Here's how you can measure communication success by tracking key metrics as a project manager.

Email is today the most common form of communication across all internal stakeholders. You can set your analytics with an app if you do not use an email service like Poppulo, Marketo or Polite Mail. Look at read, skim, forward, delete and bounce rates. You can see which emails garner the most attention, to understand the type of content that resonates with your audience. Maybe subject lines that express energy are the most read; perhaps it is the ones with infographics, embedded videos, or employee photos. You can even look at where they are accessing email and how. Chances are your mobile access rates are higher than your desktop access rates. This data can help your overall engagement.

Acompanhar as métricas da comunica??o interna e ajustar a rota, quando necessário, s?o 2 estratégias básicas, mas muitas vezes negligenciadas pelos líderes de projetos. Elas ajudam a garantir que as mensagens sejam transmitidas da forma esperada e que a equipe permane?a alinhada com as metas de cada projeto. Pense em OKRs que evidenciem: - Taxa de engajamento e alcance das mensagens - Taxa de reten??o e compreens?o da informa??o - Tempo de resposta e resolu??o de problemas - Nível de alinhamento com os objetivos do projeto - Redu??o de conflitos e mal-entendidos - Feedback da equipe Ao rastrear essas métricas, você terá insights valorosos sobre o desempenho da comunica??o interna e terá o necessário para garantir o sucesso do projeto.

Message Reach and Open Rates: Track the reach and open rates of internal communications messages, such as emails, newsletters, or intranet posts. This indicates the extent to which messages are being received and engaged with by employees. Only for email communications..... But, for the activity... Employee Engagement Scores: Regularly survey employees to measure their level of engagement with internal communications initiatives. This can include feedback on the clarity, relevance, and effectiveness of communication channels and messages.

It is easy to put a simple form together to get a pulse on communication from employees on a regular basis. Make it short, make the questions impactful. Making the survey anonymous will get more honest answers. Here are 5 questions to consider: How well do you feel informed about company news and updates? Do you feel that your feedback and opinions are valued and heard? How well do you understand the company's goals and objectives? Are you able to communicate effectively with your colleagues and managers? How well does the company communicate changes and updates to policies and procedures? Doing a simple Likert scale for each question will give you a good idea if communications are improving over time.

Meeting metrics are tricky. It is important to get a bit more granular when considering metrics that rate the effectiveness of our meetings. Ask about the effectiveness of different types of meetings: team, client, all hands, interdepartmental, etc. Survey employees and ask questions like: On a scale of 1 to 5, how prepared do you think internal presenters are in meetings? Do you accomplish the desired outcomes for meetings? How many follow up emails and meetings are needed after team or interdepartmental meetings? Is the information presented in All Hands meeting relevant to your work?

I work with Marketing/Sales teams and like any team, you want to reduce process friction. You have to find the right balance between picking just one tool vs. too many communication tools. Look at not just usage rates but the general types of communications that occur. You want your team to be able to choose the right communication tool for the conversation to be had. Sometimes that's a chat message via Slack, a longer message through email, or a real-time conversation on Zoom. No one tool is appropriate for all types of conversations but you shouldn't have too many tools that cause choice paralysis. Usage metrics helps to determine this.

Content Consumption Metrics: Analyze metrics related to content consumption, such as page views, click-through rates, or time spent on intranet pages or communication platforms. This provides insights into the popularity and effectiveness of different types of content. Employee Advocacy and Sharing: Measure employee advocacy and sharing of internal communications content on social media platforms or other channels. This demonstrates employees' willingness to endorse and amplify organizational messages to external audiences.

Business Impact and Performance Indicators: Evaluate the correlation between internal communications efforts and key business performance indicators, such as productivity, innovation, customer satisfaction, and profitability. This provides a holistic view of the contribution of internal communications to organizational success.

1. Employee Feedback - Conduct regular surveys or feedback sessions to gauge employee sentiment and understanding of the changes. - Monitor employee engagement metrics, such as participation in change-related activities, questions asked, and feedback provided. - Assess the level of employee understanding and buy-in for the changes through direct feedback and dialogue. 2. Behavioral and Operational Changes: - Observe and track changes in employee behavior and adoption of the new processes or systems. - Monitor key operational metrics that are impacted by the changes, such as productivity, efficiency, or quality of work. - Evaluate the alignment between the intended outcomes of the change and the actual results achieved