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Are your employee engagement practices working? How to be sure?
Use this playbook by Superbeings to keep the employee engagement of your organization in check and solve your issues related to engagement practices.
Assessing employee engagement allows you to learn what your employees think your organization's strengths are and where you can improve. To boost employee engagement, you must first understand what your organization does effectively.
However, measuring employee engagement is a little trickier. It isn't set in stone, and it is influenced by a variety of circumstances.
How to measure employee engagement:
There are a few specific metrics and KPIs to measure the rate of employees engaged in the organization:
eNPS (Employee Net Promoter Score) is the most commonly used method used by organizations. A regular survey of simple questions helps identify the promoter, passive, and detractor employees.
Employee disengagement is also reflected when some employees take several unplanned leaves from their work. In most cases a high rate of absenteeism shows their unwillingness to go the extra mile.
Another metric, voluntary attrition rate, is calculated through the number of employees that voluntarily left compared to the number that the organization had when the year started. This describes if there are several employees that eventually did not feel aligned with the workflow of the organization.
Judging by the customer experience, you can measure if your employees are genuinely working to provide the best customer satisfaction. Employees that are disengaged do not care much about the customer experience. It can be measured by the rating of Customer NPS.
How to judge your employee engagement and performance drivers?
But how to measure employee engagement on a day-to-day basis?
Well, you can keep a track of the following —
Check how much the employees trust their organization.
Check if employees can collaborate effectively.
Check if the employees’ capabilities match their workload and work type in the organization.
What are the signs of your employee engagement strategy not working?
There are several actions or signs of disengagement in the organization that can help you solve engagement issues preemptively if you pay attention. Let us learn about some of them:
Lack of motivation is one of the most prominent signs that show that your employees are not engaged and Managers and Leaders should pay attention to assess employee motivation regularly and address it in a personalized way.
In most cases, missing deadlines or the inability to meet deadlines on time are also signs of the same.
If employee performance is inconsistent and they are not communicating their problems clearly, it often indicates that they might be thinking about leaving.
Absenteeism, non-transparent conversations, and rude behaviors toward others, all form a step under this sign which should instantly alert the managers.
Due to overwhelming work and expectations, it is obvious that employees would have work burnout.
These turn into signs of exhaustion, non-committed workflow, and mistrust of the organizational goals are all signs that employees’ work values do not align with the organization’s values.
How to maintain employee engagement within the organization
Train your managers to not only identify the signs of disengagement but also the right ways to address the given problem after identifying them.
Make your communication lines more open for employees. Encourage them to offer honest and transparent feedback on the strategies implemented or how they would like to change them. Use daily pulse surveys to stay in touch with employee sentiment.
Giving breathers and breaks to those employees who seem overwhelmed and show signs of leaning toward being disengaged. You can try out these workplace wellness ideas to reduce burnout.
If there are too many employees that show signs of disengagement or stress due to employee engagement, it is time to change your strategic plans for better ones based on the feedback received from the employees.