Three Barriers to Internal Communications Measurement

Publisher: PoliteMail Software

Access this content

Your content has been opened.

Please verify you are a human before downloading this content.

Three Barriers to Internal Communications Measurement has been emailed to . Entered the wrong email?

Don't see the content in your inbox?
Make sure to check your spam and other messages folders.

Can't get to your email right now?

To complete your registration and access this content, enter the sign-in code sent to your email.

Please enter a valid verification code.

Code sent to:

Also, remember to check in your spam, promotions, and other folders.

Register to access this content

By accessing content on the SHRM Human Resource Vendor Directory you agree to our Terms of Service and Privacy Policy; and, you acknowledge that your information may be shared with the content publisher.

Three Barriers to Internal Communications Measurement

Successful enterprises are run by data. From the boardroom to the engineering whiteboard, the analysis of data gleaned from a host of measurement tools drives every decision. Measurement helps companies answer fundamental questions: Are we doing the right thing? Should we do something more, different, or not at all? And if we are doing the right thing, how can we do it faster and better? Businesses have long relied on measurement of external-facing communication programs to calculate ROI on new product launches and advertising campaigns. Yet, when it comes to accurate measurement of one of its most important assets—human capital—many organizations fail to apply those same tried-and-true techniques. To better understand the barriers internal communicators in large enterprises are facing on this front, we commissioned independent research firm Gill Research to poll global communications professionals.