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CRITICAL ANALYSIS – Measure What Matters

Just as last week, we continued to read the book "Measure What Matters" by Katie Paine. After talking about and analyzing the importance of "you," this week I have decided to switch gears and focus on a different topic. For this week, I would like to concentrate on measuring what your employees think. In the business world, communication is one of the most important assets for employees to have yet the ability to communicate is still difficult. In her book, Paine mentions a six steps to measuring what employees think, say and do as a result of the communication in the business world. These steps are outlined below:

Step 1: Understand the Environment and Where They Really Get Information

  • How Are Messages Getting through to Employees, and What Are They?
  • What Channels or Vehicles Do Employees Trust?
  • What's Important to Them?
  • What Do They Think about the Organization Today?
Step 2: Agree on Clear, Measurable Goals

Step 3: Select a Benchmark to Compare To

Step 4: Define the Criteria of Success

Step 5: Select Your Measurement Tools and Collect Data
  • Message Analysis Tools
  • Outcome Measurement Tools
  • Use Surveys to Determine What Employees Think
Step 6: Analyze and Take Action
  • Make Changes to Improve Employee Relationships
Social media is changing the game. Today, employees are more likely to get information about developments in your organization from blogs, text messaging, wikis, and email. Media and information saturate our lives; with a few keystrokes, everyone has access to exactly the same information. So companies are responding and restructuring. Increasingly, the employee communications function is moving out of the human resources department and into communications. Everyday bosses are trying to communicate information to their employees and trying to relay that info quickly. Paine jokes with us "the chances of the info getting through to the employee are only slightly better than the chances of getting hit by a meteor."

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