Oh, getting lost? Not my favourite, but it happens, right? Honestly, I’m a bit on the fence about asking for directions. I mean, yeah, I’ll ask if I really need to, but there’s just something about trying to figure it out on my own first. You know, like a mini adventure in the middle of London. But don’t get me wrong, if I’m really scratching my head, I’ll swallow my pride and ask someone. Most people are proper helpful, anyway.

Ah, being told what to do? Not really my cup of tea, to be honest. I get that sometimes people are just trying to be helpful, and I appreciate that, really. But, you know, I like to figure things out on my own, make my own decisions. It’s kinda important for me to feel like I’m in charge of my own life, you know? If someone’s advice comes from a good place, I’ll listen, maybe take it on board. But at the end of the day, I prefer to call my own shots.

Yeah, I like to think I’m pretty decent at giving advice and suggestions. You know, I’ve been around the block a few times, had my share of ups and downs. So, when friends come to me with something they’re going through, I feel good being able to share what I’ve learned, maybe help them see things from a different angle. I try to listen first, really understand where they’re coming from. Then, I’ll share my thoughts, but I always make it clear it’s just my perspective. At the end of the day, it’s their call. I just hope I can help them feel a bit more sorted about whatever it is they’re dealing with.

Subject: Advice on Improving Client Retention Strategy

Dear Marta,

Thanks for sharing your draft plan to improve client retention. I’ve looked through your proposal, and I think you’re on the right track. I’d like to offer a few suggestions for further improvement:

• You might want to consider segmenting your clients based on their value and engagement level. This could help us tailor our approach more effectively.

• It might be a good idea to send personalized follow-up emails after each project is completed.

• I suggest involving the sales team earlier in the onboarding process to build stronger initial relationships.

Let me know what you think. I’m happy to discuss this in more detail.

Best regards,
Tomasz

📧 Email 2 – Formal Tone (to a client or senior manager)

Subject: Strategic Input on Your Expansion Plan

Dear Mr. Kowalski,

Thank you for sharing your outline regarding the potential expansion into the Baltic region. I have reviewed your proposal and would like to offer several recommendations for your consideration:

• You may wish to conduct a comprehensive risk assessment focused on local regulatory frameworks. This would ensure full compliance before any commitments are made.

• It would be advisable to initiate preliminary discussions with local partners to gauge market interest and potential synergies.

• Might I suggest arranging a workshop with our regional specialists to explore logistical challenges and customer behavior trends?

Please don’t hesitate to reach out if you’d like to schedule a follow-up meeting to discuss any of these points in more detail.

Kind regards,
Anna Nowak
Business Strategy Consultant

📧 Email 3 – Informal/Neutral Tone (between colleagues)

Subject: Quick Thoughts on the Marketing Campaign

Hey Kasia,

Just had a look at your draft for the new campaign — great work! It’s shaping up nicely. I do have a few suggestions that might help fine-tune things:

• Why don’t we run a short A/B test first to see which message performs better?

• Have you thought of reaching out to the social media team? They might have fresh data on recent engagement trends.

• You could also try simplifying the call to action — right now it’s a bit wordy, and a snappier version might get more clicks.

Let me know what you think. Happy to chat later this week if you want to brainstorm!

Cheers,
Ola

📊 Example Report – Making Recommendations to Management

Title: Recommendations for Enhancing Internal Communication

To: Senior Management
From: Internal Communications Consultant
Date: April 9, 2025
Subject: Internal Communication Strategy – Recommendations

Executive Summary:

This report outlines several recommendations to improve internal communication within our organization. These suggestions are based on employee feedback collected during the Q1 engagement survey.

Recommendations:

1. I recommend implementing a bi-weekly internal newsletter, summarizing key updates, upcoming events, and team highlights. This would increase transparency and foster a stronger sense of inclusion.

2. My advice would be to create a digital “suggestion box”, allowing employees to submit ideas or concerns anonymously.

3. You would do well to introduce regular all-hands meetings where leadership shares updates and answers employee questions live.

4. It might be a good idea to assign communication champions in each department to ensure important messages are delivered consistently.

Conclusion:

Adopting these measures can enhance transparency, improve morale, and increase alignment across teams. I’m available to support the implementation process if needed.

📊 Report Fragment 2 – Formal Style

Section Title: Recommendations for Optimizing Remote Work Policy

Based on our findings, the following actions are recommended to enhance the effectiveness of the remote work policy:

• It is recommended that management introduce a structured feedback system, allowing employees to regularly report on their remote work experiences and challenges.

• We advise establishing clear performance metrics tailored specifically to remote roles to ensure accountability and fairness.

• Consider providing additional training on digital collaboration tools, as survey results indicate uneven usage across departments.

Implementing these measures could lead to increased productivity, clearer communication, and improved employee satisfaction.

📊 Report Fragment 3 – Less Formal but Professional

Section Title: Suggestions for Improving Team Onboarding

After reviewing recent onboarding feedback, a few practical ideas came up that might help improve the process:

• You might want to think about assigning a buddy to each new hire, at least for their first month. It would help them settle in faster and feel more supported.

• It could also be helpful to shorten the initial training sessions and spread them out over the first two weeks — people often feel overwhelmed with too much information at once.

• Another suggestion is to include a short welcome video from the CEO, which could add a personal touch and make new employees feel more connected to the company’s values.

These simple changes could make the onboarding experience smoother and more engaging for new team members.