Half-day workshop: Conducting research and measurement can be a lot simpler than most communicators think, and often doesn’t require a survey of any kind. Using timing correlations or pilot/control groups can isolate the exact amount of impact communication had on behavior change, which lets us calculate a credible ROI for the incremental financial value we have added to our organization’s bottom line.
About 10 years ago, Brad Whitworth at Hewlett-Packard found a statistical correlation between employees’ satisfaction with face-to-face communication with their supervisors and those employees’ productivity and intention to stay with the company, both of which are measurable bottom-line issues.
Corporate culture can help drive business results, but it takes a cultural audit to differentiate which elements of the culture can lead to superior performance.
How you can use a survey to prove the link between employee communication, company culture and successful business outcomes.
Q: I am finishing my MS in Communication Arts at IONA, and my thesis topic is the correlation between effective communication and successful merger results. Have you performed any studies on this topic or can you point me towards one that you know about? Thanks. Margaret McLean Walsh A: Dear Margaret: William M. Mercer, Incorporated,
The easiest and least expensive way to see the difference communication makes in employees’ engagement levels is to use the outcome questions from an engagement survey as a demographic criterion for all the questions on a communication survey, just as you would for variations by business unit or job level.
Why you need to make friends with others who measure results: Communication measurements can be even more powerful when compared against measures of operational outcomes communications is affecting.