Workplace internal communication strategies require frequent reevaluation, much like external marketing, fulfillment, delivery, or other essential business operations. To improve company performance and achieve corporate objectives, the human resources and corporate communications teams must establish clear, actionable targets. According to Gallup, employee engagement is at an all-time low of 20%, making it the perfect time to reevaluate your communication goals.
Human relations departments commonly ask employees to set SMART performance goals. SMART is a strategic framework and an acronym for Specific, Measurable, Achievable, Relevant, and Timely. Using these five areas as a framework helps bring concrete action to corporate initiatives that might otherwise feel overly broad.
How can your team set SMART goals for its internal communication strategy? Let’s look at each letter of the SMART goal system and apply it to a common internal communication objective: increasing employee engagement.
What Are Internal Communication SMART Goals?
Internal communication SMART goals are structured objectives that provide teams with a clear roadmap for engaging employees and aligning a global workforce. A strong SMART goal answers exactly what will be achieved, how it will be measured, and when the deadline occurs.
S – Specific
The goal should be clear and simple. One way to gauge whether a goal is specific enough is to put it through the five W questions: who, what, where, when, and why. If the goal cannot answer these questions in a straightforward way, work to clarify it even more.
When we put the goal of “increasing employee engagement” through the five W questions, it feels somewhat general. Let’s get specific. Who do we want to see increased engagement from? What tactics will we use to engage them? Where will they see these tactics? When will we achieve results? Why do we want to see increased engagement?
Here is a sample goal that answers these questions: “The goal is to increase engagement within the sales team through digital signage by Q4 to decrease turnover rates by 15 percent.”
M – Measurable
Whether for personal satisfaction or to justify the efforts for next year’s budget, goals should be measurable. It is important to have tangible evidence that the goal was achieved. Measurability is also key to gauging progress and staying motivated as a team works toward a milestone.
To increase employee engagement, what are the data points being measured that will prove your efforts are working? Useful internal communication metrics include:
- Employee feedback survey scores
- Email open rates and read times
- Intranet article click-through rates
- Digital signage QR code scans
A – Achievable
An achievable goal does not necessarily mean an easy goal. The idea is to set a realistic goal that will stretch your abilities and improve your corporate culture for the long term. Take an honest look at the human and financial resources available to help achieve the goal.
Does your team have the tools and manpower it needs to implement its strategy? How much time can realistically be dedicated to reaching this goal? Assess the current level of employee engagement before deciding what to strive for.
R – Relevant
A relevant goal is one that makes sense with a company’s broader business goals. Look at how the objectives of your internal communication strategy tie into the overall business strategy and the bottom line.
How does the goal help the individual and the company as a whole? Internal communication is relevant to employees at all levels, but certain messages and goals may be more relevant to a specific segment. You must consider how a message will resonate with a targeted audience across diverse geographies.
T- Timely
Related to both specific and measurable is the timeliness of a goal. A SMART goal has a defined start and end date with checkpoints along the way. Find a timeframe that allows enough time to complete the objective without being so distant that it encourages procrastination.
If the goal is to increase employee engagement by the end of Q4, what will need to be done in the preceding quarters? Break long-term goals into manageable chunks that keep the initiative toward the top of your priority list.
How Does Digital Signage Improve Employee Engagement?
Digital signage improves employee engagement by cutting through digital noise and delivering highly visible, targeted messages directly to your workforce. When inboxes are overloaded, workplace digital displays provide a centralized platform for real-time announcements.
Korbyt provides digital employee communication solutions and expertise geared to meet your exact needs. Our workplace experience software solution, Korbyt Anywhere, leverages digital signage, desktop, and mobile devices to engage teams. This platform aligns your internal communication strategy with dynamic message targeting, ensuring the right message reaches the right audience efficiently. Reach out today to schedule a demo.
Frequently Asked Questions
A SMART goal in internal communication is a specific, measurable, achievable, relevant, and timely objective designed to improve how an organization shares information. This framework helps teams set clear targets for boosting employee engagement and alignment.
Digital signage boosts internal communication by displaying visually engaging, real-time updates in common workplace areas. This technology helps teams bypass crowded email inboxes and deliver localized, dynamic content to employees.
You can measure internal communication success by tracking engagement metrics like open rates, read times, and click-through rates. Organizations also use employee feedback surveys and digital signage interactions to gauge whether their messaging is resonating with the workforce.
