12 QUESTIONS TO MEASURE EMPLOYEE ENGAGEMENT
People are our greatest asset, yet it is somewhat surprising how many business owners and leaders, don’t engage employees and more so, see them as an expense and the very seats they sit in as an asset????
According to Gallup’s – 87% of organisations cite employee engagement as their biggest challenge
As a business owner, leader or manager, ask yourself one question –
“How often have I made the time to sit with my employees, to listen and discuss, what it is that they need in order to enable them to do what they do best every day”
Measuring employee engagement is, vitally important to staff retention, ensuring a happier workforce, improved performance, alignment with the goals, values, vision, mission of the organisation and creating a culture of inclusiveness. If the measure of engagement is correctly applied, it will serve as a proactive warning system alerting the organisation to any causes of dissatisfaction or reasons why goals are not being met, before they find themselves in a space of “disengagement”
Companies/organisations need to be mindful that they do not on-board employee engagement programs/surveys, purely for employee engagement sake, as this does not serve its purpose, becomes meaningless and is not sustainable.
When your workforce is fully engaged, you will encounter an increase in productivity and a decrease in turnover of staff. Bear in mind that any time spent, where your employees feel unclear, unfocused or unhappy, is time that could otherwise have been utilised to accomplishing the task at hand. An engaged workforce can mean the difference between the success or failure of the organisation.
With the rapid pace of change in the world, organisations are slowly carrying out surveys at more regular intervals as opposed to the normal annual survey. These frequent surveys are referred to a “Pulse Survey’s”, where continuous feedback, ensures an accurate and actionable review on engagement.
Gallup’s designed an employee engagement questionnaire that allows both manager and employee to have a conversation that focuses on “the things I need to get the job done”, positively impacting on the culture of the organisation, with ‘performance’ at the center.
EMPLOYEE ENGAGEMENT QUESTIONNAIRE (rating of 1-5 with 1 “low” and 5 “high”)
- I know what is expected of me at work
- I have the materials and equipment I need to do the right job
- At work I have the opportunity to do what I do best every day.
- In the last 14 days I was acknowledged for doing good work
- My Manager/Leader, seems to care about me at work
- My development of knowledge and skills is encouraged
- My opinion seems to count
- The Vision and Mission of the company makes me feel my job is important
- Everyone at the company is committed to quality work
- I have someone I can confide in at work
- In the past 6 months, someone has spoken to me about my progress
- In the last year, I have had opportunities to grow
The most important part of measuring employee engagement is, “What happens after you have measured?”
Leaders in business have to invest time with each employee, to discuss the outcomes of the questionnaire, put a set of actionable steps in place and make sure there is scheduled follow up to measure progress. This is vital to assessing areas for improvement, with regards to programs and performance from both the organisation and/or the employee, ensuring effective engagement.
There is an approach to employee engagement, the “other half of the equation”, the missing piece of the puzzle, one that has been overlooked and could very well have a huge positive impact on business.
Watch next the follow up blog to find out “What is this missing piece?”