Internal Communications Goals Examples

What you’ll get in these internal communications goals examples

Here’s how the goals are structured: 

• Onboarding goals (first 90 days): Focus on diving into your new role with purpose, learning the lay of the land, and building a solid foundation.
• Short-term goals (3-6 months): Dig deeper by starting to implement strategies and measure the impact of your efforts.
• Annual goals: Evaluate your role’s effectiveness over a longer period, including performance reviews and long-term initiatives.
• KPIs: These are key performance indicators that track the success of your goals and provide valuable data for evaluation.
• Company alignment: Each goal set includes suggestions for laddering up to broader company objectives, ensuring your work supports the bigger picture.

Download these goals examples as a Word doc or Google Doc, and customize to your team. The building blocks are all here, but take these considerations before rolling it out to your internal comms team (or your supervisor).

1. Adapt to your company’s goal-setting format. Every company has its own way of setting and measuring goals. Make sure these align with your organization’s structure. This keeps everything consistent across departments and ensures employees are evaluated on a level playing field. Don’t forget to get HR approval before rolling them out!
2. Match accountability levels to similar roles. If your company has specific salary bands or accountability expectations for roles like “specialist,” “manager,” or “director,” make sure your goals reflect those. Aligning with established benchmarks ensures fairness and compliance with company-wide standards.
3. Get feedback from peers. Especially in internal communications, goals should help lift up other departments and support their success. If you’re a manager, share your goals with peers for feedback and collaboration. And if you’re a team of one, ask for input from colleagues – it’s a great way to ensure your goals are both ambitious and achievable.