Tag Archives: measured

HOW WILL THE SUCCESS OF THE ENGAGEMENT IMPROVEMENT PLAN BE MEASURED

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The success of any employee engagement improvement plan should be measured both qualitatively and quantitatively through a combination of metrics. Comprehensive measurement is important to truly understand the impact of the initiatives and determine what is working well and what may need further refinement.

Some key factors that should be measured include employee satisfaction, productivity or performance indicators, retention rates, absenteeism levels, and measures of organizational culture and climate. Surveys administered both before and after implementation of the plan can provide valuable feedback from employees. It’s important to measure perception shifts across a range of engagement factors such as leadership, communication, work environment, career development opportunities, and belief in the vision and values of the organization. Comparing pre-implementation and post-implementation survey results will indicate whether engagement levels have increased as intended. Survey response rates should also be monitored to gauge overall participation and willingness to provide feedback.

Productivity and performance metrics are also important to track. Depending on the nature of the work, examples could include sales numbers, customer satisfaction scores, quality or error rates, throughput levels, project completion times, upsell or cross-sell success rates. The goal would be to see improvements in key metrics that can be attributed to higher levels of employee motivation and commitment resulting from the engagement plan. It’s important to account for other business factors that could impact these metrics though, to fully isolate the impact of engagement initiatives.

Retention rates, both voluntary and involuntary, provide a clear picture of employee commitment and satisfaction over the longer term. A well-designed and effective engagement plan should lead to lower turnover as employees feel more valued, developed and want to stay with the organization. Absenteeism levels can also reflect workplace satisfaction and engagement – initiatives that help improve workplace culture and job satisfaction should see absenteeism decrease.

Tracking measures of organizational culture and climate through longitudinal surveys is another important aspect. Questions can assess aspects like employee advocacy, pride in working for the organization, belief that leadership lives the shared values, perceived care for employee well-being, opportunities for growth and development, andEnable Innovativeness willingness to go above and beyond. Significant positive shifts would suggest the desired culture is taking hold as intended through the engagement plan.

Informal feedback mechanisms like focus groups, town halls and one-on-one interviews can complement survey data by providing richer context and stories of how the engagement initiatives are impacting employees and their work. Themes to explore could include how communication has improved, what specific initiatives are most appreciated and why, what additional support may be needed going forward, and any ongoing areas of concern.

Both leading and lagging metrics should be measured to capture both intermediate and long term progress. For example, survey feedback and informal discussions provide leading indicators to understand initial perception changes, while retention rates and productivity metrics represent longer term or lagging indicators of sustained behavior change.

Setting clear measurable goals before implementation and periodically benchmarking and reporting on progress will keep the engagement efforts accountable. Both qualitative and quantitative outcomes should be transparently shared with employees to demonstrate the value of their input and continued commitment to engagement as a priority. Addressing any gaps or areas that did not meet targets will be important for continuously strengthening initiatives over time.

With a comprehensive measurement approach that leverages both leading indicators of perceptions and lagging indicators of tangible business outcomes, an organization can gain a well-rounded view into how successful their employee engagement improvement plan has been and the true impact on the people, culture and performance of the business. Regular measurement also ensures the initiatives remain relevant and can be adjusted based on evolving needs to sustain high levels of employee engagement into the future.

HOW WILL THE SUCCESS OF THE EMAIL MARKETING STRATEGY BE MEASURED

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There are several key metrics that should be used to measure the success of an email marketing strategy effectively. Tracking the right metrics is important to determine how well the emails are performing and if the strategy needs any adjustments over time. Some of the most important metrics to track include:

Open Rates – One of the most basic but important metrics is the open rate which measures how many recipients actually opened each email. Open rates help determine if the subject lines are enticing enough for people to take a look at the content. It’s a good idea to track open rates over time and benchmark them against industry averages for the sector. Open rates of 20% or higher are generally considered good but the goal should be continuous improvement over time.

Click-Through Rates – After measuring opens, tracking click-through rates from email content to the desired destination URLs is crucial. CTRs help determine which content and call-to-action buttons are most effective at driving people to the website. clicks within the body of emails and footers should be tracked separately. CTRs of 2-3% from content links or 5-10% from CTAs are generally seen as good performance.

Unsubscribe Rates – Also important to measure is the unsubscribe rate which shows the percentage of people who choose to unsubscribe from a particular mailing list. Higher unsubscribe rates could indicate people are receiving emails they don’t find relevant. Unsubscribe rates below 1% are ideal.

Engagement/Interaction Rates – Beyond just open and click metrics, it’s valuable to measure engagement rates that track actions like social sharing, form submissions, content downloads, etc. This helps determine if emails are effective at driving real interactions and conversions beyond just initial clicks.

Conversion/Revenue Metrics – The most important metrics focus on conversions and revenue. These include metrics like e-newsletter signups, webinar/event registrations, website registrations, lead submissions, e-commerce purchases and sales revenue that can be directly attributed to email interactions. Goals and return on investment should connect email metrics back to conversion and revenue results.

Subscriber/List Growth – Over time, the email list size and growth rates are also important to track. Steady growth of the list size shows improved acquisition strategies while flat or declining numbers may indicate issues. Growth of targeted lists is better than overall general growth.

Delivery and Spam Rates – Ensuring high email deliverability is critical to the strategy’s success as well. Tracking metrics around successful email deliveries, spam complaint rates and bounce rates help spot any red flags impacting overall performance.

Benchmarking – Along with benchmarking key metrics against past performance, it’s good practice to benchmark email marketing KPIs against relevant industry averages provided in reports from experts like Litmus, Mailchimp, etc. This helps assess if results are above or below expected norms.

Segment-level Analytics – Drilling down metrics to see performance of different email list segments, content categories and device types (mobile vs desktop) provides actionable insights. For example, transactional emails may have different benchmarks than marketing emails.

Attribution Modeling – Advanced attribution techniques can begin linking final conversions back to specific emails, campaigns, links, or media that contributed to a sale or lead. This improves ROI justification and optimization of attributing budget/efforts.

Qualitative Feedback – In addition to quantitative metrics, occasional qualitative surveys can gather customer feedback on email preferences, content relevancy, and improvement ideas. This user sentiment helps supplement the quantitative metrics.

Testing and Optimization – Consistent a/b split testing of subject lines, send times, call to action buttons, and design/formatting helps optimize different email elements. Winners of each test round can be implemented to continuously enhance email performance.

It’s important to track a balanced set of relevant metrics at different stages of the customer journey that measures email strategy success based on multiple dimensions – from initial engagement and interaction levels to conversions and renewals further down the line. Combining quantitative metrics with occasional qualitative surveys provides invaluable insights to evaluate progress, refine approaches, and improve ROI from the email marketing strategy over the long-term. Continuous testing helps make ongoing enhancements to keep email performance improving over time.