The document provides best practices for measuring internal, organizational, and employee communications. It discusses defining clear goals and metrics, understanding where employees get information, establishing benchmarks, and selecting appropriate measurement tools. The key steps outlined are: 1) rethinking how communication is defined, 2) understanding the information environment, 3) agreeing on measurable goals, 4) selecting benchmarks, 5) defining criteria for success, and 6) choosing tools to collect data. Measurement is important to demonstrate the impact and ROI of communications functions.
Impact of Employee Engagement on Performance (Harvard Business Review)Pinky Gonzales
Employee engagement has become a top business priority for senior executives. Yet while most executives see a clear need to improve employee engagement, many have yet to develop tangible ways to measure and tackle this goal. However, a growing group of best-in-class companies says they are gaining competitive advantage through establishing metrics and practices to effectively quantify and improve the impact of their engagement initiatives on overall business performance.
The State of Employee Engagement in 2015 #Futureof #EmployeeEngagementHppy
Globally, employee engagement is declining, after hitting an all time low in 2014, with only 65,9% of employees engaged, according to Quantum Workplace.
Gallup U.S Daily estimates U.S. employee engagement at 32.1% for November 2015, with a current year-to-date average of 31.9%, despite the improving economy. The UK is also experiencing a worrying decline in employee engagement. According to Office for National Statistics figures, in 2015 UK workforces are 31% less productive than those of the US and 17% less productive than the rest of the G7 countries.
Today’s businesses face unprecedented challenges in engaging and retaining employees. This year’s employee engagement state is proof that we’re still a long way from answering the needs of a large portion of the workforce.
How can companies tackle this engagement crisis?
View other stats on employee engagement, identify key engagement drivers and other business solutions to this engagement crisis in our State of Employee Engagement in 2015 report here.
Executive Summary
Employee engagement has become a top business priority for senior executives. In this rapid
cycle economy, business leaders know that having a high-performing workforce is essential
for growth and survival. They recognize that a highly engaged workforce can increase innovation,
productivity,
and bottom-line
performance
while reducing
costs related
to
hiring
and
retention
in highly competitive
talent
markets.
But while most executives see a clear need to improve employee engagement, many have
yet to develop tangible ways to measure and tackle this goal. However, a growing group of
best-in-class companies says they are gaining competitive advantage through establishing
metrics and practices to effectively quantify and improve the impact of their engagement
initiatives on overall business performance.
In the fifth annual Millennial Survey, Deloitte uncovers what tomorrow’s leaders think of business today. With two-thirds of Millennials expressing a desire to leave their organization by 2020, businesses must adjust how they nurture loyalty among these young leaders. http://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html
Communication Strategies to Keep Employees Engaged and Informed During a Chronic Crisis
View the webinar here: https://youtu.be/2frLDn5C_zs
As the new normal continues to evolve, companies are being challenged daily to keep employees engaged and informed while supporting their business operations. Throughout the pandemic, employees have demonstrated their adaptability in the face of remote working, unanticipated childcare needs, furloughs, and isolation. Many employers are realizing that effective employee communication is the key.
Join Mad*Pow Founder and Chief Experience Officer Amy Heymans and Beth Clauss, President, Small Potatoes Communications, to learn how they have helped clients engage their employees, strengthen their company culture and create a unified and informed employee community. The webinar will cover how organizations can create an employee communications strategy that helps employees weather the unique circumstances of a long-term, ongoing crisis, while navigating the treacherous waters of promoting productivity and profits during a pandemic.
Managers sometimes fear that asking their employees about the work environment may be opening a can of worms. What they forget is that worms thrive in dark moist environments. By bringing to light what most employees know anyway, you can demonstrate your willingness to invite real conversations that bring in the voices of everyone who works for you. In this presentation, National Research Center, Inc (NRC) illuminates the ins-and-outs of employee surveys. Learn from city managers about what their jurisdictions have done with their employee surveys—the lead-up, execution, and follow-up—that helped to set the organization on the right track.
2019 Edelman-LinkedIn B2B Thought Leadership Impact StudyEdelman
The 2019 Edelman-LinkedIn B2B Thought Leadership Impact Study helps to better understand the shifts in perception of thought leadership as well as its impact throughout the customer journey.
Read more here: https://edl.mn/2AQSSys
Employee engagement ideas and employee alignment best practicesJack Morton Worldwide
We live in a marketing world of explosive change: new channels, newly empowered consumers and a new commitment by brands to re-write old rules. So why is it so much still hasn’t changed about how brands engage their own employees?
But isn’t it all one brand? And isn’t it all dependent on creating a distinctive and great experience—with employees at the core? We think so. It’s time for new words to describe employee engagement—words that speak to a new approach to the field. Instead of employee engagement, how about Brand Experience Alignment?
2021 Digital Marketing Statistics: The Current State Of Digital Marketing In ...Sk Rafiqul Islam
This year, I’ve reviewed 34,224 marketing jobs and discovered the current state of digital marketing in India.
And, some of the findings I didn’t expected
The report includes statistics about:
Avg base salary of marketers in India
Key digital marketing skill
Most in-demand marketing tools,
And a lot more…
Find the full report from here: https://iamrafiqul.com/digital-marketing-statistics/"> digital marketing jobs report
What do you want from this session?
- first timers to employee research?
- some involvement – want to move forward?
- experienced: looking for new ideas?
Let’s look at how to jump the pitfalls
And join the stars
Impact of Employee Engagement on Performance (Harvard Business Review)Pinky Gonzales
Employee engagement has become a top business priority for senior executives. Yet while most executives see a clear need to improve employee engagement, many have yet to develop tangible ways to measure and tackle this goal. However, a growing group of best-in-class companies says they are gaining competitive advantage through establishing metrics and practices to effectively quantify and improve the impact of their engagement initiatives on overall business performance.
The State of Employee Engagement in 2015 #Futureof #EmployeeEngagementHppy
Globally, employee engagement is declining, after hitting an all time low in 2014, with only 65,9% of employees engaged, according to Quantum Workplace.
Gallup U.S Daily estimates U.S. employee engagement at 32.1% for November 2015, with a current year-to-date average of 31.9%, despite the improving economy. The UK is also experiencing a worrying decline in employee engagement. According to Office for National Statistics figures, in 2015 UK workforces are 31% less productive than those of the US and 17% less productive than the rest of the G7 countries.
Today’s businesses face unprecedented challenges in engaging and retaining employees. This year’s employee engagement state is proof that we’re still a long way from answering the needs of a large portion of the workforce.
How can companies tackle this engagement crisis?
View other stats on employee engagement, identify key engagement drivers and other business solutions to this engagement crisis in our State of Employee Engagement in 2015 report here.
Executive Summary
Employee engagement has become a top business priority for senior executives. In this rapid
cycle economy, business leaders know that having a high-performing workforce is essential
for growth and survival. They recognize that a highly engaged workforce can increase innovation,
productivity,
and bottom-line
performance
while reducing
costs related
to
hiring
and
retention
in highly competitive
talent
markets.
But while most executives see a clear need to improve employee engagement, many have
yet to develop tangible ways to measure and tackle this goal. However, a growing group of
best-in-class companies says they are gaining competitive advantage through establishing
metrics and practices to effectively quantify and improve the impact of their engagement
initiatives on overall business performance.
In the fifth annual Millennial Survey, Deloitte uncovers what tomorrow’s leaders think of business today. With two-thirds of Millennials expressing a desire to leave their organization by 2020, businesses must adjust how they nurture loyalty among these young leaders. http://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html
Communication Strategies to Keep Employees Engaged and Informed During a Chronic Crisis
View the webinar here: https://youtu.be/2frLDn5C_zs
As the new normal continues to evolve, companies are being challenged daily to keep employees engaged and informed while supporting their business operations. Throughout the pandemic, employees have demonstrated their adaptability in the face of remote working, unanticipated childcare needs, furloughs, and isolation. Many employers are realizing that effective employee communication is the key.
Join Mad*Pow Founder and Chief Experience Officer Amy Heymans and Beth Clauss, President, Small Potatoes Communications, to learn how they have helped clients engage their employees, strengthen their company culture and create a unified and informed employee community. The webinar will cover how organizations can create an employee communications strategy that helps employees weather the unique circumstances of a long-term, ongoing crisis, while navigating the treacherous waters of promoting productivity and profits during a pandemic.
Managers sometimes fear that asking their employees about the work environment may be opening a can of worms. What they forget is that worms thrive in dark moist environments. By bringing to light what most employees know anyway, you can demonstrate your willingness to invite real conversations that bring in the voices of everyone who works for you. In this presentation, National Research Center, Inc (NRC) illuminates the ins-and-outs of employee surveys. Learn from city managers about what their jurisdictions have done with their employee surveys—the lead-up, execution, and follow-up—that helped to set the organization on the right track.
2019 Edelman-LinkedIn B2B Thought Leadership Impact StudyEdelman
The 2019 Edelman-LinkedIn B2B Thought Leadership Impact Study helps to better understand the shifts in perception of thought leadership as well as its impact throughout the customer journey.
Read more here: https://edl.mn/2AQSSys
Employee engagement ideas and employee alignment best practicesJack Morton Worldwide
We live in a marketing world of explosive change: new channels, newly empowered consumers and a new commitment by brands to re-write old rules. So why is it so much still hasn’t changed about how brands engage their own employees?
But isn’t it all one brand? And isn’t it all dependent on creating a distinctive and great experience—with employees at the core? We think so. It’s time for new words to describe employee engagement—words that speak to a new approach to the field. Instead of employee engagement, how about Brand Experience Alignment?
2021 Digital Marketing Statistics: The Current State Of Digital Marketing In ...Sk Rafiqul Islam
This year, I’ve reviewed 34,224 marketing jobs and discovered the current state of digital marketing in India.
And, some of the findings I didn’t expected
The report includes statistics about:
Avg base salary of marketers in India
Key digital marketing skill
Most in-demand marketing tools,
And a lot more…
Find the full report from here: https://iamrafiqul.com/digital-marketing-statistics/"> digital marketing jobs report
What do you want from this session?
- first timers to employee research?
- some involvement – want to move forward?
- experienced: looking for new ideas?
Let’s look at how to jump the pitfalls
And join the stars
Learn about the best practices in PR and social media measurement for nonprofit organizations. Includes the 6 steps to successful, standards-compliant measurement!
Almost 60% of employees are proud of their company and ready to tell the world about it.
Over half of employees would recommend their company to others as a place to work.
Learn how to leverage your greatest assets - your employees - to strengthen your employer brand:
• Understand what motivates employees to share their stories
• Discover the importance of engagement and measurement
• See how top recruiting teams involve their teams in brand-building
• Take away four steps to cultivate talent brand ambassadors at your organization.
Learn more: http://bit.ly/1NmnyWZ
CIPR Inside measurement summit - 23 July 2013CIPR Inside
Our second measurement summit took place on 23 July 2013. A lively and interesting discussion and presentations on how to measure internal communication and employee engagement
Talent Brand ROI Webcast: Metrics To Measure Talent Brand SuccessLinkedIn
Join LinkedIn's Talent Brand experts for a live webcast: 'Talent Brand ROI: Metrics Speak Louder Than Words', and learn how to demonstrate the impact of your talent brand including four key metrics to measure ROI and talent brand success.
Leading Organizations – Bigger Challenges
The organization chart may be useful in determining who to call when you are going to be late for work, but job responsibilities change far more rapidly than organization charts. Matrix organizations create another layer of complexity. Communication is one of the top reasons that teams do not achieve their goals, and the communication links between important stakeholders may not even be shown on a traditional org chart, as is the case with suppliers, alliance partners, and customers. As a result, leaders may find themselves responsible for teams of people who do not report to them. A directive approach in these circumstances works even less well than it does with subordinates where there is a reporting relationship. Leading effectively in these circumstances requires a disciplined framework for generating results predictably and repeatedly. Technology and process excellence will only get you so far. Ultimately it is the people who make an organization successful, and successful organizational leaders must master the three “P”s – Product subject matter knowledge, Process excellence, and influential People skills. Identifying roles and responsibilities separate from position or title is a start. Creating a mutually beneficial purpose, compelling vision, clear mission and shared values that bring the various stakeholders together to collaborate in achieving the goals is essential. What gets measured is what gets done. Progress toward success must be monitored and measured, then shared with all relevant stakeholders. The five one-page tools presented in this module can make all of this manageable without unnecessary bureaucracy.
The importance of employee engagement and building executive and senior management buy into effective employee engagement programs. Focus on using Employee Engagement survey to drive positive workplace change.
Top Hacks to Prepare Your Employer Brand for a Hiring SpikeLinkedIn Europe
Slides from our recent webinar presented by Priyanka Malik and Julian Constance talking through their top tips to help companies get prepared for a surge in hiring.
Making the case for comms in your organisationCharityComms
Julie Kangisser, director, Think Communications
Visit the CharityComms website to view slides from past events, see what events we have coming up and to check out what else we do: www.charitycomms.org.uk
Similar to August 2018 internal comms measurement hour preso (20)
Finding the ROI in your Experiential and Event Marketing Program Paine Publishing
In this presentation from Katie Paine's Measurement Hour we provide a detailed step by step timeline to set up the perfect measurement program for all your events and experiential marketing efforts
A presentation by Katie Paine about how the future of measurement will include integration. Her slides outline 7 steps to follow to help you integrate communications measurement.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
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Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
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➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
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"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
1. Best Practices for Measuring of Internal,
Organizational and Employee Communications
August 15, 2018
Katie Delahaye Paine
CEO
Paine Publishing
&
Founding Member
IPR Measurement Commission
Board Member, Society for New Communications Research
www.painepublishing.com
@queenofmetrics
measurementqueent@gmail.com
2. Jim Shaffer: “Most internal communication
functions are cost centers. They spend money
informing employees but have little to no impact on
making money, saving money, or influencing what’s
important to shareholders and customers. “
2
3. What are we talking about
Organizational
Comms
Internal
Comms
Employee
Comms
Organizational Communications:
the way in which an organization gives
the public and its employees
information about its aims and what it is
doing
Internal communication:
the management of relationships with
internal stakeholders. It encompasses
formal and informal communication that
takes place internally at all levels of an
organization, including hierarchical
communication
Employee communications
Employee communication by definition in
the business world, involves the
communication or exchange of
information, ideas, opinions and feedback
with and among employees to collaborate
in a work environment to achieve the
desired results as set by the management
and the employee.
3
4. There is ROI in good communications
Companies that communicate effectively have a 19.4%
higher market premium than companies that do not
Shareholder returns for organizations with the most
effective communications were 57% higher
Communication effectiveness is a leading indicator of
financial performance
Firms that communicate effectively are 4.5 times more
likely to report high levels or employee engagement
Companies that are highly effectives communicators
are 20% more likely to report lower turnover rates.
(SOURCE: Watson Wyatt Worldwide 2005/.2006 Communication ROI
Study)
5. What are the excellent companies doing?
They are 26 times more likely to make extensive
use of measurement
They are 15 times more likely to benchmark
What are they measuring:
Productivity
Behavior change
Business outcomes
Focus on continuous improvements
6. Jim Shaffer’s 4 Steps to Value Creation
Get your leaders on board.
Assess your current skills and activities
Build a business case with a value proposition that clarifies what
you will and won’t do in your results- and value-driven role.
Start improving critical results in areas that matter to the
business.
Ask these questions to get you started:
Where are the best opportunities to improve performance by
better managing the communication system?
What’s the size of the opportunity?
What are the root causes of the under-performance?
What will it cost to improve?
Is the ROI acceptable?
6
7. The basic rules for internal communications in
2018
Where you communicate is less
important than how
Prioritize the recipient over the
medium
Trust is a prerequisite
Authenticity is the barrier for
entry
It’s not about how much you
publish or even how much is
received, it’s about your
mission & what your
stakeholders do with the
information when you put it
out there
8. Awareness doesn’t mean
anything unless someone
takes action
Engagement only matters if
it yields better performance
or more loyalty
Motivation starts with the
WIFM (What’s In It For Me?)
8
10. Transparency: The cure for relationship
problems
Transparency increases trust
Transparency is:
Disclosing what you have to disclose
Disclosing what you want to disclose
Disclosing what you do NOT want to disclose but
it’s the thing to do
11. 6 steps to standards-compliant measurement
Step 1: Rethink your definition of
“communicate
Step 2: Understand the Environment
and Where They Really Get Information
Step 3: Agree on Clear, Measurable
Goals
Step 4: Step 4 : Select a Benchmark to
which to compare your results
Step 5: Define the Criteria of Success
Step 6: Select Measurement Tools and
Collect Data
11
6 Steps
to Success
1
2
3
4
5
6
12. Step 1: Rethink your definition of
“communicate”
Employee communications is a two-way process
Internal Comms must participate in making strategic
decisions
Research is used for planning not just evaluation
To define issues, relevant stakeholders, problems to
solve, appropriate strategies
Communications takes place at three levels:
Program
Organizational
Societal
12
13. Step 2: Understand the Environment and Where
They Really Get Information
Where do they go for
information?
Why do they care?
Because it’s necessary
Because it is trusted
Because there’s something in
it for me
13
14. Step 3: Agree on Clear, Measurable Goals
Engage as Owners
Trust
Recommend
Cost savings
14
Definitions of “Success”
15. Goals & Suggested Metrics
Engage as
Owners
With Employees
• % increase in
“engagement score”
in pulse survey
• % increase in of
employees who
participate in extra
effort
action/volunteer
Improving
Perceptions &
Creating Advocacy
• % increase in awareness
of Acme Corp’s CSR
activities & community
involvement
• % of employees
agreeing that they have
a clear understanding
and are informed of
how work contributes
to achieving Acme Corp
goals.
• % change in ratio of
favorable to
unfavorable coverage &
conversations
Support the
business
• Adherence to budget
• % increase in revenue
per Communications
employee (by source
coding of revenue)
16. Goals, Actions, and Metrics
16
Goal
Retain/increase
funding
Increase access to
highly qualified
candidates
Communications role
Increase public
support/reduce
opposition in
designated ridings
Enlarge and improve
relationships with
mentors, teachers
and other
influencers
Outcome Metric
% increase in
support/votes
% increase in highly
qualified recruits
Activity Metric
Increase in % of
supportive
conversations in
designated ridings
% improvement in
relationships with
influencers
17. Activity Metric
• % increase in participation
rates in CSR program
• % increase in message
understanding
• % increase in message
comprehension
• % increase in community
goodwill
• % reduction in recruitment
costs
• % reduction in employee
churn
Goals, Actions, and Metrics
Goal
Increase Employee
Engagement
Increase Advocacy
Support the
business
Action
• Messaging events
• Leadership involvement
• Culture communications
• Connect & engage with
customers online
• External messaging
• Strategic communications
outreach
• Entertainment events
• International outreach to
support new markets
Outcome Metric
• % increase in employee
engagement
• % increase in desirable
employee sentiment
• % increase in belief in
Acme Corp as referred
and responsible brand
• % increase in advocacy
• % increase in desirable
customer engagement
• % increase in source
coding revenue per
employee.
17
18. -6
-4
-2
0
2
4
6
Jan Feb Mar Apr May June
% point change since last month
Share of desirable voice Share of undesirable voice
Unique visits to Website Engagement Index
Sample Integrated Dashboard
Brand Metrics
-20
0
20
Jan Feb Mar Apr May June
% point change since last month
Share of desirable voice in biologics
Visits to UnderstandingBiologics.com
Share of desriable HepC voice
Share of undersirable voice in HepC
-10
0
10
Jan Feb Mar Apr May June
% point change since last month
Desirable Oncology SOV
Innovative positioning in media
Visits to abbvie.comresearch-innovation
Innovation social engagement index
Perception of AbbVIe as Oncology leader
-5
0
5
10
Jan Feb Mar Apr May June
% point change since last quarter
Ratings on trust
Employee knowledge of "Way We Work"
Understanding of Strategic Objectives
Reduction in Say/Do gap
Culture MetricsScience & Innovation Metrics
On-Market Products
19. Step 4: Establish benchmarks
Past Performance Over Time
Old CEO vs New CEO
Old CCO vs New CCO
Last quarter vs this quarter
Peer Data from Industry Groups
or Vendors
i.e.: Politemail 2018 Email
Benchmark Data Report. ∞
Whatever keeps Leadership up at
night
19
→ 7
The number of emails per month that
the average employee of a large U.S.
company receives.
→ 20 minutes
That’s how much time the average
employee spends reading company emails
per month.
→ 59%
That’s how much of the company email
content that employees actually read.
→ 10%
How much of the company email that is
totally ignored.
→ 12%
The fraction of employees that actually
click on a link included in company emails.
→ 40%
The % of employees who read at least
30% of company messages.
20. Step 5: Define your Kick Butt Index
You become what you
measure, so pick your metrics
carefully
The Perfect KBI
Is actionable
Is there when you need it
Continuously improves your
processes & gets you where
you want to go
20
21. Elements in an Employee Engagement Index
21
Element Score
More likely to invest discretionary time .5
More likely to recommend to family & friends as a
great place to work
1
Greater understanding of organizational mission
vision & values
1.5
Greater understanding of key organizational
messages
2
Lower retention rate 2.5
Lower recruitment costs 2.5
Total 10
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22. Step 5: Pick the right measurement tools
If you want to measure messaging,
positioning, themes, sentiment:
Content analysis
If you want to measure awareness,
perception, relationships, preference:
Survey research – i.e. Leader Say Do
Study
If you want to measure engagement,
action, purchase:
Web, Social and E-Mail Analytics
If you want predictions and correlations
you need two out of three
23. Using The Leader Say/Do Study to Align
Leadership
Sample question:
Which of the following best represents the most senior leader you interact
with on a
regular basis? In other words, who was the leader you had in mind when you
thought about the behaviors in the previous question?”
23
a. The leader of the company (CEO)
b. The head of my business unit or function (usually a VP or GM)
c. A senior leader in my chain of command (e.g., a plant manager, site
head, country manager, departmental head)
d. My manager (but not one of the above)
24. Q. 1 Leaders say this is
important
Q. 2 I see leaders in the
company actively doing this
For each topic below, please
choose two answers in each
row; one for each of the two
questions.
To no
Exte
nt
1 2
To some
Extent
3 4
To a
very
great
Extent
5
Don’t
know
To no
Extent
1 2
To
some
Extent
3 4
To a
very
great
Extent
5
Don’t
know
A Real priority/sub-goal
1 2 3 4 5 0 1 2 3 4 5 0
B Achieve “Best Place to
Work” recognition
1 2 3 4 5 0 1 2 3 4 5 0
C Real priority/sub-goal
1 2 3 4 5 0 1 2 3 4 5 0
D Real priority/sub-goal
1 2 3 4 5 0 1 2 3 4 5 0
E Be a responsible
corporate citizen
1 2 3 4 5 6 1 2 3 4 5 0
F Real priority/sub-goal
1 2 3 4 5 6 1 2 3 4 5 0
G Real priority/sub-goal
1 2 3 4 5 6 1 2 3 4 5 0
H Real priority/sub-goal 1 2 3 4 5 6 1 2
3
4 5 0
I Improve customer
satisfaction scores to
greater than 95%
1 2 3 4 5 6 1 2 3 4 5 0
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25. Thank You!
For more information on measurement go to
www.painepublishing.com
For a copy of this presentation or to subscribe to Your
Measurement Moment, our bi-weekly e-newsletter, give me
your card or email me at measurementqueen@gmail.com
Follow me on Twitter: @queenofmetrics
Friend me on Facebook: Katie Paine
Or call me at 1-603-682-0735
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