Doubling a company’s size sounds great on paper — but what happens to the internal communication and company culture when you go from knowing everyone by name to barely recognizing half your team? Well, I got to witness this first hand when the company I currently work for went from 92 employees to 202 employees within the two years. Now, granted, 50 of these employees came from a merger. But this further proves my point . . . how do you create a streamlined process of communicating important information to all of your employees? Especially when these employees don’t work in the same office, and you see them maybe twice a year.
When I first joined, things felt simpler. Everyone knew who to turn to for help. We were small enough that the back office and HR team were familiar faces, and there was an easy sense of connection. But as we grew (and grew quickly), that connectedness started to fray. Now, we have employees who don’t know us by name or face, who aren’t sure how much flexibility they have, or who might not feel comfortable reaching out for support. And, truthfully, it goes both ways — we don't remember every single employee or always know who needs help.
This is a tough dynamic to overcome, but there are ways to foster a sense of connection and build an impactful culture, even in a rapidly expanding workforce.
What’s Worked for Us: Newsletters
One strategy that’s been surprisingly effective for us is sending out newsletters every pay period (twice a month). These newsletters are simple but powerful—they highlight upcoming events, important changes, and key reminders. We also include shoutouts for new hires, employee anniversaries, and team members who’ve gone above and beyond.
We use the newsletter as a tool to remind employees of the resources available to them. For instance, we’ve included details about how Sequoia supports anyone who wants a change — whether that’s switching contracts, exploring a new role, or finding a better fit. If we notice a common question coming up, we’ll address it directly in the next issue to make sure everyone has the information they need.
The Newsletter’s Real Purpose
But here’s the thing, we don’t expect employees to engage with every newsletter or even read them start to finish. The real purpose is to send a consistent message — we’re here to help, we’re here to support, and we’re paying attention.
For employees who may be unhappy in their current role but unsure how to start that conversation, the newsletter can act as a bridge. It opens the door for dialogue, making it easier for them to reach out and explore options. Over time, these consistent touch-points help foster trust and a sense of connection, even in a workforce that’s more spread out than ever.
Growing pains are inevitable in a fast-growing company, but they don’t have to derail communication. With a little creativity and consistency, it’s possible to stay connected—and make sure every employee feels seen, supported, and valued.
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