I love this topic because it brings to of my favorite things together; analytics and learning development theory. Knowing something about why people behave the way they do and knowing the metrics to measure this is a central core of me.
However, getting a handle on employee engagement is a challenge.
A recent Harvard Business Review article pointed out, “Much has been studied about the impact of employee engagement on company performance, and there is general agreement that increased engagement drives results: Gallup, for example, suggests a 20% or better boost to productivity and profitability for companies with high engagement. Such companies, however, may be few and far between: Gallup also reports that only 30% of American workers, and 13% of global workers, are engaged in their jobs.”
That means that even on the best team, engagement is hard to keep at a high level.
I have seen many employee engagement surveys and assessments… Gallup has their 12 questions about employee engagement, I’ve used Strengthfinders and the Pace Color Pallet just to name a few.
They all help.
In fact, in most cases anything you do to measure employee engagement can’t hurt.
But coming up with standard you can use in your organization takes time.
To help, here are some additional engagement metrics I am asking my leadership team to track to help us determine where we can put more effort to improve employee engagement.
- Putting In More than Required. By looking at time spent logged in and overtime hours we can get a sense of how much the team member like to maximize their ability to be part of the business.
- Showing Up. By reviewing use of vacation leave and sick days and matching that with schedule adherence, you can get a sense of if they really want to be at work.
- Who are your High Achievers? If you have team members who score high in both quality and quantity then they have found a way to balance the workload. Doing one well but sacrificing the other shows lack of engagement.
- Getting Time with the Boss. Looking at % of time spent 1 on 1 with senior leaders can also be a key indicator of engagement. Even if a lot of time is spent on coaching, the interaction with more senior people will impact engagement.
- Taking Time for Training. Looking at the % of time spent on training can also help you spot engaged employees. Internal, external, or refresher training all help in engagement.
- Team Member Referrals. Its unlikely people will refer friends to work for your company if they are not engaged. Some incentive programs can blur this line, but it is still useful to look at this data.
- Are They Getting Recognition? Generally those recognized by customers, superiors and/or peers tend to be more engaged then those who don’t.
There is no perfect employee engagement model and no perfect way to measure the success of your model.
The best any of us can do is try. Try new things and measure them. Look at historical data. Compare employee scores.
If you need help coming up with you own model of employee engagement and how to measure your success, DMAI can help you.
Analytics Leadership – DMAIPH specializes in arming the Data-Driven Leader with the tools and techniques they need to build and empower an analytics centric organization. Analytics leadership requires a mastery of not just analytics skill, but also of nurturing an analytics culture. We have guided thousands of Filipino professionals to become better analytics leaders. Contact DMAIPH now at firstname.lastname@example.org or connect with me directly to discuss a uniquely tailored strategy to ensure you are the top of your game when it comes to Analytics Leadership.