P.S. To learn more, check out our complete employee engagement guide to get the rundown of things: employee engagement ideas, software, surveys, and more!
You don’t need to tell leadership within your organization that employee engagement is important. They’re very much aware of it. However, knowing how to boost employee engagement and make concrete change is another conversation.
Your organization can’t interpret the raw data if there’s no context. That’s why it’s vital to conduct surveys and gauge your teams frequently to measure employee engagement at work. Get a pulse check once or twice a year won’t cut it anymore. If you want to ensure that folks are happy, productive, and inspired to complete their work, you need to understand all aspects of employee engagement — especially how to measure it.
There are various customizable employee engagement softwares and surveys to test the engagement levels of the employees. It's short, frequent, and can be conducted at regular intervals of time. It consists of 10-15 questions on employee satisfaction, job role, communication, relationships, and work environment.
Benefits of employee engagement surveys are:
Daily stand-ups are regular team meetings that leadership can host with team members from various departments. Employees provide a quick update on their progress at work, goals, and address any roadblocks they may face throughout the week.
Remote employees or their managers can connect through Zoom or Google Hangouts for these meetings.
Benefits of daily stand-ups are:
Employees working from home or remotely might face various challenges, which might lead to disengagement in work. These challenges need to be addressed or talked about to run the organization smoothly.
One-on-one meetings are a great way to measure engagement and help individuals develop professionally and understand their challenges and strengths. Start with this one-on-one meetings when setting up an employee engagement strategy.
Benefits of one-on-one:
In an employee focus group, individuals can take part in a guided discussion on a particular topic. Many organizations utilize focus groups to determine the level of engagement of their employees within their culture.
Focus groups are most effective when combined with interviews, pulse surveys, and employee surveys. This helps leadership make decisions on both quantitative and qualitative data.
Benefits of holding focus groups:
Exit interviews are a common practice at most organizations. These interviews are a great opportunity to measure why some employees find it difficult to engage in work. Exit interviews are most helpful to get honest feedback about your company. These individuals are likely to be comfortable speaking openly when their job isn’t at stake.
Benefits of the exit interviews:
eNPS stands for Employee Net Promoter Score, a metric used by companies to gauge employee satisfaction with their employment experience. It’s one of the most successful ways to measure engagement. NPS measures how likely your staff members are to recommend your company as a place to work on a scale from 0 to 10.
Most employees nowadays prefer working from home, and many organizations are taking steps to go remote. NPS can be a great way to measure if your remote employees are engaged enough no matter where they are in the world. Also, this method is a great way to sneak a peek into the employee experience on your team.
Benefits of the NPS measure:
