Struggling to advance in internal communications?

Don't just review and consider what's communicated, when and how but what is not that should be. That's a whole other side of work and debate. Do you have policies that are brought to life and lived through your clear and demonstrated values? What are you doing about hybrid working and attracting people back to the office? What are you doing about recognition and educating and supporting leaders about its importance in motivating employees?

Understand that setting your goals is the first step, but working toward them may require some experimentation and pivoting. While setting goals such as “increase the employee engagement score by XX” is great, consider adding layers of depth to your goals to understand: • Whether your internal communications are driving behaviors (and if so, are they the right behaviors?) • Which parts of your current internal communications infrastructure aren’t working (per feedback from your audience) It is crucial to your success to paint complete pictures of your goals rather than striving for arbitrary metrics alone. Boosting scores is a nice outcome, but focusing on behaviors and areas of opportunity will always lead to better outcomes.

Innovation must be tied to outcomes your organization ALREADY cares about. This is the easiest way to receive leadership buy in, which (like it or not) is required for successful implementation. When you are evaluating solutions, do not limit yourself by the current circumstances within the organization. What “is” or “has always” been done before is not a path to expansion for employees or leadership. Ask yourself: 1. What problems or friction are limiting my IMPACT? 2. What are ALL possible solutions + projected impact? 3. What would need to change to make each happen? Then experiment. Measure results. Iterate and pivot as new data presents itself. Hint: Businesses have business problems = growth + scale

“You can’t effectively measure internal comms. If leaders are happy, we’re doing a good job.” 🗑️ This is garbage… and unfortunately a real quote. You want leadership to take internal communications more seriously. You know empowering employees drives REAL business results… Then how do you expect leadership to invest their time and resources into internal communications if you cannot quantify the impact? 1. Identify MEANINGFUL metrics, anchored in IMPACT aligned with company GOALS. 2. Keep it minimal, keep it consistent, keep it top of mind for you, your team and your leadership. 3. DO NOT manipulate your numbers. The goal is not to show off… it is to demonstrate IMPACT and make BETTER decisions.