Focus groups are a great way of finding out what your employees really think. Therefore, Internal Communications expert Angela Sinickas presents the tips and traps for conducting employee focus groups in this guide. You will learn:
One of the keys to a successful communication plan is to make sure you have the input of stakeholders before developing a plan in the first place. Try doing it without stakeholder engagement and you can look forward to having a communications disaster on your hands. Quite simply, it’s doomed to fail. But of course it needn’t be like that, and with proper, careful, and informed planning, involving people from across the organization, you are setting a very solid foundation for a successful communication plan.
In Part 2 of The Ultimate Guide to Measuring Internal Communications, measurement expert Angela Sinickas takes readers through the essential measures to ensure effective stakeholder engagement, including pre-planning research and pre-testing of potential communications. Angela is one of the world’s leading authorities on measuring the effectiveness of communications and her knowledge and vast experience is evident in her advice on how to conduct employee focus groups. Her Tips & Traps are invaluable because as we know, if done well, employee focus groups can be hugely positive but if not, it can be a very poor experience with the potential to undo the best of plans.
Tim Vaughan
Editorial Director, Poppulo
In today’s competitive business landscape, it’s increasingly important to showcase the impact and value of internal communication efforts. IC teams that use data-driven strategies can ensure their communications contribute to business success—and, most importantly, that they have the proof to back it up.
It’s time for a strategic communications reset. Strategic focus is key to company success, yet half of internal comms executives say they don’t strategize to deliver their top priorities.
The debate over the return to the office remains divided, with opinions on whether to return—or in what capacity to return—split across the board. Regardless of whether the return is mandatory or voluntary, it will be doomed if the office experience is subpar. If the in-person environment fails to meet employees’ needs and expectations, it will inevitably lead to low morale and poor engagement, making it difficult to retain and attract top talent.
