Performance Management: 4 Ways to Measure Employee Engagement
Building and maintaining a high-performing team is the key to innovation and success. So, it’s imperative to consistently check in with your people to ensure they are happily engaged in their work. According to Gallup, companies with high employee engagement experience as much as 17% higher productivity and 21% greater business profitability.
So, taking time to check the employee engagement barometer from time to time could have a significant impact on your bottom line. Here are a few ways to measure employee engagement in your workplace.
First, have a conversation
According to research from Gallup, “only 15% of employees who work for a manager who does not meet with them regularly are engaged; managers who regularly meet with their employees almost tripled that level of engagement.”
The most direct route to determining whether an employee is disengaged is to have a conversation. In many cases, just the opportunity to discuss the issues that are driving their disengagement is enough to help put an employee back on track.
Assess relationships with co-workers
Poor relationships among co-workers are often a side effect of employee disengagement. Whether it’s a single employee or an entire team, when ongoing conflict among peers goes unresolved, engagement takes a hit. It’s important for co-workers to trust one another and value each other’s contributions to the overall success of a project or team.
According to Globoforce’s Workforce Mood Tracker survey, 93% of workers “value the respect of work friends or colleagues,” and 89% said, “work relationships matter to the quality of life.” The report goes on to summarize these findings by stating that “as we spend more time at work, we are investing more, emotionally and professionally, in the relationships we make at work. They have become central to the quality of our lives.”
Ensure they are actively pursuing growth opportunities
Opportunities for employees to not only use but enhance their skillsets are vital to engagement and retention. So, if once growth-minded workers stop actively pursuing new avenues to build their expertise, it may be a sign that something is out of whack and they are disengaging from their work.
According to research from Gallup, “people who use their strengths every day are three times more likely to report having an excellent quality of life, six times more likely to be engaged at work, 8% more productive, and 15% less likely to quit their jobs.” Meaningful work that takes full advantage of an employee’s skills or helps them move their career forward helps ensure they stay focused and actively seek opportunities to build their experience.
Assess changes in physical health
Are formerly health-conscious employees starting to let their physical health slip? Whether it’s driven by stress or decreased motivation, disengagement at work may translate into real, physical symptoms for employees who have checked out. And with deteriorating physical health comes increased absenteeism which only puts a greater strain on other workers.
According to research from Quantum Workplace, employees are 14% more engaged when provided with “stress-relief breaks,” and 10% more engaged when they have access to healthier cafeteria/vending options at work. Health and wellbeing play a major role in employee engagement, so building a work environment that emphasizes healthier lifestyles can make a major difference in overall productivity.