InnovateVirtual - Targeted Communication

EXAMPLE METHODS, TECHNIQUES, AND TOOLS
The IV platform— empowers an integrated and real-time approach for measuring and driving high levels
of employee commitment and passion. What a leader wants to accomplish determines what application
they will use to achieve it. Those needs are engaged in a focus, tapping expertise, sharing the leader’s
experience and affecting resources positively.
Simply begin your pulse by targeting what’s critical to the organization now, or what can make the most
impact— then focus the team on questions to meet those specific outcomes. By innovating virtually in IV
comparative results are captured over time ensuring that the investment of time and resources in
engagement are spent well. Some of the communication examples below offer ideas in using the
technology platform to communicate in a variety of ways in certain core competency we cover.
Surveys— can be initiated anonymously or transparently measuring and informing on expectation in
definitive “Yes” and “No”, and variable 1-10 questions. Dialogs are put into the system once. What sets
this platform apart is how it creates accountability to results with the capability to task and track detailed
and timed notes into resulting action from actual input captured in the reports for each question asked.
Tracking Learning Effectiveness— post access hyperlinks for employees. This captures results for
each team member logging into the discussion. It will capture staff measures on training effectiveness
and assure team understanding from knowledge check questions. Task and coach leaders to meet face to
face with the team on opportunity identified in reports. This builds confidence and uses consistent
communication in the organization when responding to questions that are answered incorrectly.
Policy Release— release new and updated policy and procedure. Save paper cost through sign off within
the platform. Add knowledge check/s questions to ensure understanding and execution. Task and coach
leaders face to face on opportunity to improve building confidence when question are answered wrong.
Employee Handbook— electronically share hyperlink to the employee for handbook Sign off. Add
knowledge check/s questions to ensure understanding and execution. Task and coach leaders face to face
on opportunity building confidence when question are answered wrong during onboarding.
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