Employee Engagement – How do you define and measure it?


Image care of: http://www.peopleinsight.co.uk/ – thanks for the loan :O)

Employers want employees who will do their best work or ‘go the extra mile’. Employees want jobs that are worthwhile and that inspire them.

There are many ways of looking at Employee engagement.

  • Engagement is an employee’s choice
  • Having pride in your employer is a proven driver of business performance
  • Clear purpose and Direction
  • Finding training and keeping employees instead of poaching talent from rivals
  • Some organisations still find it quite daunting and don’t really know where to start,
  • Making time for your employees
  • Treating them fairly
  • Making them feel valued in the business
  • Facilitate and empower rather than control or restrict employees
  • Employees day-to-day experience of work is most heavily influenced by their line manager

For companies looking to raise employee engagement the obvious starting point is to measure existing levels of engagement, but do we know what our employee engagement levels are and what they consist of? How do you measure something that isn’t tangible? From a practical point of view, if you can’t define precisely what it is that you are trying to measure how can you ever get an accurate result and a level to work from?

Engagement is not about driving employees to work harder but about providing the conditions in which they will work more effectively and releasing employees’ discretionary behaviour. This is more likely to result from a healthy work life balance than from working long hours. Engagement is wholly consistent with an emphasis on employee well-being: an essential element in contributing to that well-being.

Engagement is about positive attitudes, behaviours and relationships at work.

  • 100 %Trust
  • 100 % Confidence
  • 100 % Pride in yourself and your employer
  • 100 % understanding of business goals

As a business issue employee engagement is not an exclusive HR issue, although HR has a major role to play in implementing and managing it working with all areas of the business.

How you get there can take many guises and much time and positive effort and there are many ways in which HR can assist you in getting there.

But, however you look at Employee Engagement, whether your business and your line managers buy in to it or not the key to measuring and ensuring your employees are happy and positively engaged into your business is to keep them informed, keep the communication lines open and ensure that they have a good line of sight to where you are taking the business. The vision and plan of the business.

Engage and Boost Your Teams and your Business Performance

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7 thoughts on “Employee Engagement – How do you define and measure it?

  1. Thanks , I have recently been searching for info about this topic for a long time and yours is the best I have discovered till now. But, what about the bottom line? Are you certain in regards to the supply?

  2. Howdy! Would certainly you mind if I share your blog with my twitter team? There’s a bunch of people that I think would actually enjoy your content. Kindly permit me understand. Many thanks

  3. Today, I went to the beach front with my children. I found a sea shell and gave it to my 4 year old daughter and said “You can hear the ocean if you put this to your ear.” She put the shell to her ear and screamed. There was a hermit crab inside and it pinched her ear. She never wants to go back! LoL I know this is completely off topic but I had to tell someone!

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