Measuring Employee Engagement and How It Effects Everything!

Posted on Posted in MMM

Measuring Employee Engagement and How It Effects Everything!

(Volume 3, Issue 31)

For our guests to have the best experience possible, our employees must be engaged. The more engaged, the better they perform their tasks. Moreover, engaged employees are in turn happier when interacting with our guests. Gallup is on the leading edge of employee engagement research and has identified twelve distinct elements of employee engagement. As leaders, we have the power to improve employee engagement in three distinct phases:

PHASE ONE:  Measure Engagement.

Many organizations measure employee engagement regularly. They survey their employees at periodic intervals and then publish the results. Leaders then come together, identify the areas of opportunity, and then strategize for ways to improve. You can survey your own employee engagement by developing questions that are based off of the following 12 elements:

The Twelve Elements of Employee Engagement

  1. I know what my boss expects of me.
  2. At work, I have the materials and equipment I need to do my work right.
  3. I'm given the opportunity to do what I do best every day.
  4. Somebody at work recognizes and praises me when I do good work.
  5. At work, somebody cares about me as a person.
  6. Somebody at work encourages my development.
  7. My opinion counts for something.
  8. I am connected to the mission of the Company.
  9. The people I work with are as committed to doing quality work as I am.
  10. I have a best friend (or someone that I care about) who works with me.
  11. Somebody at my work talks with me about my progress—and they do it often.
  12. I am given the opportunity to learn and grow at work.

PHASE TWO:  Take Action.

It doesn’t matter how your employees rate on engagement if you aren't planning to do anything about it. If you ask your employees about their work environment and they tell you that the break room is too small, you better be prepared to act. Consequently, you might remove some walls to open the space up a bit. Put in a window. Let in some light. However, if you don’t plan to do anything about the issue, you shouldn’t ask the question in the first place. Taking action means reviewing the metrics and doing something to improve engagement where it is the lowest.

PHASE THREE:  Communicate What You’ve Done.

When you resolve an engagement-related issue, tell your employees about it. Celebrate it. Make sure they all know what you did and why. Then, ask them what else you can do to improve engagement elsewhere. They will trust you a lot more (and thus, share more) once they start seeing results. When you create open lines of communication with your employees, you can accomplish anything.

“There are only three measurements that tell you nearly everything you need to know about your organization’s overall performance: employee engagement, customer satisfaction, and cash flow.”

Jack Welch