How Different Organizations Measure Employee Engagement
08 May, 2018
Measuring employee engagement is a crucial part of making sure that a business is essentially firing on all cylinders. A team of employees is very much the life force of a company.
The right employees can take a business towards groundbreaking new levels of profit and open up exciting new audience possibilities. The wrong employees will bring a company crashing down and employee engagement levels are a crucial factor to consider.
If an employee is engaged, studies show that they will deliver greater performance and in turn, boost the perception of your company. As well as this, employee engagement can help build a business where employees actually feel as though they are part of something greater.
They feel connected to the company, and due to this, they want to perform at the best possible level. They want the company to succeed as much as the business owners and the investors. But how do you measure employee engagement? That’s a question that business owners and managers often struggle with.
As well as the method of checking employee engagement, business owners have other questions to consider such as how often it needs to be measured. These questions are worth exploring for the benefit of both the team and the business owner.
So, let’s take a look at some of the ways that different organizations can measure employee engagement. Interestingly, employee engagement can be measured in a variety of ways. Typically speaking though they fall into two key categories. These are off-the-shelf approaches and bespoke systems. We’ll start by exploring options that have essentially been purchased off the shelf and the type of system that this can be.
Exploring The Off The Shelf Approach To Employee Engagement
There are various off the shelf engagement options for business owners to consider. But what does this actually mean? Well, essentially, employers and business owners are able to use a massive database collated with information from a range of different organizations. Companies can then compare their employee’s performance to these businesses. By doing this, it’s easy to find a line and figure out whether employees are essentially meeting the industry bar for employee engagement.
It’s also beneficial because it allows business owners to check whether measures in place to improve employee engagement are effective. Systems like this often use fairly basic questions to measure employee engagement. They push these towards employees, and the answers can create clear pictures of how engaged a staff or team actually is.
Questions can include asking employees whether they know what’s expected of them at work, whether they have received recognition and whether their opinions matter. Companies have used these surveys both before and after an employee engagement program to find out whether the efforts have been effective. If the methods for engagement have been effective, companies would expect to see a greater level of engagement and a more positive response to questions like this.
Alternatively, business owners can use their own individual bespoke solutions to measure employee engagement. Essentially, the company will come up with their own measurement tool, creating their own surveys and deciding when to send them out.
One of the main benefits of this type of approach is that rather than using a universal set standard, you can decide what is and isn’t important to measure in your business in terms of employee engagement. A business owner, for instance, might have no interest in finding out whether employees feel as though they have the right equipment.
Instead, they might be far more interested in comparing evidence about their emotional health. A bespoke solution will allow a business owner to do this, focusing in on that area. You get a great level of flexibility too because you’ll be able to find out exactly what you want to know about your employees with regards to employee engagement.
Unfortunately, this type of model won’t allow you to compare and contrast your level of engagement with industry averages. But perhaps in your business, you’re not interested in this type of comparison. Perhaps you would rather think about where employee engagement is in your business today and where it could be a few months from now. With bespoke solutions, you can see how your level of employee engagement is evolving.
Interestingly research shows that the simple process of actually asking for employee engagement feedback increases employee engagement. So, if a worker notices a business owner taking an interest in their level of investment in the company, they are going to give a higher score. You could argue that this is a superficial rise, but it still means that employees feel more connected to the company.
Automatic Or Manual?
These days business owners have a fantastic option for measuring employee engagement. They can choose to complete the job automatically. With advanced software, it’s possible for managers and HR teams to keep a constant check on how engaged employees feel. Surveys can be sent out regularly, like clockwork and business owners can always gain the fresh information that they need to keep up to date with potential issues in their company. Or, more optimistically, they can be aware of significant improvements in employee engagement.
Some business owners still favor a more manual approach which also has its advantages. By measuring employee engagement manually, the whole process feels for more personal, and this can again impact their employee engagement rating. They might feel far more connected to your business if they see that individuals in the business are actually taking the time out of their schedule to perform temperature checks or pulse surveys. These days, of course, a lot of companies do opt for the automated option because it’s faster and indeed cheaper.
How Often Should You Measure Employee Engagement?
Business owners also need to decide how often they are going to measure employee engagement. Companies often think that more tests are going to lead to better results. Particularly, if you consider the idea that even completing these tests boosts employee engagement levels. But this isn’t actually true, and if you complete too many of these measures too frequently, you’re just going to irritate your team.
The answer is based on how long and in-depth your employee engagement tests are. You might just be looking to complete pulse surveys. This is a quick, breezy way to check how customers feel about the business and the questions aren’t particularly in depth. A survey like this will usually take minutes and may typically be completed online at an interval through the working day. Tests like this can and should be run regularly to make sure that employee engagement levels aren’t dropping.
More intensive measures should have longer gaps between when employees are asked to complete them. For instance, it’s not uncommon for employers to test engagement with surveys that include literally hundreds of questions. While it might seem like this will deliver the most accurate information, this is far too much. At this point, it will be difficult to know what information is relevant and what can be disregarded. You will also lose the benefit mentioned where even just checking in gives you a boost in employee engagement.
We hope this has helped you understand how organizations measure employee engagement as well as why it’s important to do this. Remember, the best way to handle measuring employee engagement is to check as often as possible with short tests that employees can complete in a short amount of time. It’s easy to do this with automated software that is easy for both the employee and the employer to access online or as part of a shared server.
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