A dashboard of communication metrics is a great way to share with senior leaders the progress being made on achieving key performance indicators. Like a report card, it can synthesize a great many smaller scores into overall trends that can be absorbed at a glance.
Areas for improvement across global business can be highlighted and made better through local measurement, mentoring and smart KPIs.
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.
Set a target of nearly your entire employee base on computers, minus your average turnover (since it often takes people a while to get used to visiting an intranet) and expect all of them to visit the site at least once a month. When you find out where you are currently, you can set a series of goals year by year that will lead you to that ultimate level.
Most senior executives know how to run an organization, but few understand how to use communication. No surprise, then, that they understand even less about communication metrics. Yet they can be stubborn about having you measure what they want, even though it may not help them reach their objectives.
If we don’t take control of the metrics to be measured by, they will control us when management chooses the wrong targets.