Did you know that only 30% of employees in the US report that they are engaged in their work? Chances are, you may wonder about the engagement of your employees but struggle with how to measure it. Read on for more information on how important it is and for 3 ways for measuring employee engagement.
What Is Employee Engagement?
There isn’t one universal definition of employee engagement
. In a nutshell, it commonly means the degree to which employees are committed to the company and its goals. Engaged employees aren’t just there for the paycheck. They are emotionally invested in the company and the goals and values that the company embodies. They engage in discretionary effort. Discretionary effort is an effort that an employee engages in simply because they believe in the company, not just because they want recognition or a bonus.
Why Is It Important?
Not only does employee engagement contribute to employee happiness and satisfaction, it also leads to better business outcomes. Companies with high employee engagement can experience a 20% (or more!) increase in productivity and profitability
. High employee engagement also can lead to:
- higher quality service
- higher customer satisfaction
- increased sales
- higher profit levels
- higher shareholder return
It’s clear that employee engagement is important. However, most companies don’t have a great measure of employee engagement and rely solely on satisfaction surveys. While employee satisfaction is important, it doesn’t always mean engagement. A satisfied employee could show up, do his or her job well for the scheduled work day, and then go home. That doesn’t mean they are engaged though.
How Can I Measure Employee Engagement?
The first step in measuring employee engagement is to define what it means to your company. Until you know how your organization defines it, you can’t truly measure it. Once you have created a consistent definition, it’s time to measure it, which can happen in a number of different ways, including surveys, one-on-one conversations, and learning management systems.
Surveys are a great way to measure employee engagement. They are relatively quick, easy to create, and can be anonymous. Surveys should include a mix of open-ended questions and those with fixed responses. You can even keep them short, just a few questions, and do them often to really get a good idea of employee engagement.
These can be a great tool for measuring employee engagement because they allow for follow-up questions and more details. It is important to create a safe environment
where your employees feel comfortable sharing information, though. Otherwise, these one-on-one conversations are useless. One-on-one conversations about the company often only happen during exit interviews, when it’s too late to change anything to keep the employee. Asking employees why they stay and what the company can do to keep them there is a smart way to learn more about engagement.
Learning Management Systems
One last method in measuring employee engagement is using existing learning management systems (LMS). These can be utilized to analyze how quickly employees respond to things, what content they are drawn to, and how often they log in. You can also use your LMS to create social features where employees can share knowledge and information, ask questions, or share news on a news feed.
How Will You Measure Employee Engagement?
Now that you have three proven strategies to measure employee engagement, how will you use this information? Don’t be one of the 70% of companies that do not have highly engaged employees. Check out our blog
for even more resources on fostering a strong organization culture.