Good employee communication doesn’t happen by itself. Survey results over the last 10 years prove the large impact on results that professional communicators can have.
Once you figure out the total “demand” for communication, you can tell how many individuals you’ll need to supply communication support.
The only way to make a difference is to have people on-site that can provide two-way communication support. Without a budget, you’ve got three main options — as long as your leadership is serious about increasing and improving communication.
So much of the research communicators do is focused on measuring the messages and channels we manage, how effective our employees and external stakeholders think they are, and the business outcomes of our communication. Yet, we also need to assess our own budgets, our staffing models, where we reportour infrastructureto see how well they support our organization and the communication that needs to be accomplished.
What communicators should know about research depends partly on their level within their organization and partly on the type of job they have. The following list can be used first for self-assessment, and then as a development guide.
How measuring the way you spend your time can be used to justify changes to management in the level of resources they’ll fund
It never fails. You come up with an idea guaranteed to improve communication. You write it up and give it to your boss. The idea either dies immediately or is sent to higher management to die more slowly.