Why Employee Engagement?
Organisations can hire the best and the brightest but how they really perform could be another story. Some are truly engaged--passionate, energetic, and pushing themselves to achieve more, others to a lesser degree, and a vast number could be disengaged.
Various studies put this "engagement" at anywhere from 30-50%, which means a large number of employees might not be contributing at their best. This has huge implications for organisational performance. It is not difficult to explain why an organization with, say, overall 70% highly engaged employees will show superior performance as compared to, say, one with just 40%. Research unequivocally supports this idea.
If we consider that engagement is likely to vary by functions, levels or locations, it would present opportunities for targeted interventions to improve performance.
If engagement is so important, shouldn't we measure it and set meaningful goals to improve it?
What do we accomplish
in this endeavor?
Employee engagement data gives us rich insights into how employees view their jobs, contribution and relationships? Thus we have an opportunity to move from assumptions to real data. Now we would exactly know what remedies need to be applied where? Organisations have limited resources including time and attention to shore up employee morale and contribution, and therefore cannot afford to initiate improvements just on gut-feel.
Once a baseline measurement is established, it is recommended to track it periodically, say, six monthly, to see improvements in business results (e.g. productivity, cost, customer satisfaction), and decide on accelerating certain measures or opting out of what doesn't offer adequate returns.
Finally, there would be an opportunity to recognise and reward those who lead positive changes to increase engagement.
Employee Engagement Tool
Typically "Employee Engagement" is measured through a survey, administered to all employees belonging to a location or function etc. In some cases, organization may focus on a specific function or team.
We use our own proprietary survey tool called EVIEW that measures employee engagement along following five dimensions:
You are invited to take a base level survey, to get a feel of EVIEW. It takes about ten minutes and your response will remain anonymous.
In practice, EVIEW is adapted to an organisation's specific needs. The data thus collected is analysed and refined to draw meaningful conclusions.Organization can then initiate a debate on how it would like to address concerns, and strengthen relatively strong areas throughout the organization? In many cases, we help organization set up experiments wherein an intervention (e.g.should we spend money on team building?) is applied to a smaller group (thus reducing both effort and outflow) before we know it works, and then only rolled out on a larger scale.
For more details on employee engagement programs, please contact us.
Employee Engagement Services