The scoreboard, and what is not on it. The hard targets, how often each is actually
looked at, and the quiet signals that never reach a dashboard.
Employee Engagement Scores (Comms-related)
Improvement in specific employee survey questions related to feeling informed, understanding company strategy, and trust in leadership communications.
Target · Increase relevant scores by 5-10 percentage points YoY across the business. If our 'I understand company strategy' score was 68% last year, we'd aim for 73-78% this year, directly linking it to your comms initiatives.
Change Adoption Rate
The speed and completeness with which employees adopt new systems, processes, or organisational changes, as influenced by communication programmes.
Target · Reduce time-to-adoption for major enterprise initiatives by 20% compared to historical benchmarks. For our new HR system, we'd expect 85% of employees to have completed mandatory training and be actively using the system within 3 months post-launch, largely thanks to your comms plan.
Leadership Communication Effectiveness
Feedback from employees and leaders on the clarity, consistency, and impact of executive-level communications.
Target · Achieve an average rating of 4.0/5.0 in post-event surveys for Town Halls and Executive Q&As, and 80%+ positive sentiment in qualitative feedback. After a major CEO address, we'd look for feedback like 'I finally understand our market position' and 'The message felt authentic and clear' from a significant majority of attendees.
Attrition Reduction (Comms-influenced)
The impact of targeted internal communications campaigns on reducing voluntary turnover, especially in key talent segments.
Target · Contribute to a 5% reduction in attrition for identified 'at-risk' employee groups through specific communication strategies. Following a comms programme focused on career development and recognition for our engineering teams, we'd see their attrition rate drop from 12% to 11.4%.
C-Suite Trusted Advisor Status
Your standing as the go-to expert for internal and executive communication strategy, proactively sought out by senior leaders for advice on sensitive issues.
- You're regularly invited to C-suite strategy sessions, not just to 'do the comms' but to shape the message and approach. Leaders will openly seek your counsel on how to deliver difficult news or rally the troops. They'll trust your judgment on what will and won't land well with employees.
Proactive Issues Management
Your ability to anticipate potential internal communication challenges, develop mitigation strategies, and respond effectively to unforeseen events, protecting employee morale and company reputation.
- You'll have a robust crisis comms plan ready before it's needed. When a sensitive issue arises, you're the first call, and you'll quickly provide a clear, calm, and strategic path forward, complete with holding statements and leader talking points, often before the issue escalates.
Team Leadership & Development
Your success in building, mentoring, and inspiring a high-performing internal communications team that consistently delivers strategic value.
- Your team members are growing, taking on more responsibility, and feel supported. They're hitting their targets, and you're seeing low turnover within your function. Other departments will talk about how effective and well-run your comms team is.
Organisational Storytelling Impact
The perceived effectiveness of your team's ability to craft compelling narratives that connect employees to the company's purpose, values, and strategic goals.
- Employees will be able to articulate the company's vision and values in their own words. You'll hear anecdotal evidence of stories resonating, inspiring action, or fostering a sense of belonging. Our internal content will be shared and discussed positively, showing it's genuinely connecting with people.
