What are the 5 steps to setting SMART goals for internal communication?

1 Step 1: Specific

The first step to setting SMART goals for internal communication is to make them specific. This means defining what you want to achieve, who is involved, why it matters, and how you will do it. A specific goal should answer the questions: What, Who, Why, and How. For example, instead of saying "We want to increase employee engagement", a specific goal would be "We want to increase the response rate of our monthly employee survey by 10% by providing incentives and feedback".

2 Step 2: Measurable

The second step to setting SMART goals for internal communication is to make them measurable. This means establishing criteria and indicators that will help you track and evaluate your progress and impact. A measurable goal should answer the question: How much or How many. For example, instead of saying "We want to improve our internal communication quality", a measurable goal would be "We want to reduce the number of errors and complaints in our internal newsletters by 50% by implementing a quality assurance process".

3 Step 3: Achievable

The third step to setting SMART goals for internal communication is to make them achievable. This means ensuring that your goals are realistic and attainable, given your resources, capabilities, and constraints. An achievable goal should answer the question: How can. For example, instead of saying "We want to reach all our employees with our internal communication", an achievable goal would be "We want to reach 80% of our employees with our internal communication by using multiple channels and formats".

4 Step 4: Relevant

The fourth step to setting SMART goals for internal communication is to make them relevant. This means aligning your goals with your organization's vision, mission, values, and strategy. A relevant goal should answer the question: Why. For example, instead of saying "We want to increase our internal communication frequency", a relevant goal would be "We want to increase our internal communication frequency to keep our employees informed and engaged with our strategic priorities and changes".

5 Step 5: Time-bound

The fifth and final step to setting SMART goals for internal communication is to make them time-bound. This means setting a deadline or a timeframe for achieving your goals. A time-bound goal should answer the question: When. For example, instead of saying "We want to launch a new internal communication platform", a time-bound goal would be "We want to launch a new internal communication platform by the end of Q2".

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?