How to measure employee engagement
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Craig Thomas
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How to measure employee engagement

4th July 2018

If you are investing time and resources in improving employee engagement within your business then you will want to measure the success of your initiatives. But how do you measure something as intangible as engagement? How do you assess the impact of your engagement initiatives in order to modify, grow and develop further initiatives accordingly?

 

Employee engagement surveys

The simplest way to find out whether employees feel engaged is to ask them. The employee survey is the diagnostic tool of choice for numerous organisations, from the largest multinationals to small innovative enterprises. It could explore a number of different ideas in terms of how employees feel about the business and their role in it, including:

 

  • How committed an employee is to the vision of the business and how much they believe in what it makes or does
  • Whether they are willing to go the extra mile for the business
  • What they see as being a team player and whether this conforms to the reality of how they behave
  • The level of pride that an employee feels towards the business that they work for
  • Whether an employee believes that the business they work for enables them to perform at their best

 

Examples of measures of engagement currently in use

  • IES Engagement Survey - Uses 12 attitudinal statements on topics such as organisational commitment, and respondents mark their level of agreement from 1 to 5.
  • Gallup Workplace Audit - Employs 12 questions that tackle topics such as understanding what is required from a role and recognition and praise.
  • Towers Perrin Rapid Engagement Diagnostic Survey - Looks at nine factors that may truly define engagement to help businesses identify what drives engagement in an individual organisation and where intervention could produce change.
  • Utrecht Work Engagement Scale - Uses three scales that measure the three constructs of vigour, dedication, and absorption, as these are defined as the characteristics of engagement.
  • Workplace Insight Tool - Analyses responses to look for a correlation between employee engagement and "areas which can be targeted for change".

 

Job satisfaction vs. employee engagement

It's important to ensure you're measuring the right concept during this process. Job satisfaction is often equated with employee engagement. However, there is a subtle, but important distinction between the two.

 

Employees can be satisfied in their job but may not be making a positive contribution in terms of innovation, creativity and productivity, which would indicate that they are not engaged.

 

While engagement can predict satisfaction and other business outcomes, satisfaction is often not directly related to performance and business outcomes (Bizzard, 2004).

 

Improving employee engagement

Feedback from surveys provides valuable insights for employers looking to understand and measure employee engagement. It's only when this feedback is acted upon that it can start to contribute towards improvement too. So, a crucial part of improving engagement levels will be translating the results of a survey into action.

 

If employee engagement in your business is simply not living up to expectations we can help. At Active, we design reward and recognition programmes that can positively impact employee engagement within the business. Contact us today to find out more.

 

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Other articles in this series

What is employee engagement and what can it achieve?

How demographic factors affect employee engagement

Where to focus your efforts to improve employee engagement

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