Employee communication effectiveness december 2009
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You need to measure internal communication. This is how to do it without going crazy. Employees need to know things and do things - and that's a good start for measurement. Seven slides, no agony!
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Employee communication effectiveness december 2009
- 1. Measuring Employee Communication From Sean Williams, Communication Ammo, Inc. This was for a webinar, which is why it’s so text-heavy…
Editor's Notes
- Surveys are the backbone of internal comm measurement, because this is social science research. For some people in your organization, this is never going to be scientific enough – you rely on people to tell the truth on surveys. There are biases that exist that can be exploited by how you phrase your question – how many possible answers there are and whether there is a neutral option, whether the answers are balanced in their language on either side of that midpoint, and many others. That doesn’t lessen the usefulness of surveys, it just means we have to keep an eye on them. When you’re writing a survey, you try to make the questions about things that aren’t open to much interpretation on the part of the respondent. So, instead of asking about what the prefer (they’d prefer to get their news from TMZ, Drudge or Entertainment Tonight), ask about what they know and what they do (and what their leaders do…) Take that data and look for relationships between it and other business data – ask demographic questions so you know what department, what location – compare departments and locations, for example, and see if the results are different. Then compare those figures to sales, cost savings, intranet metrics, social media participation, and so on. Excel does it, and you can do it too with a little study and effort. Your leadership will be impressed – because data is the language of business. Share results – look how many people take those online news polls – CNN, FOX and ESPN do them all the time – and there always are a lot of people who just look at the results – so don’t keep it a secret. If they’re bad or embarrassing, show them to the leadership first, along with your suggestions on how to improve. Communicate both along with comments from the top. A willingness to confront your faults is the first step to solving them.
- The answers to these questions correlate .722 to employee comprehension --
- What drives employee comprehension? The communication effectiveness items we just saw, and… (next)
- The answers to these questions correlate .59 to employee comprehension.
- What should managers do to be good communicators? Context, confidence; interest in me as an employee.