The guide, “How to design your internal communications measurement program,” will help you get the data you need to tell if your leaders are connecting with your many audiences.
Culture is more important than ever. People want to work for an organization that shares their values. Moreover, your employees expect your leaders to have a point of view on trends affecting the business. They also look for leadership on issues they care about, from sustainability to diversity.
Companies who employ dynamic storytelling across formats set themselves apart from their competitors. But only a communications assessment measurement will tell you what’s working, what isn’t and what needs to change.
With this 17-page guide, you’ll learn:
- How to decide who to survey
- How large should your sample be
- When to use stratified sampling
- What’s a good response rate
- What’s the difference between output data and outcome data
- How to learn if an initiative has changed employee behavior
The guide also contains recommendations on how to:
- Win leaders’ support for an assessment
- Avoid obstacles that sometimes sink assessments
- Improve the response rate to your surveys
The intense competition for people’s attention extends to your external audiences, such as customers and prospective employees. The guide also walks through the steps of assessments of your external communications and editorial process.
An external comms assessment will provide insights on how your messages make their way through the clutter. With data, you can better decide which channels to use and audiences to target.
Effective communications, internally and externally, require excellent storytelling. An editorial process assessment will reveal your team’s strengths and weaknesses in reporting, writing, data analysis and creative thinking.
A communications assessment is not magic. Yet a company that follows an assessment with a solid strategic plan will see cost savings and productivity benefits.
