genuinely helps them do their job better.
total click rate increase when newsletters shifted to curated industry content
How to curate without adding hours to your workflow
The biggest objection to content curation is time. You're already stretched thin producing the internal content. Now you need to monitor external sources too?
This is where the workflow matters more than the intent. The most effective curation follows a simple structure:
The contextual translation model:
- What changed in the industry
- Why it matters to us internally
- What to watch or adjust this month
Gartner: 40% of Digital Workplace Tasks Will Use GenAI by 2027
Each item follows: headline → summary → "what this means for us."
Dana Incorporated operationalized this by connecting an RSS feed from Factiva directly into their newsletter template. External articles are imported automatically; the communications team adds a sentence or two of internal context. The entire curation workflow takes minutes, not hours.
RSS feeds are the engine behind scalable curation
Most industry publications, news sites, and thought leaders publish RSS feeds. Instead of manually checking dozens of sources every morning, you can subscribe to their feeds and have new content delivered to you automatically. Tools like Nutshell take this further — they use AI to summarize and filter your RSS feeds into a daily digest, so you see only the most relevant insights without reading every article yourself. For an internal comms team curating industry content, this turns a 2-hour daily scan into a 10-minute review.
The "Industry & Customer Pulse" section template
Keep it small. Three to five items maximum. Each item follows this format:
[Source name]: [Headline or key finding] One sentence summarizing the external development. One sentence translating it: "What this means for [your company]: [specific implication]."
This mirrors what D&L Parts Company does in their monthly newsletter — leadership opens with external market context (a competitor's quarterly results and what it implies for the industry), then translates that into what it means for D&L's operations. It's simple, it takes five minutes to write, and it positions the communications team as a trusted advisor rather than a corporate broadcasting mechanism.
Platforms that automate curation at scale
If you're curating for a large organization, several platforms now automate the process:
- Sociabble provides a curation engine with RSS integration and automated personalized newsletters by department
- Firstup uses behavioral data to optimize which curated content reaches which employee segments — reportedly reducing newsletter creation time from 10 hours to 45 minutes for one client
- Cerkl Broadcast uses AI to assemble personalized "news digests" per employee based on preferences and engagement history
- Haiilo offers an AI-powered content hub where employees browse industry-relevant content
For smaller teams that don't need an enterprise platform, you can build a lightweight curation workflow using RSS feeds and AI summarization tools. Subscribe to the RSS feeds of your industry's key publications, use a tool like Nutshell to generate AI-summarized digests of what was published, and pull the most relevant items into your newsletter template each week. The AI handles the reading; you handle the editorial judgment about what matters to your organization.
What's changing in 2025–2026
The internal newsletter is undergoing its most significant transformation in a decade. Three trends are reshaping what's possible and what employees expect.
AI has crossed the adoption threshold
In a 2026 survey of 200+ professional communicators, 75% now use generative AI for drafting or editing content, with 47% using it for meeting transcription and 25% for sentiment analysis. Gartner predicts that by 2027, more than 40% of digital workplace operational activities will be performed using GenAI-enhanced tools.
The practical impact for newsletters: AI is taking over the labor-intensive parts of production — drafting initial copy, generating subject line variants for A/B testing, summarizing long executive memos into scannable bullet points, and optimizing send times based on historical engagement data. ContactMonkey estimates a single internal communicator spends approximately 240 hours per year creating and sending emails. AI is compressing that dramatically.
But there's a governance gap. Only 36% of organizations provide any guidance on when, where, and how to use AI for internal communications. Thirty-eight percent have zero AI policy. Before you integrate AI into your newsletter workflow, establish clear guardrails about what gets human review, what gets auto-published, and how you maintain voice consistency.
Hyper-personalization is becoming the expectation
The era of one-size-fits-all internal newsletters is ending. Employees are accustomed to algorithmically curated, hyper-personalized content feeds in their private digital lives — Netflix, Spotify, TikTok. They increasingly expect the same relevance from corporate communications.
Modern platforms now support AI-driven dynamic segmentation: an engine analyzes an employee's role, location, past click behavior, and self-selected interests to automatically assemble a bespoke newsletter for that specific person. Simpplr's research confirms the impact — internal comms teams using targeting strategies rated their overall communication effectiveness higher (60% vs. 53%) and were more likely to report improvement (48% vs. 41%) compared to non-targeting teams.
You don't need to implement full AI personalization on day one. Start with basic segmentation (department, role type, location) and add dynamic content blocks as your tooling matures.
Employee-generated content is the authenticity counterweight
As AI-generated content proliferates, employee-generated content is rising as a critical trust signal. The PoliteMail/Ragan 2026 trends report frames the tension directly: "While AI is a powerful tool, it can't do everything — like solicit meaningful human stories."
The strongest newsletters feature stories told by employees, not just about them. Short employee videos, voice memos, peer spotlights, AMA sessions with leaders, and user-contributed articles all create the authenticity that no AI tool can replicate. Create easy submission channels, feature peer stories prominently, and keep editing light to preserve the authentic voice.
Putting it all together
The internal newsletter is not dying. It is the highest-performing communication channel available to most organizations — consistently achieving 2–3x the open rates and 3–5x the click rates of external marketing email. But the gap between average and excellent execution is enormous.
The pattern across every high-performing example in this guide is the same: say less, say it clearly, and make every word matter to the specific reader receiving it. American Airlines hits 90% open rates not because they send more email, but because every update follows a three-part structure that respects the reader's time. Buffer earns trust not by broadcasting achievements, but by sharing the reasoning behind difficult decisions. M&T Bank drives engagement not through clever design tricks, but through the simple discipline of showing up every Friday with a consistent, curated digest.
Build your newsletter with those principles, measure outcomes rather than vanity metrics, and treat every issue as an iteration on the last.
Question 1 of 6
Do you send your newsletter on a consistent schedule?
Based on Gallagher's Thriver / Striver / Survivor framework for internal communications maturity.
Automate your newsletter's industry curation
Nutshell turns RSS feeds from any publication into AI-summarized daily digests. Use it to power the curated industry section of your internal newsletter — or deliver it straight to your team's inboxes.
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