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.
Objectives
Keeping Score: Making communication performance data more compelling — Part 2
To give data more impact and ensure it gets acted on, Sinickas suggests using simple “dashboard visualizations” such as bar graphs, a speedometer dial or mathematical symbols.
Read Keeping Score: Making communication performance data more compelling — Part 2 »
Keeping Score: Making Performance Data More Compelling — Part 1
Data that reflects communication performance should do one of two things: indicate success to allow for recognition, or refocus effort where it’s needed most. But if the numbers aren’t distilled down to a few key metrics, neither is likely to happen.
Read Keeping Score: Making Performance Data More Compelling — Part 1 »
Balanced Scorecard Step-by-Step
Book review of Balanced Scorecard Step-by-Step: Paul Niven’s book would be invaluable for communicators whose companies are implementing a Balanced Scorecard, and it can also provide a great deal of useful information on setting measurable goals for a staff function like communication to ensure it aligns with a company’s strategy.
Choosing the right metrics to benchmark
If we don’t take control of the metrics to be measured by, they will control us when management chooses the wrong targets.