When respected performance management consulting firm Gallup released the results of a study in 2013, not a few HR bosses were shocked. The survey’s findings that only 13 percent of workers worldwide were engaged at work sent shockwaves across the industry as it showed how employee engagement has become a big workplace issue.
Employee engagement is such a critical area of concern among HR practitioners as engaged workers are passionate, innovative, and cooperative members of an organization. They are valuable contributors to any firm; the type of employee every company would love to have.
Disengaged employees are not only likely to put in extra effort at work. They also show up late for work. They miss deadlines. And they’re the type of worker who can influence another colleague into becoming disinterested at work as well.
So don’t be surprised why many companies aim to increase the levels of engagement of their employees, with the Gallup survey indicating that more than 6 out of 10 workers are less likely to invest in any effort to help the company they’re working for achieve its goals.
That’s why many companies also aim to measure employee engagement on a regular basis.
If you’ve been asked by management to measure employee engagement, how would you do it? Here are four tips that can help you get started:
1. Know why the management wants to measure employee engagement.
The first thing you need to know before running an employee engagement survey is to know the motivation of the management. Is it to improve employee morale? Is it to boost the company’s bottom line? Or to uncover what is going on in the minds of its workers?
2. Prepare a communication plan.
A communication plan should precede an employee engagement poll or survey. This will emphasize the importance of the employee engagement survey among the workers, and more importantly to encourage their participation. While not everyone in the organization will be participating in the poll, you’d still want to get a reasonable number of employees taking part in the survey.
You can have the HR boss or better yet, the top executive sending out a letter or even a video message to the employees emphasizing the importance of the survey. It should also be clearly communicated how the feedback survey will affect the employees.
3. Decide on who will conduct the survey.
You can either conduct the survey as a group, or hire the services of another research firm. There are pros and cons of doing it yourselves; in the same way that hiring a third party has its advantages and disadvantages.
An advantage of hiring a third-party research firm is that respondent confidentiality is assured. Your colleagues are more likely to participate in the poll if they know that their identity won’t be revealed to the management, as many employees fear that giving negative feedback can have repercussions on their careers.
Moreover, a third party pollster gives the employees the assurance that management is serious in listening to their ideas and suggestions. The only real drawback is that it can cost the company several thousands of dollars in expenses!
4. Make sure that the results are not only communicated, but acted upon.
Part of the reason employees aren’t exactly thrilled at the conduct of engagement surveys is because they feel that management will not act on their comments and suggestions.
Ensure that management will act on the concerns of the employees; and your employee engagement survey will yield a reasonable number of participants.
These are four sure-fire ways to measure employee engagement in the workplace; a basic outline that can help your team determine how engaged your company’s employees are with their respective jobs.