Hi, this bite is all about employee engagement
and how to measure it in HR.
Stay tuned.
Engaged employees play a crucial role
in the success of any organization.
Employees who are actively invested in a company's goals
don't just perform consistently.
They also contribute new ideas, support morale,
and look for ways to help the business grow.
This is precisely why human resources teams must look
for ways to measure employee engagement
within their organizations.
Since it's impossible to make the necessary changes
without measuring the extent of the problem,
I have prepared a top-three list
of key performance indicators.
They will help you assess engagement
and learn where your organization stands,
and where to make changes if necessary.
Let's dive into it.
One, turnover rate.
You can measure employee engagement by
regularly monitoring the company's turnover rate.
Ideally, an organization should have an annual turnover rate
of 10% or less, as higher annual turnover rates
typically limit the return on investment.
It's useful to try to link the turnover rate
to particular actions the company has taken
to boost workplace engagement.
For example, if an organization implements a new strategy
to boost employee satisfaction, monitor the turnover rate
to see if it has a positive effect.
It's important to realize that if your company
has a low employee engagement, measuring the turnover rate
will obviously not allow you to boost engagement
among the employees who have already left.
All it does is prove there's a problem you must address.
Thus, it's necessary to find ways to improve employee
engagement before others jump ship.
The next KPI will help in this respect.
Two, suggestion boxes.
Employees tend to be more engaged with their work
when they feel that their voices are being heard.
According to a survey by Career Builder, 48% of workers
are less likely to leave an organization if they have
a continuous opportunity to provide feedback,
and if they can see that company leaders
are acting on their feedback.
Something as simple as a suggestion box
or a digital feedback tool could not only help you
get a better sense of how engaged your employees are
but also create an environment in which engagement
among workers is much more common.
A company's HR department should, therefore, coordinate
with all office management and relevant team supervisors
to develop a simple, easy-to-implement procedure
for accepting employee suggestions and feedback.
Keep in mind that if you're going to implement
this strategy, it's very important that
you actually use the feedback provided by
your employees to make real changes.
Employees may become even less engaged if they feel
as though their suggestions have been ignored.
While you can't act on every idea,
be sure to act on those that have genuine value.
Last but not least, KPI number three, engagement surveys.
Never underestimate the value of employee surveys.
They can yield useful insights when implemented properly.
That said, your approach to distributing surveys
shouldn't be old-fashioned.
Sending out an employee questionnaire
is an outdated practice that doesn't give
your workers sufficient opportunities
to offer instant feedback.
Instead, opt for pulse surveys.
A pulse survey tends to be short, and usually consists
of no more than 10 questions.
This allows your HR team to distribute them
as often as once a week if you decide that would be helpful.
Also, unlike most traditional employee surveys,
a pulse survey usually focuses on one specific area
you want to receive feedback on.
For example, you could focus on whether
or not your employees feel engaged.
In this case, you might want to include questions
such as do our employees feel they get recognition
for their accomplishments?
Or do our employees have the support they need
from management to advance in the company?
Next, create a scoring key for the survey
to determine which survey results represent
the feelings of an engaged, a neutral,
and a disengaged employee.
After each round of surveys, find out how many respondents
fell into each individual category.
This provides a clear set of data telling you whether
your efforts to boost engagement are working.
Again, research shows that whereas low employee engagement
hurts your bottom line, high engagement can boost it.
So taking steps to address this problem
will yield major rewards in the long run.
That's it for today's bite in which you've learned
about the importance of employee engagement
and which top-three KPIs you can use
to best measure and then improve it.
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