Hi Giacomo - the bars at the bottom have the strongest correlation to intranet value. In other words, the amount of time people spend on the intranet is an strong indicator that they think it's valuable. The same with Total - Interactivity. This is the total of the questions that relate to how interactive an intranet is - in other words, the chart is saying that if your intranet is interactive, here is also a strong chance that people will think it's also valuable.

Thanks Jwal - your comment about 'developing measure(s) for the degree or degrees to which the intranet can facilitate task completion' is an interesting one. For a long time I believed the primary purpose of an intranet was all about helping employees complete tasks more effectively and efficiently. But through my intranet research and interviews with many intranet managers, I have since changed my mind on that. I now believe intranets have an equally important role to play in not only improving operations (tasks) but also in enabling: * innovations and improvements to occur within the organisation, and * employee engagement. These two things that are not easy to measure and yet can add considerable value to an organisation (up to 28% in the case of high employee engagement). I think the 'time spent on the intranet' measure is perhaps a reflection that when an intranet offers functions such as online collaboration spaces, discussion forums, news feeds, blogging and microblogging - people use these as way of bouncing ideas off people, problem solving, building personal networks and building culture within an organisation. These are important activities but very difficult to measure an intranet's contribution towards them (other than perhaps time spent). Below is a great case study that illustrates my point by an organisation who rated very highly in the WIC survey for questions about intranet interactivity. Leveraging social tools to drive culture and adios 15,000 emails http://nsynergyblog.com/2013/08/26/leveraging-social-tools-to-drive-culture-and-adios-15000-emails/

Measuring intranet success is indeed an interesting topic. Yes, there is the possibility of gaming the stats, but to what end? If it's to impress the boss, it seems like a risky strategy - what if you get caught? Plus, as I mentioned in the article, for measures to be meaningful, they need to be compared against something. You could find yourself in an endless loop of artificially bumping up the stats to impress, making it riskier and riskier... I guess I'm assuming an ideal world where the purpose of measuring an intranet's performance is to identify areas that need improvement and determine whether improvements have been effective or not. I believe the 5 measures listed in the article in combination can help you do this. They also provide tangible and meaningful goals for intranet teams to aim for. More traffic, participants, and time on site are GOOD things to aspire towards (as a proxy for delivering value). This idea that less views or less participants is somehow a good thing seems like a bit of a cop-out to me for not delivering an intranet that people need.

Thanks for your comment Lexi - we don't get too many on this site :-( To answer your question about employee satisfaction, I'd think a simple internal survey conducted regularly would be the best way measure employee satisfaction with the intranet. I know this is something IBM do http://www.digitalworkplacegroup.com/2013/05/14/screenshot-ibm-intranet-simplificatio/ Or even just adding a few intranet related questions to an annual employee engagement survey. I know many organisations run these each year. There is also the free Worldwide Intranet Challenge benchmarking service that we offer which allows organisations to compare their end user feedback with against other organisations.

Hi here is the link: http://www.deloitte.com/assets/Dcom-UnitedStates/Local%20Assets/Documents/TMT_us_tmt/us_tmt_%20Social%20Software%20for%20Business_031011.pdf