The UK’s Liam FitzPatrick wrote a post decrying the tendency of internal comms people complaining about manager communication incompetence. FitzPatrick says: “I believe we get the internal clients we deserve. If senior managers are used to a diet of crap communications support, that is all they’ll ever understand.”
He’s right, and he’s wrong.
The challenge always is whether to keep fighting or just give managers what they want. FitzPatrick relates a story about a senior manager who wants “intelligence” about what employees are saying and thinking from her internal comms support. There are a lot of things a skilled internal communicator can do to gather that intelligence, but much of the budgetary process is more output-focused than outcome-focused (echoing the same tendency elsewhere in corporate communications.)
The key for any of us is research (he said self-servingly — my practice includes research services, just sayin;.)
The research doesn’t even have to be quantitative, though tying qualitative assessment to intranet traffic, for example, can shed a lot of light on the effectiveness of our internal comms activities. We don’t have to do formal surveys, which can be very expensive and time consuming, if all we’re looking for is a snapshot to share for planning and strategy.
At Goodyear, we used an intranet poll to get just that sort of intelligence — it was a great window into what at least some employees were thinking, and it gave us a source of content, too.
But, there is no replacement for more formal measurement — even with qualification of our poll results, we still got management questions about the reach of opinion, which is a valid criticism. The old ROPE method (Research, Objective, Programming, Evaluation) still holds truth.
Meanwhile, read FitzPatrick’s piece. It’s worth reading (and commenting — no comments on his blog, so I wrote this post!)
ss marketing/advertising in favor of “marketing to a segment of one” right this very minute.