Employee engagement is a common topic of discussion for all organizations globally. In the post pandemic era where employees are still working remotely or working from home, the topic of employee engagement has gained center stage. Employees who are engaged tend to work harder and stay with the same company for a long time. Research by Gallup highlights that companies with highly engaged employees makes 21% higher profits and 17% more productive, when compared to others.
Employee engagement is not simply the happiness level or the quantity of work done by an employee; there is more to that. It is a workplace concept that relates to the level of commitment, connection, and motivation that employees have in their job role, work, and the organization.
But employees do not have the same level of engagement throughout; it fluctuates from time to time. To ensure that employee engagement is nurtured and measured, here are some tools:
Reward and Recognition
Exit and Stay Interviews
Measure Productivity Metrics and Retention Rate
Employee Reward And Recognition Programs
According to a recent study, 69% of employees would work harder if they felt their efforts were better appreciated.
Employees recognition and rewards activities are a good way to identify engaged employees. It is already known that recognition and rewards have a direct impact on employee engagement. The reverse also stands true, identifying the number of employees receiving rewards and recognition helps managers and HRs to identify employee engagement in their organization.
If you want quick and most effective methods to measure employee engagement, then your go to option should be to conduct surveys. It not only helps in measuring engagement, it also helps in employee motivation, and getting ideas from employees. This two-way communication is very important in having an engaged workforce. HRs and managers should frequently send simple, small, and actionable surveys to the employees of the organization asking them about work. It will help HRs, managers, and the organization to know how engaged their employees are and also help them understand the temperament of the organization. Be sure to focus your survey questionnaire on three basic metrics: Satisfaction, Alignment, and Future orientation.
Engagedly’s built-in survey feature helps you create and assign surveys without a hitch.
Have Frequent One-On-Ones
From time to time, HRs and managers should have one-to-one meetings with their employees. As one-to-one meetings are in person with the manager or the HR, the employee feels free to share information and express themselves. This should be done regularly, probably weekly once or every fortnight is advisable.
Employees leave the organization at different points of time, but as a manager or an HR, you need to know the actual cause behind it. Often employees cite that they didn’t feel engaged or excited with the work they do, as the reason behind leaving the organization. Conducting exit interviews and stay interviews help the managers and the HRs to know which areas they should work on to improve employee engagement.
Exit interviews help in understanding what you could have done differently to improve engagement, whereas stay interviews let you know what you are already excelling at and what not.
Some common questions for both exit and stays interviews are:
What do you like most about your job?
What makes for a great day of work to you?
What do you look forward to everyday at your work?
What’s your relationship with your manager like?
What do you dislike most about your job?
If you could, what’s one thing you would change with your role?
What makes you want to stay with this organization?
What makes you want to leave this organization?
This helps in preventing another employee leaving the organization for the same reason.
When organizations are very large it might be difficult for you to conduct a one-to-one meeting with your employees. In this case, focus groups could be formed. Often members of the same team or different teams can be grouped for this. As a manager, you should be prepared with a set of 5 to 8 questions, based on asking the employees whether they feel that their work is important or whether they have all the tools to do their work. This will help organizations to know what they can do more to improve employee engagement and productivity.
Measure Productivity Metrics And Retention Rate
Retention rate and productivity metrics of employees will help determine how engaged the employees are in the organization. Employee engagement will have a direct effect on the retention rate and productivity metrics.
Thus it cannot be stressed enough how important employee engagement is and why it should be measured from time to time to keep your employees motivated and retain them in your organization. So if you have not been doing so, now is the time you should incorporate employee engagement measurement strategies and tools.
Kylee Stone supports the professional services team as a CX intern and psychology SME. She leverages her innate creativity with extensive background in psychology to support client experience and organizational functions. Kylee is completing her master’s degree in Industrial-Organizational psychology at the University of Missouri Science and Technology emphasizing in Applied workplace psychology and Statistical Methods.