There is real incentive to raise employee engagement levels. Beyond the obvious benefits of having motivated, loyal workers, employee engagement can help increase your return on investment (ROI). In fact, studies show that improving engagement correlates with improving performance.
In “Engaging for Success: enhancing performance through employee engagement,” a report prepared for the U.K. government, researchers conducted a global survey with over 664,000 employees, ranging in size and industry.
The best thing about engagement is that it empowers employees while also helping your business. Contact Employer Flexible for materials to gauge your employees’ engagement level and to start strategizing today.
Employees’ reasons for working have a considerable impact on their workplace performance. The goal with any engagement strategy should focus on getting employees invested in their work, instead of using distracting motivators like harsh penalties for failure or rewards for the number of accomplished tasks. These motivators shift focus away from the work itself. This does not mean incentives cannot be used, but they should be paired with strategies that make employees feel personally rewarded by their work.
First, every organization should assess its current engagement level. This can be done in a number of ways but should include employee feedback for the best results. Download the HR toolkit and consider using any of the following strategies to get started:
- Engagement Scorecard: use the free scorecard to evaluate how your company is doing regarding building engagement.
- Engagement Survey: Use the free engagement survey to poll your employees for their feedback on ways to improve engagement.
Measuring Employee Engagement
An employee engagement survey is a great starting place for any workplace strategy. Many consulting firms offer such surveys, but you can also create and conduct one on your own. In order to be effective, it is important to examine all aspects of the workers’ jobs, environment and involvement with the organization. This includes employees’ opinions on management, direct supervisors, co-workers, employer-employee communication, opportunity for advancement, job characteristics and HR policies.
Don’t overthink it, the survey does not have to consist of many questions. Your goal is to get a pulse with information you can use to work on. The following are a few questions you can ask in creating a survey. There is also a longer version ready for your use.
The following are sample questions to help you get started in creating an engagement survey:
- Do you know what is expected of you at work?
- At work, do you have the opportunity to do what you do best every day?
- Do you receive recognition or praise for a job well done?
- Do you have a positive relationship with your immediate supervisor?
Conducting any survey is useless without taking action based on the results. By identifying areas that are hindering employee engagement, your company can focus on improving those areas to strive toward a more engaged, productive and profitable workforce.