How To Measure Employee Engagement
All successful organisations need staff who are an integral part of that success that we all aim for: similarly for a firm with staff who, for one reason or another, are not making a contribution this makes achieving success that much harder, however you want to measure this!
So how can managers begin to assess and identify just who is actually central to the success of the organisation and who is not getting involved. The answer lies in applying the following simple test.
Survival State – too many Disengaged employees: clock-watcher, jobs worth, my work fails to excite me, I’m leaving when I can. HOW MANY OF YOUR EMPLOYEES FALL INTO THIS CATEGORY?
Security State – staff who are not engaged: Staff who love overtime, take far too many sick days than they actually need, dislike their manager and team they are working with, heavy readers of the Situations Vacant columns and who do not like their job but they just get on with it. HOW MANY OF YOUR EMPLOYEES FALL INTO THIS CATEGORY?
Belonging State – the Almost Engaged group: they know they are part of something but are not fully committed, there are times when they are not switched on at all, will leave if tempted and are generally proud to work for you but will never trumpet the company to anyone. HOW MANY OF YOUR EMPLOYEES FALL INTO THIS CATEGORY?
Importance State – the Engaged group: they know they are vital to the business, feel important at work, are very busy and are probably very stressed too with their workloads, feel that they are achieving but will move if the right opportunity presents itself. HOW MANY OF YOUR EMPLOYEES FALL INTO THIS CATEGORY?
Self Actualisation – the High Achievers group: inspirational colleagues, ask how they can help others in the organisation, love the organisation and everything about it and are fully committed. HOW MANY OF YOUR EMPLOYEES FALL INTO THIS CATEGORY?
The first two categories are where the problems of demotivation are found and wherever possible staff n these two areas should be encouraged to move on whenever possible.
The challenge for managers lies with the final three categories which is where time and effort should be spent in developing, nurturing and promoting talent to move the organisation forward. For successful organisations around 15% of their staff fit into the High Achievers group.
Be clear about your staff and which category applies to which individuals and teams – then plan your strategy accordingly!
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