When global communicators review their department’s performance with executives, they’re often asked, “Can you break it down to six key indicators?” So here are suggestions for those six key metrics, but also quite a few more measurements that need to be tracked in order to know what to do to achieve better numbers the next time.
Just like the managers of other business functions, communicators need to measure how effective our work is. However, the metrics need to be ones that we can act oneither to keep doing what we’re doing or to know what and how to change.
Seeing what people are saying about your organization on social media provides a window into your audience’s perceptions. However, those perceptions might be skewed just as much as if the window you’re looking through is clouded or cracked.
Some simple ways to meaningfully measure communication without devoting too much time or money.
There seems to be little overlap in how engagement is measured for employees and how leadership experts describe engaged leaders. This article proposes integrating leadership engagement concepts into employee engagement research.
How to carry out a communication audit depending on your organization’s need and budget, starting with observational metrics before qualitative and quantitative research.
With so many change initiatives currently underway, it’s important to measure how they’re being received. But don’t fall into the trap of measuring just what management wants to measure as executives may not be focused on the right issues to expedite the changes they’re hoping to achieve.
Many communication measures can be captured and tracked without having to spend any money or taking too much time, including content analysis, reading grade level analysis, and mining more data out of past surveys.