At this point, everybody knows the importance of employee engagement and the impact it can have on the bottom line of a business. But the part that isn’t as well known is how to measure employee engagement so you can create an actionable improvement plan. Here are five ways you can measure your employees’ engagement:
Check in with your team often
Conduct surveys regularly to stay on top of how engaged your employees are. There are numerous ways to check in, including weekly pulse checks, daily polls or a quarterly survey that consists of more in-depth questions. The most important thing is to utilize whatever tool works best for your employee engagement program goals. Additionally, the questions you ask in these consistent check-ins will depend on what you are trying to learn more about. For example, you could be trying to boost employee morale or looking at factors that could impact employee engagement, like management performance.
Take the time to talk to smaller groups
Focus groups can be a great way to gain a deeper understanding of what is impacting employee engagement and provide greater insights into issues that surveys uncover. This can be the best way to find out what is going on in specific teams, departments or offices that might be unique for those segments that are impacting engagement.
Monitor review sites regularly
You should be paying attention to what employees are saying about your organization online, especially when it comes to sites like Glassdoor. Look for themes that pop up, such as certain offices where there are common issues or teams that are having problems. This can alert you to problems that can be addressed before productivity slumps or before you have a spike in turnover. Having these sites at your disposal is a good thing because they provide you with insights that allow you to examine reviews and adjust to common issues if they develop.
Implement exit interviews to find out what went wrong
It might seem counterintuitive to conduct exit interviews for employee engagement, but understanding what the employee experience was like for someone who’s leaving your company can give you a unique view into what the culture is like for current employees. Pay attention to patterns you see in exit interview responses and develop a game plan to address them. On the flip side, you can also conduct “stay interviews.” In these meetings, leaders find out what can be done to keep employees engaged so they stay with the organization.
Your employee recognition program can signal trouble
If your employees are not taking the time to recognize their peers and the work that they’re doing, it could mean trouble. In fact, an engaged employee is more likely to recognize their peers and the contributions they are making. So measuring your recognition program and how frequently it is being used can be a good way to measure your level of employee engagement.
Now that you know how to effectively measure employee engagement, you need to put together an action plan to improve engagement. Employees will become disengaged if they see you measure engagement but do nothing with their feedback, so don’t hesitate to implement improvements!