Measurement experts Angela Sinickas and Kevin Ruck recently engaged in a LinkedIn debate about the value of measuring the return on investment of internal comms interventions.
It’s nearly impossible to quantify the ROI of an entire communication program for an entire business strategy in a way that makes sense to executives. You’ll need to pick one particular business initiative that supports one business strategy.
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.
A discussion on the pros and cons of using standardized questions on engagement surveys vs. customized questions based on an organization’s own culture
Too often speeches are measured with satisfaction survey questions; instead, we should focus on improvements in knowledge, attitudes and behaviors that are changed by hearing the speech.
Learn how to take a series of “snapshot” measurements that need little time to conduct, but still provide meaningful, useful metrics to quantify the effectiveness of your work.
The only outcome of a conference that has a monetary value is behavior change. Identify the behaviors that should change as a result of the conference and how much credit the conference can take for those changes.
Recommendations arising from surveys often take months to be developed, budgeted, and implemented. So changes usually occur long after communicators have finished writing about the survey and moved on to other topics. Here, Angela Sinickas explains why it’s up to communicators to do a better job of engaging employees by strategically highlighting survey outcomes throughout the year before the next survey is launched.