Measurement
of employee engagement
1. Introduction
Employee engagement
has been identified as a vital factor in today’s organizations, and therefore
the importance of measurement should also be considered as well. Strategies has to be introduced towards a proper measurement
process and establishing the said process
should be a strategic
2. Characteristics of measurement of employee engagement.
As stated by Pratt
(2003), “ Meaningfulness in the work can be enhanced through a variety of
organizational practices, that enhances the employee’s perception of the
significance of their work”
A. Conducting employee surveys:
During past decades employee surveys have become reputable. Employee survey is consider as way of gaining thoughts and reviews and evaluate employee state and spiritual scale of engagement, and also monitor employee attainments. An accurately planed and conducted employee survey can determine a major amount of information about employee conception that management can use to improve the company performance (Ingwer, 2009). Further certain organizations are measuring employee engagement by the level of job satisfaction while some are measuring the level of productivity or in some instances both are being used to assure the employees are willingly doing their best for an organization.
B. Collecting of data upon baseline starting points:
The starting step of subsequent measurement and comparisons is baseline data, it can build through experiential data, it is mandatory because is a modulus of measuring employees performance, program. “One performance standards are agree upon, the next step is to identify and collect data that indicate the outcome is being achieved “ (Shane, 2008). The results of any such engagement activity has to be evaluated against this benchmark. The preliminary survey will reveal the level of engagement and will realize areas for improvement and once the organizations works on theses areas on improvement, the forthcoming surveys will reveal the growth and improvement on the level of engagement (Levenson, 2014). Project Uma Oya conducted this nature of evaluation periodically to assess the productivity level of its employees.
C. One to one meeting :
One-on-one meetings are a method of communication from supervisor to employee, as well as from employee to supervisor. “The life of an HR practitioner is filled with one -on -one meeting” therefore advantage of this method is employee has a kind of opportunity to meet their supervisor when any issue rise up in the performance (Quayle, 2006). Having an open communication with employees will determine their interest in other job opportunities and strategy towards career progression within the organization. At Uma Oya project , the management assured to take feedback through one to one interviews with randomly selected employees at regular intervals, as they firmly believed that it helps them to measure the levels of engagement.
D. Measure
employee efficiency while performing tasks:
“Employee is an important stakeholder of any organization” (Kandula, 2006). When dividing the standard labour hours by the actual amount of time worked and multiply by 100, it is stated that the closer the result is to 100 is the more effectiveness of your employees (Kandula, 2006). I.e. if the standard labour hours for a certain project is 80 and the actual amount of time worked is 92 we could see the growth in efficiency. At Uma Oya project, this further enabled the company to find any lapses in skill levels toward performaing task. It is stated that the “ high level of involvement” is even visible to the naked eye, as they tend to be more productive and efficient while performing duties (Levenson, 2014).
E. Evaluation
at exit interviews
It is an
accepted norm that the employees have a propensity to talk about both positives
and negatives and likes and dislikes on the organization at the time of
resigning. This is identified as the fact that they will no longer be an
associate of the organization. Team human resources should treat this as an
opportunity towards finding the problems
they encounter and to implement new policies towards improvement
3. Conclusion
As stated by Ducker (2006 ),“ If you can’t
measure you can’t improve it”
References;
Federman, B., 2009. Employee
Engagement: A Roadmap for Creating Profits, Optimizing Performance. San
Francisco: Jossey Bass.
Ingwer Borg, P. M. M., 2009. Employee Surveys
in Management. Massachusetts: Hogrefe Publishing.
Kandula, S. R., 2006. PERFORMANCE MANAGEMENT. Delhi:
PHI Learning Pvt. Ltd.
L
Whittington, S. M. E. A. S. B., 2017. Enhancing Employee Engagement. 1st
ed. Cham: Palgrave.
Levenson, A., 2014. Employee Surveys That Work.
1st ed. San Francisco: Berrett-Koehler.
Patricia P, J. J. P. R. R., 2016. Measuring the
Success of Employee Engagement. s.l.:American Society for Training and
Development.
Quayle, E., 2006. Managing an HR Department of
One. Oakland, California: Business & Legal Reports, Inc.
Shane, J. M., 2008. Developing a Performance
Management Model. Flushing,New York: Looseleaf Law Publications.
Turner, P., 2019. Employee Engagement in
Contemporary Organizations. Gewerbestrasse ,Cham: Springer Nature.
A survey of interaction is not a location for random questions or curiosities. With many significant components, it is a built measurement mechanism. When assessing interest in your company, consider these components (Aaron Brown, 2006).
ReplyDeleteIf you do not measure employee engagement, you will have no way of taking conscious and continuous action to improve the organization's culture, structures, and environment in which everyone feels comfortable.Measurement is powerful, because “what gets measured gets attention”
Delete( Robinson, 2014).
Once it comes to the measurement of employee engagement is a major issue when people really feel constructive emotions, they can suppose in a extra flexible, open-minded way and are additionally more likely to really feel higher self-control, cope extra successfully and be much less defensive within the office West (2005).
ReplyDeleteEngagement surveys demonstrate a mechanism for employee feedback which are used periodically as a gauge to show how well organisation is performing. ( Sparrow 2009).
DeleteMeasuring employee engagement is challenging for that requires evaluating of human feelings and emotions (Robinson et al., 2004). The most popular out of the many ways to measure it would be the surveys as you had mentioned. Questions gauging the aspects such as; the satisfaction with employer, Recognition and positive feedback for one’s contributions, Prospects for future growth with one’s employer, Opportunity to perform well at challenging work and so forth helps accumulate the data (Vance 2006). Vance further says that asking for employee ideas through surveys itself is an engagement approach making them feel their views are valued to organization.
ReplyDeleteIn addition to this, many organizations seek to improve employee involvement in the processes, because they are well aware that this can have a positive effects on performance, talent retention and innovation. These companies and organizations regularly survey their employees about various kinds of issues.
DeleteConducting surveys allows companies to know employees' opinions about the organization's performance and the actions taken by managers; That is, cases that have a direct impact on employee engagement.
Measuring employee engagement within an application setting within a structured measuring environment requires a validated and standardized measuring tool, or alternatively, a newly developed measuring tool that originates from the literature(Lailah, 2014).
As you mentioned, exit interviews are important for measuring employment, and additionally, Lori Jonston point out that interview method should be written survey or commenting. Because people are more honest about how they feel when they are alone (Wong, K. 2019).
ReplyDeleteThank you Thunuja . Exit interviews aim the workplace culture be in positive. When employer treats the employees who are leaving the organization with respect and gratitude during exit interviews, it makes the rest of the employees feel positive about their workplace. This in turn, helps them to stay centralize and happily engaged at work (Randhawa, 2007).
DeleteAccording to Heinz ( 2019 ) Measuring employee engagement also helps ensure that your efforts are yielding real results. Simply put, you need to know how well your strategy is working. Because it’s influenced by multiple variables, engagement levels are prone to fluctuate as new team members are onboarded, processes are implemented and your workspace evolves. Furthermore there are several measuring methods
ReplyDelete(a) Use an Employee Engagement Survey
(b) Hold one-on-one meetings
(c) Hold small group discussion
(d) Conduct exit interviews
(e) Conduct "stay" Interviews
Exit interviews are conducted for those employees, who want to leave the organization. The significance of the exit interview is to ascertain the reasons behind leaving the job. There are several reasons for which the employees leave jobs, such as, transfer to another location, health problems, promotional opportunities in other organizations, the availability of rewards and incentives in other organizations, family issues and so forth ( Kapoor, 2018).
ReplyDeleteExit interviews are a great way to identify trends in why people leave . Every year a significant part of human resources in different organizations leave the organization for various reasons, including resignation or dismissal, and this is one of the biggest and most important human resource risks. It is interesting to note that based on Gallup studies, on average, about 51% of employees organizations are thinking about a new job. In fact, 50% of employees devote part of their energy efficiency to something other than their current job. Now imagine some of them doing what they set out to do and leaving the organizations. According to a study in the United States, between 16% and 213% of a person's annual salary and benefits must be spent to replace a similar person. That is why one of the most important indicators of the performance of the human resources department is the same rate of dismissal. One of the most effective ways to reduce rates is to conduct out-of-service interviews. An exit interview will help you when employees resign, if the organization has a problem. However, it is difficult to force them to state the real reason for leavin (Gallup , 2015).
DeleteShuck’s (2011), identified four main approaches to defining engagement, which can also be utilized when exploring measures of engagement:
Delete• The Burnout Antithesis Approach
• The Needs-Satisfying Approach
• The Satisfaction Engagement Approach
• The Multidimensional Approach.
Engaged employees care for the company, they’re not simply working for salary and promotions but they also work effectively and efficiently for the growth of the company. Online employee engagement activities have become the most popular topic for leaders and HR professionals, because of the pandemic conditions. Filled with unique fun virtual entertaining games that help employees connect with others
ReplyDelete