Many firms recognize the value of employee engagement, but few know how to quantify it successfully.
A yearly survey is standard practice, but it’s difficult to know if respondents are being truthful. Employee attendance at after-hours events and business activities should not be mistaken for employee loyalty. Using techniques that just infer employee engagement can lead to misconceptions, weakening business culture, and missed opportunities to retain people over time.
We’ll go over a more objective and thorough approach to getting data on employee engagement levels to help you better understand how to assess employee engagement.
Employee Engagement Measurement
Because there is no one-size-fits-all strategy for measuring employee engagement, you should use a variety of engagement tools, metrics, and methods to gain an accurate picture of your employee engagement levels.
TO MEASURE, AND SELECT EMPLOYEE ENGAGEMENT METRICS
Employee engagement indicators should be chosen depending on the sorts of data accessible to you. While these measures may not provide a complete picture, they do focus on individual actions that may indicate wider patterns in employee engagement levels. To get the most comprehensive results, choose at least three to four metrics.
Employee Retention and Turnover Rates
A high employee turnover rate and a poor retention rate indicate that your company’s employees may not feel supported and that it’s time to rethink your employee engagement initiatives.
Attendance Rate
Check-in with often missing employees since they may be taking additional days off as a result of employee burnout or a connection with your business culture.
Holidays and Wellness Days
Reach out to employees who do not use wellness days or holidays, since overworking is a frequent symptom of burnout and can lead to poor employee engagement.
How to Improve employee engagement:
Has employee engagement declined in your workplace? If this is the case, don’t be alarmed; every corporation is vulnerable to fluctuations in their team’s engagement levels, which are generally the consequence of a shift in their corporate culture.
Don’t be discouraged a highly engaged workforce will increase your company’s profitability, productivity, and retention.
In this post, we’ll look at 16 employee engagement ideas that you can use as both short-term solutions and long-term plans to increase employee engagement.
MODEL YOUR PRINCIPLES AND MISSION
Begin by developing a mission statement and a short set of corporate core values, and then instill these principles in each employee. This ensures that employees understand the significance of the company’s values, how they benefit the firm, and what is expected of each individual. Set a good example and hold everyone on your team responsible. Failure to do so will build a distrustful atmosphere that will alienate employees.
HIGHLIGHT FEEDBACK
Employees consider feedback to be one of the most critical abilities a manager can have, second only to communication. Employees seek feedback, and their degree of engagement is influenced by it. Begin by arranging check-ins with managers for each employee, then urge middle management to organize frequent review meetings with their team as an ongoing project to promote employee engagement.
While it may be tempting to institute a company-wide feedback plan, bear in mind that each team is unique, and regular touchpoints may seem foreign to some. Managers should discuss with their direct reports their preferred means of obtaining feedback in order to engage staff in a meaningful way.
PRIORITIZE ENGAGING MANAGEMENT
Manager involvement has repercussions for the rest of the team. Let’s look at some statistics: in the United States, 34% of employees are engaged at work, while engagement among managers is expected to fall by 7% by 2021. Employees indicate that 75% of exceptional managers are enthusiastic about their jobs — and that type of enthusiasm is contagious. While your workforce engagement plan should include the unique requirements of each employee, concentrating on middle management is an efficient method to boost overall employee engagement.
MANAGE VOLUNTEER OPPORTUNITIES
Employees want to know that they work for a firm that cares about making a good difference in the world. Volunteering brings workers together for the greater good and allows them to connect on a deeper level. Indeed, 70% of employees say that volunteer events increase morale more than happy hours, and 89% believe that organizations that fund philanthropic activities have a better work environment.
Look for a volunteer activity near your office and organize an after-work event. This is a simple method for your group to join together and give back to your town. This should be a day set aside outside of your PTO policy for employees to give.
PHYSICAL AND MENTAL HEALTH SHOULD BE PRIORITIZED
Sponsor fitness courses as business trips and consider granting fitness subsidies to encourage healthy lifestyles outside of the workplace.
Stock the kitchen with healthful food to keep the staff going over the long workday.