Most likely: improve engagement, or words to that effect.
You’re perfectly placed: you connect people, you educate and inspire, you bring new perspectives.
But engagement is far bigger.
It’s how your people feel about colleagues, benefits, development, flexibility, workplace, leaders, mission, values. And more.
You don’t control those levers.
I think that troubles many in IC. They feel measuring their impact is beyond them.
I’d argue differently.
Measuring engagement often sits with HR (often with a survey, on which I have MANY thoughts). Perhaps it shouldn’t.
For one, HR control more of the factors that affect engagement. Should they measure it too?
For another, engagement is how people, interact and collaborate, how they feel about their work. Natural areas for comms to be involved.
Comms can understand how people feel and what they want. A trusted advisor to the organisation to tell them:
• With us: this is how we should talk with our people
• For you to consider: our people would like to see this
HR often presents as the conscience of an organisation. I’d like to see comms become the voice.
A 360 vision of what’s important to the organisation AND its people, bringing them ever closer together.
