Top 10 Steps to Measure Employee Engagement Effectively
Employers have to devise strategies not just to hire new talent, but to retain them as well. Employee engagement today goes beyond perks, wellness, and benefits packages. Though such treats are appreciated by the employees and they do boost engagement, it does not equal to job satisfaction.
Employee engagement is an incredible business strategy with direct ties to the organisation’s revenue, profitability, turnover, client experience and more. This is why measuring employee engagement becomes all the more essential. Engaged employees who are connected to their employers and organisation are more productive, innovative, trustworthy and thoroughly invested in their responsibilities. This, in turn, boosts stock value, profit, market share, revenue and employee experience and much more.
Therefore, employers have to devise strategies not just to hire new talent, but to retain them as well. Employee engagement today goes beyond perks, wellness sites, complimentary refreshments and benefits packages. Though such treats are appreciated by the employees and they do boost engagement, it does not equal to job satisfaction. In this article, we have picked out the top ten strategies that would help employers in improving and measuring employee engagement, while retaining their productivity, efficiency and pride in their job, supervisor and organisation.
- Talk about your employees’ opinions
Speaking to your employees about their team is a common employee engagement measurement method, but it is not always enough. Though most organisations hold questionnaires and surveys for their employees, they are worded to please the management board but not put forward their suggestions. Hold an informal team meeting after collecting the surveys and work on it together to find solutions – this will help them feel respected, trusted and empowered.
Moreover, an annual survey is never sufficient when you are thinking about how to measure employee engagement metrics. Discussion forums are great platforms where your employees can – if they choose to – anonymously leave behind grievances and suggestions for the company. Not just the Human Resources department, but the executive board team should be part of these discussions as well. The next step is to act upon the feedback, as nothing is more insulting than employees spending time on a survey that was nothing more than a formality.
2. Appreciate individual working styles
Not every employee works at the same pace or in the same manner, but committed professionals do meet their targets and bring growth to the company. Leave it up to them if they work individually or in teams, and respect their decision.
3. Encourage the sharing of ideas, suggestions and feedback
Employees love sharing high-quality work with their employers and peers alike, so bank on these opportunities often. It doesn’t just foster employee engagement but also helps them strengthen working relationships with their colleagues. Training sessions tend to become manager-led exercises over time, which is why supervisors must simply facilitate the discussion instead of directing it. Motivate your team to take up new challenges every day. Smaller groups working on a single task helps them work together, express their opinions and reflect on solutions together.
The challenges are greater when you have remote employees, and you have to incorporate them into the company culture as well. Video conferencing applications over multiple locations and same benefits ease out any tensions between in-office and working-from-home employees.
4. Appreciate for top performers
Your employees have put in several hours of time and effort in building up your organisation day by day, and they deserve credit where it is due. Measure employee engagement by further motivating the top performers, and communicate with the low performers to see if you can help them achieve the company’s targets. Recognising and complimenting them on their efforts makes them feel respected and valued. Gestures — such as free vacation, cash prize, gift card or certificate to a favourite spot — can make a lot of difference.
5. Be transparent with employees
Employees should trust their supervisors and the company and must know what is going in the department. Otherwise, they will sense the loss of their value and won’t invest themselves in your firm’s growth. Moreover, they will slowly distrust the management and won’t respect your leadership over time. Of course, the executive board can be discreet about certain priorities and decisions, but it helps if you inform your team about any decisions that would affect them.
6. Provide better career opportunities
Though employees might love the salary and company culture, they want to grow further in their career. Help them broaden their skill set by giving them opportunities to learn, innovate and create. Though replacing candidates with the desired skills is the common solution, it doesn’t point towards employee loyalty or company growth at all. Instead, invest in your current employees to take you forward.
7. Invest in an employee engagement committee
High-performing team members can be grouped into an employee engagement committee, which can help devise strategies to retain employees’ productivity and loyalty. They must be well-liked, enthusiastic, hardworking and engaged themselves, and inform the management team about common issues faced by the team. This way, they go on to ensure that the changes are implemented and the employees feel valued.
8. Be accountable
Take care of your employees, and see that they work together in a group. Relying on the high-performers will likely breed resentment and burnout within themselves. The team members, thus, stress on the fact that the rules are the same for everyone. Nobody likes a toxic work culture, and that will set them looking for better opportunities. A healthy work-life balance prevents burnouts and promotes flexibility. Allow your team to work from home when needed, along with paid caretaker and parental leave.
9. Diversify the team
No matter where you are located, it is always great to have people of different ages, genders, ethnicities and races working together. Employers must ensure harmony between employees, and prioritise equitable salaries, raises, compensations, benefits and promotions. Hold education programmes and wellness checks, which will promote both their personal and professional health.
10. Revolutionise the office space
Cubicles have almost become non-existent in modern-day workplaces, as they don’t allow for collaboration, camaraderie and interaction. Agile workplaces are engaging with spaces for daily brainstorming, confidential meetings, private communication and open collaboration. Such zones will help employees engage in deep and meaningful communication and show their creativity in their work.
You must revamp their workspaces, ideologies and expectations if you are genuinely invested in how to measure employee engagement. Work towards an employee-friendly strategy beyond salary and benefits, and treat your team members as human beings. If you invest in their career, they will invest in your firm as well.
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