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What are the most effective methods for evaluating an internal communications calendar?

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An internal communications calendar is a tool that helps you plan, organize, and execute your communication strategy. It helps you align your messages with your goals, objectives, and audience needs. But how do you know if your calendar is working? How do you measure its impact and effectiveness? In this article, you will learn about some of the most effective methods for evaluating an internal communications calendar.

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Tara Birch

The Game Changer || Consultant || Human-led, Holistic and Agile Change || Empowering Individuals and Teams to Drive…
Maria Julia Alves

Psicóloga | Cultura Organizacional | Comunica??o Interna | Experiência do colaborador
Anand Prakash ??

Integrated Reputation Management

1 Define your evaluation criteria

Before you start evaluating your calendar, you need to define what you want to measure and why. Consider the specific outcomes and indicators that you want to achieve with your communication plan and how they relate to your organizational goals and objectives. Additionally, think about how you will collect and analyze the data to measure them. Some common evaluation criteria for internal communications include reach (how many employees received your messages and through which channels?), engagement (how many employees interacted with your messages?), feedback (how many employees provided feedback on your messages?), satisfaction (how satisfied are your employees with your communication quality, frequency, relevance, and timeliness?) and behavior (how did your communication influence your employees' behavior?).

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Anand Prakash ??

Integrated Reputation Management
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Employees are the most important and strongest brand ambassadors so, they deserve to be, a. Heard- The issues need to be addressed. b. Chance to speak- Participating in the form of the dipstick article contribution, or testimony video brings them into the mainstream. c. Acknowledged as Custodian of the brand d. Give felicitation Impactful internal communication can do wonders for organizations and make them future-ready in true sense.

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Luiz Carlos Corrêa

Docente | Doutor em Direito | Me ESG/USP | Avaliador/MEC| Idealizador do curso Direito ESPM| Consultivo | Media??o e Concilia??o–CNJ | Libras | Consultor Acadêmico e Jurídico.
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Na minha opini?o para avaliar eficazmente o um calendário de comunica??es internas, defina quais s?o os seus critérios de avalia??o com base em objetivos específicos, indicadores de sucesso, indicadores chave de desempenho e métricas relacionadas com envolvimento, reten??o ou feedback.

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Bhaskar Majumdar

Head - MarCom, CSR & Digital, Egis, South Asia; Co Originator of CommsAdda; PR & Corp Comm's Top100 Influential Game Changers exchange4media, Corporate Communication Person by Adgully CampaignIndia & AgencyReporter
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Post pandemic the focus on internal employees has increased multifold. And now they are one of the key stakeholders for any brand. Internal communication and employee engagement is a must nowadays and it's beyond the HR practice. They are actually the brand ambassadors for any brand and if the attrition rate is less then it's a good sign and the impact of good internal comms shows.

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Tilak Amitava Chowdhury

AECOM - Marketing and Communications Lead, India
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The most effective way to judge the internal comms calendar, according to me, is the engagement rate that you can see on your posts. Also, do a general dipstick around your friends in the company to understand their thoughts. A lot of times just analytics can drive you off target unless backed by a feel of how is it perceived by the intended audience

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Mariluz Posada Calle

|Mercadeo y Comunicaciones | Conferencista Liderazgo & Marca Personal | Coach Ontológico | Neuromarketing | Neurolingüística | Marketing Educativo |
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Definitivamente los empleados deben de ser escuchados y tenidos en cuenta sus dolores. No podemos perder de vista que son nuestro principal cliente y que por lo tanto debemos ocuparnos de saber que ocurre con ellos y cómo podemos mejorar como empresa a nivel humano. Pus si centramos a los colaboradores en el corazón de las empresas tendremos unos flujos de comunicación interna más amables y constructivos.

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2 Conduct a communication audit

A communication audit is a comprehensive assessment of existing communication practices and outcomes. It can help identify the strengths and weaknesses of your communication plan, as well as any gaps and opportunities for improvement. Depending on resources and needs, a communication audit can be done internally or externally. The steps involved in a communication audit include defining the scope and objectives, reviewing the communication plan and calendar, collecting and analyzing data from surveys, interviews, focus groups, analytics or reports, comparing the data with evaluation criteria and benchmarks, and finally reporting and presenting findings and recommendations.

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Englair Souza

Coordenadora de RH | Squad Leader | Analista de DHO | Gest?o de pessoas | SAP | Desenvolvimento de Lideran?a | Gest?o de Projetos de RH | Planejamento de Carreira | Políticas de RH | Estratégias de RH
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Pesquisa entre os colaboradores seria ideal. Para entender se a cultura da empresa está sendo bem vendida pela empresa e se está sendo comprada pelos seus colaboradores. Ouvir as “dores” de quem faz a organiza??o andar é essencial, um sistema que te entregue indicadores para que fique mais claro e objetivo onde agir. Criar prioridades dentro desses indicadores e realizar plano de a??o. Realizar autorias sobre as a??es e entender a necessidade de atualiza??o do calendário organizacional.

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Luiz Carlos Corrêa

Docente | Doutor em Direito | Me ESG/USP | Avaliador/MEC| Idealizador do curso Direito ESPM| Consultivo | Media??o e Concilia??o–CNJ | Libras | Consultor Acadêmico e Jurídico.
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A auditoria de comunica??o permite estudar e analisar os fluxos de comunica??o dentro de uma institui??o, para produzir recomenda??es que levem à implementa??o e/ou adapta??o de procedimentos que garantam a eficiência da comunica??o da Organiza??o com todos os seus públicos-alvo, sejam eles internos ou externos.

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Lígia Gon?alves

Ensino a vender sem lero-lero | Processos e Estratégias de Vendas | Sales Enablement | Eficiência Comercial | Gest?o de Clientes | método E.I.T.A. da prospec??o à experiência do cliente | Talentos 45+
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Realize uma pesquisa identificando claramente o cenário atual e me?a constantemente para ter um cenário realista de antes x depois.

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3 Use a SWOT analysis

A SWOT analysis is a useful tool for evaluating your communication plan and calendar from four perspectives: strengths, weaknesses, opportunities, and threats. It can help you identify your competitive advantages and areas for improvement, as well as external factors that could influence your communication success. This analysis can be done either individually or collaboratively, depending on your preference and purpose. When conducting a SWOT analysis, you should consider questions such as: what are the best aspects of your communication plan and calendar? What are the worst aspects? What potential benefits or advantages can you leverage or create? And what potential risks or challenges could hinder or harm your communication plan and calendar? Answering these questions will help you highlight areas of improvement and understand the obstacles that need to be avoided or overcome.

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Lígia Gon?alves

Ensino a vender sem lero-lero | Processos e Estratégias de Vendas | Sales Enablement | Eficiência Comercial | Gest?o de Clientes | método E.I.T.A. da prospec??o à experiência do cliente | Talentos 45+
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Fa?a uma análise SWOT e depois repita esse processo convidado um membro da equipe de cada área. Quanto mais percep??es e ideias diferentes, melhor será seu universo de informa??es.

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Amy Flécher

VP Global External Communications & Marketing | Build Reputation | Global Communications & Marketing Strategy | Transformational Leadership | Media & Government Relations | Corporate Turnaround | Digital Transformation
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Consider having a SWOT done by employees to get their feedback. Possible approaches: create a virtual focus group and get a cross section of your organization to review your SWOT and provide feedback. This can be done in startups as well as large companies. Highly effective way to get feedback via engagement. Second- larger companies tend to have “talent groups” who are asked to work on projects. Collaborate with them to get assessment and feedback and create recommendations. As they often present to top management, this can be a very effective collaboration and a win-win for ICOMMS, the talent participants and the company.

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Paul-Stefan Harder

Delivers IT Operations on adaptive cruise control | Process Owner | Digital Transformation | ITIL | Problem & Event Management | Customer Experience | Mentor | Native in danish & german
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It helps identify competitive advantages, areas for improvement, and external factors influencing communication success. The analysis can be conducted individually or collaboratively depending on preference and purpose. Key questions to consider include strengths and weaknesses of the plan, potential benefits, and risks or challenges. Answers to these questions highlight areas for improvement and obstacles to address in the communication plan and calendar.

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4 Solicit feedback from your stakeholders

Feedback is essential for evaluating and improving your communication plan and calendar, as it helps you understand the perceptions, opinions, and expectations of stakeholders. It can also be used to build trust, rapport, and engagement with stakeholders. Feedback can be collected through surveys, interviews, or focus groups. Surveys are a quick way to gather quantitative and qualitative feedback from a large number of stakeholders. Interviews are more in-depth and personal, while focus groups are a collaborative and interactive way to gather qualitative feedback from a medium number of stakeholders. Through these methods you can ask questions about the effectiveness, relevance, frequency, timeliness, satisfaction, strengths, weaknesses, opportunities, threats, impact, feedback, suggestions or questions of your communication plan and calendar.

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Maria Julia Alves

Psicóloga | Cultura Organizacional | Comunica??o Interna | Experiência do colaborador
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Pedir feedback n?o deve ser apenas ao final do atendimento, ou quando se entrega uma demanda, mas ele deve ser contínuo e acontecer inclusive na etapa de briefing, para entender se suas entregas prévias atenderam à expectativa dos seus clientes. é importante estar atento(a), pois o feedback pode vir de várias maneiras, inclusive de maneira indireta, quando o feedback vem em uma conversa de corredor, por exemplo. Particularmente, eu considero estes (os espontaneos e n?o programados) os mais valiosos, pois é quando o cliente está livre de formalidades e consegue transparecer exatamente aquilo que está pensando.

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5 Review and update your calendar regularly

Regularly reviewing and updating your communication plan and calendar is essential for ensuring that they align with your evaluation criteria and stakeholder needs. It also helps you monitor your progress and performance, so that you can adjust your strategy and tactics accordingly. There are different time frames for reviewing and updating your calendar, such as weekly, monthly, or quarterly. For example, a weekly review can help you check your short-term tasks and activities, while a monthly review can help you check your medium-term goals and objectives. Additionally, a quarterly review can help you check your long-term outcomes and impacts. You can use tools, such as Trello or Asana for weekly tasks, Google Analytics or Mailchimp for monthly goals, and surveys, interviews, or focus groups for quarterly outcomes.

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Maria Julia Alves

Psicóloga | Cultura Organizacional | Comunica??o Interna | Experiência do colaborador
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A Comunica??o Interna está lado a lado com a cultura da empresa, que por sua tem impacto direto na estratégia do negócio. N?o é novidade se dissermos que a cultura e a estratégia s?o vivas, se adaptam ao ambiente e respostas do mercado, portanto é importante que o calendário seja algo que também se adapta. No entanto, apesar de eventos imprevistos, é indispensável trabalhar com uma programa??o estruturada, assim adaptamos a programa??o de acordo com o momento.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Tara Birch

The Game Changer || Consultant || Human-led, Holistic and Agile Change || Empowering Individuals and Teams to Drive Clarity and Confidence || Fostering Transformative Cultures and Communications
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When assessing an internal communications calendar, there are several valuable ways to ensure its effectiveness. - evaluate the alignment of communication objectives with organisational goals and priorities. - assess the frequency and timing of communications to ensure they are timely and relevant. - review the diversity of communication channels used to reach different employee segments effectively. - gather feedback from employees to gauge the impact and effectiveness of the communications. - continuously monitor and analyse data and metrics to measure the success of internal communications efforts and make necessary adjustments for improvement. ???

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Maria Julia Alves

Psicóloga | Cultura Organizacional | Comunica??o Interna | Experiência do colaborador
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A área de comunica??o interna tem um papel consultivo para as demais áreas da cia, por isso é extremamente importante que ao construir este material, considere as áreas de maior impacto no dia a dia do colaborador. Reuni?es de briefing iniciais para campanhas anuais s?o uma boa ferramenta, além de estar sempre atento(a) aos movimentos da cia, por vezes nosso olhar e a??o podem trazer propóstas que alavancam processos de outras áreas. Se puder dar uma dica é: tenha seu networking em dia, é uma maneira de se manter atualizado(a), captar feedbacks e prever demandas/a??es antes de virem uma bomba relógio.

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What are the most effective methods for evaluating an internal communications calendar?

1

2

3

4

5

6

1 Define your evaluation criteria

2 Conduct a communication audit

3 Use a SWOT analysis

4 Solicit feedback from your stakeholders

5 Review and update your calendar regularly

6 Here’s what else to consider

Internal Communications

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What are the most effective methods for evaluating an internal communications calendar?

1

2

3

4

5

6

1 Define your evaluation criteria

2 Conduct a communication audit

3 Use a SWOT analysis

4 Solicit feedback from your stakeholders

5 Review and update your calendar regularly

6 Here’s what else to consider

Internal Communications

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