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Carrying out employee engagement research allows communicators to demonstrate the bottom-line outcome of their work and, by measuring employee satisfaction, highlights where there are insufficient levels of communication or engagement. The role communication plays in engagement can only be proved if a survey instrument includes enough – or the right kinds of – questions about communication.
Read Bottom-line impact of internal communications on engagement »
We know measurement can be a bit of a pain. It can be one of the most frustrating aspects of working in internal communications. That’s why we’re showing you how to make it painless!
Read The Ultimate Guide to Measuring Internal Communications »
This guide helps you understand three aspects of measuring the value of communications: why you should measure, what you can measure, and how to measure communication effectiveness.
When you set objectives, you first define what criteria have to be met to define “success.” This should be developed together with your management to be sure that your definition of success matches theirs.
Article in Slovakian on measurement tips.
Read Offline Research: Still a Good Idea (Offline prieskum: Stále dobry nápad) »
Measurement matrix developed for internal communications that matches what to measure with how to measure it.
From surveys to social media postings, the best way to analyze write-in comments is sometimes a combination of human and electronic methods.
Is standardizing the way we measure internal communication really the best approach for all organizations? Principles, rather than prescribed techniques, may be preferable.
