Measuring Employee Communications
Interactive Course

Measuring Employee Communications

Price: $199
Member Price: $159

A course featuring Shel Holtz.

Take this course, and you'll learn:

  • The five critical advantages of polls over surveys for low-budget measurement
  • How you can get big-survey results from individual executive interviews
  • The No. 1 mistake communicators make in measurement
  • Why the focus group is more popular than ever in employee communications measurement
  • Why you shouldn't do a big enterprise communications audit by yourself
  • ...and so much more!
Product Code: Z2AC06

You want to do employee communications research. But. . .

You don’t have $250,000 to do an IBM-style communications audit.

You don’t even have $25,000.

$2,500? Nope.

How about less than $200? (To do stuff that replicates a lot of what big multinationals do in their employee communications research.)

Now at last there’s a do-it-yourself training module that shows you how to carry out low-cost employee communications research.

It’s Shel Holtz’s newest E-Learning module, “Measuring Employee Communications.”

Holtz is justly famous for his generosity. He notoriously gives the whole show away in every workshop and conference. This training module is no different.

His new module is a veritable mini-encyclopedia of low-cost, moderate-effort employee communications measurement tactics. And it’s yours for less than $200.

Here’s just a sample of what this unique E-Learning holds:

  • The No. 1 mistake in communications measurement
  • What is the essence of a communications audit? (Most people don’t know!)
  • How to find communication “choke points” in your organization
  • The five critical advantages of polls over surveys for low-budget measurement
  • How you can get big-survey results from individual executive interviews
  • How good qualitative research finds hot communications issues to measure
  • Why the focus group is bigger than ever in employee communications measurement
  • Why communicators should NEVER think of the C-suite as unified on all business issues
  • The huge missed chance to mine comms measurement data in anecdotal evidence
  • The one mental trait communicators must cultivate to maximize their success
  • Why the pulse poll is the low-budget measurer’s best friend
  • The “Two-Circle Theory” of your best chance to do knock-em-dead communications
  • The best way to confirm where the real communication problems are
  • Why you should use scripted questions for all your employee interviews
  • Why you shouldn’t do a big enterprise communications audit by yourself
  • The best size and makeup of an employee focus group
  • How a survey “sample” differs from a “sampling”
  1. Shel’s E-Learning will get you started measuring the critical stuff and keep you on track.
  2. Your senior officers will know how much their ideas influence employees.
  3. You’ll know what you must do to get employees to read your messages and change their work behavior.

You can spend two hours, two days, or two months putting Shel’s ideas to use. It depends on your leaders’ commitment to improved communications through research.

So how do you justify employee communications research to skeptical bosses?

Shel spells out six steps to show bosses how valuable measuring what employees think about communication is:

  1. Why you must establish baseline values FIRST—e.g., for employee attention
  2. Do your messages hit home? 4 steps to measure if employees get it
  3. Why it’s best if you don’t try to do it all at once: Make incremental improvements
  4. Why you should validate your contributions monthly in your report to management
  5. Show how communications can solve other pressing business problems
  6. Assess cost vs. value: Prove to bosses you’ve reduced costs, boosted productivity

You get Shel’s Nine-Point Checklist for rating your effectiveness (You should check every news story, every employee survey you write against this list!):

  • Are your messages reaching the right people at the right time?
  • Do audiences understand your messages?
  • What action did employees take as a result of your message?
  • Is the behavioral change you wanted short-term or sustainable?
  • Are your messages trusted by employees?
  • How knowledgeable are employees about business, the marketplace, and their own company as a result of your communications?
  • What are the obstacles to employees taking action or adjusting behaviors?
  • What changes can you make to communications tactics and strategies to have a greater effect?

There’s so much more. Shel shows you why measuring communication outputs and then stopping is worse than useless. He presents a versatile communications outline that allows you to skip the most complicated, expensive procedures and use a boiled-down program that’ll still give you amazing results.

Holtz takes you through complex big areas of communications research, always carefully explaining what is absolutely necessary to do and what you can dispense with and still get defensible data and conclusions. That versatility, that adaptability to a vast range of corporate budgets, is what makes Holtz’s E-Learning unique.