Measuring employee engagement: the parameters to consider

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Why is measuring employee engagement important? For three main reasons

• Identifying problems as they arise
• Taking immediate action 
• Improving organizational goals alignment

First of all, make sure you have carefully check our previous article where we defined what is employee engagement. The first point we raise when asked is do you really know how engaged your employees are? And can you quantify it? Perhaps managers do know and have a pretty good idea, but often they are unable of measuring employee engagement.

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If companies are to be truly competitive, waiting for the quarterly or yearly financials to plan action is too late. In today’s fast paced world measuring the traditional KPIs is no longer sufficient. There is no doubt that they still remain important, but organizations also need to know what is happening with employees and their engagement in work. Business today is too fast paced to rely solely on hard figures.

Benefits of measuring employee engagement

Measuring employee engagement helps you to identify problems as they arise

Measuring employee engagement enables you to identify issues at all levels of your organization before they worsen. When you keep checking in with your employees and tracking your organizational temperature, you won’t be blindsided by problems that fester or escalate. 

Step #1: how to conduct an employee engagement survey

Taking immediate action

Problem solving isn’t the only area that requires action. Measuring employee engagement is also a manner of encouraging dialogue in a safe and trusting way that closes the gap between those at grassroots and leaders at the top.

6 key criteria to find the right employee engagement survey provider

When your people’s ideas and insight are given airtime, both employees and leaders can use them to take action in immediate, innovative, and cost-effective ways. Asking employees to share their experiences with customers or their ideas for process optimization, for example, leads to quicker business-wide improvements and growth.  

Improving organizational goals alignment

Measuring employee engagement is not the same as fostering a culture in which your employees are aligned and engaged. The former is a tool for creating the latter. Use your engagement survey to determine what your employees need to become more aligned with your organizational goals.

The best tips on how to improve employee engagement in your company

Ongoing, open feedback allows leaders to ask more relevant questions. Understanding how employees relate to your organization’s mission and vision will show you how to build trust and connection across the organization.

Employee engagement parameters

Employee engagement parametrs may vary from one organization to another. Nevertheless, in 2020 we saw a common pattern. The following four aspects are the most important parameters of employee engagement in 2020.

1. guiding leadership  
2. enhanced autonomy 
3. development opportunities 
4. role clarity 

Those four parameters are the main drivers of employee engagement and they determine how your engagement levels will vary.

How to measure employee engagement

We know employee and customer engagement are good predictors of organizational performance. If you really care about the financials and numbers, invest in measuring employee engagement and taking action to increase it. Passionate employees take better care of their customers, and as a result customers are likely to increase their spending with the company. In other words, passionate employees increase a company’s value.

Alongside the hard side, companies also need to know the soft side and any issues employees are facing. Without it, they are operating in the dark. Employee engagement surveys shed light on the human side of organizations and have now become an essential part of a manager’s toolkits. Measuring the success of employee engagement with Employee surveys allow organizations to get insight into their heart beat; the employees. Further, they allow managers to see how employees are doing, and to see what aspects are barriers to high performance.