Fantastic 4 Ways to Measure Employee Engagement

By Benefit One USA, Inc. Jan 15, 2019


In the present workforce of millennials, employee engagement has become quite a problem for the organizations. As per the recent data collected, Employee satisfaction and experience has become the topmost priority for every business. If employees are high-performing and engaged enough, the productivity of the company increases tremendously thereby, decreasing hiring costs. Thus, without being affected by a large number of tools available nowadays, companies primarily focus on engaging the employees to retain them for a longer period of time.

Happiness, satisfaction, and commitment of the employees are considered to be the main assets for employee engagement. Let’s take a look at the most commonly used ways to measure employee engagement:

  • Regular surveys can be very helpful in maintaining an accordant aura in the office. You can also make short surveys of 8-10 questions to enquire about the feedback of your employees. Long surveys can be conducted on a yearly or half-yearly basis and short surveys can be conducted once in a quarter.
  • Employees should feel secure about their views and opinion. They should be able to open up freely and share their valuable responses with the employees and employers.
  • A proper follow-up strategy should be taken into consideration to improve employee-engagement.
  • Having one-on-one discussions with the employees give an idea about what is going on within the company. Informal meetings with each employee always help in engaging the employee more deeply with the organization.

After the measurement of employee engagement, the managers or the higher authorities need to be transparent enough to make some amendments in their work strategy. A few tips related to the same are:

1. Communicate the results of your evaluation to the employees in the best possible manner. For example: If you have sent a survey, send a Thank You e-mail/message to the employees and arrange for a combined meeting to communicate about the further steps. 

2. Do not miss out on following up with the employees further to analyze what other valuable feedback they have for the growth of the organization. This would help to keep the employees happy and engaged.

3. Focus on a few important things to improve but do not engulf your employees with that.

To conclude, we would like to reiterate that for a rapidly growing organization, employees need to be highly engaged. When employees feel confident in sharing their views with the higher management, they continue working with the organization for an extended period of time. Keeping the employees engaged is said to be a simple theory but it becomes complex when we bring it into consideration. The process is not an easy one and neither is it less time consuming. It takes a lot of efforts and patience to satisfy the employees and derives good results from them.

Posted in Employee engagement, Employee satisfaction, Productivity, Employee Recognition, Employee Rewards, Turnover