Are you worried whether your employees are engaged to right amount or not? Not sure about that the glass awards made them happy or not? Don’t worry. This article is specially designed to provide you with the right ways to measure employee engagement.
Following are the various ways described with their possible merits:
1. Surveys on employee engagement
Different personalised surveys and instruments are available to assess employees’ levels of commitment. The ‘Pulse test‘ is one of the most famous surveys. It is short, regular and can be done at periodic time intervals. It consists of 10-15 employee satisfaction, job position, engagement, relationships, and work environment queries.
Employee participation survey advantages are:
- Well-fit for remote workers as it is possible to make most surveys into a cloud-based platform.
- Builds knowledge of both workers and managers.
- Creates a feedback community.
- Data in Real-Time.
2. Stand-ups/Daily scrums
Regular team meetings that managers will hold with team members from different departments are regular scrums or stand-ups.
The benefits of daily scrums/stand-ups are:
- Managers get a summary of the daily tasks, growth, and level of employee involvement.
- Helps workers set their own targets.
- Employees have a good vision of the day and of the job to be completed.
3. The One on Ones
Via different video call systems or through calls for one-on-one meetings, managers and remote employees can communicate. It is also possible to hold these meetings for members of the same team.
Advantages of one on ones:
- Gain a clear view of each employee’s individual growth.
- Help staff with the problems they face on an individual basis.
- It helps to discover the personal ambitions and goals of your workers, and you can try to match them with organisational goals.
- Keep track of these meetings and the success and commitment of employees at work.
4. Keep Focus Groups
Employees take part in a facilitated conversation on a specific subject in an employee focus group.
Advantages in conducting focus groups:
- Focus groups may be customised to specific scenarios and conditions, which means they give organisations a versatile solution.
- A fast and resourceful alternative could be to organise focus groups.
- It may rapidly disclose insights that could subsequently lead to more methods of analysis.
- It will encourage participants to further articulate and communicate the reasons behind their behaviour, motives and emotions.
5. Interviews for Stay/Exit
Exit interviews at most companies are a common occurrence. These interviews are a perfect opportunity to determine why it is hard for certain workers to engage in work. Exit interviews are mostly helpful in getting honest input about the business, as when their work is not at stake, these people are likely to be comfortable talking freely.
On the other hand, supervisors question workers who are obviously satisfied at work during stay interviews and what makes them want to stay.
6. ENPS
ENPS stands for Employee Net Promoter Ranking. It is a measure of how likely it is for your team members to consider your business as a place to work. It asks workers how likely they are to ‘promote’ you on a scale between 0 and 10. Both glass award and crystal award make an intuitive choice for the best performer.
Benefits of the measure for eNPS:
- It really tests loyalty.
- Ease of estimating the outcomes and the ability to compare them.
7. OKR (Objectives and Key Results)
OKR means Primary Performance Goal. Check-in at OKR is a monthly or annual meeting that can range from 20 minutes to an hour. Teams focus on success at work and set new targets at these meetings for the next month or year.
Advantages of carrying OKRs:
- It helps to generate organisational alignment.
- It helps to relate the work of employees to the purpose of an organisation, which influences the success of employees and the results of the company.
- OKRs carry your business openness, everybody knows what others are doing to drive cooperation and better results.
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