Measure Employee Engagement

Beyond the Annual Survey: How You Should Measure Employee Engagement

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64% of organizations only evaluate their employee engagement annually, according to Deloitte. That’s like setting a weight loss goal and then only weighing yourself once a year.  A simple, out of the box annual survey isn’t going to cut it.  Engagement is too complex. While there is no one right way to measure employee engagement, think about these non-traditional ways you can collect data to better analyze engagement.

1. Send frequent pulse surveys

Sending frequent pulse surveys to measure employee engagement can be a good way to get feedback on a consistent basis.  Think about it, engagement changes throughout the year.  You can see whether or not employees perceive your efforts as effective and how engaged they rate themselves to be over shorter periods of time.  Employees will mostly likely be using recent events as their guidelines when they answer, so you’ll be able to get a clear picture of what’s changing sooner.

2. Assess how the work day is spent

How much time are employees spending in meetings every week? Typically, you’ll see less engagement when there are lots of meetings on the schedule. Why?  Employees struggle to focus when days are jam-packed. Especially when there is less than a two-hour time window between meetings.  This might be a sign that employees are having a difficult time getting meaningful work done.

3. Measure work outside normal business hours

What are your employees doing after they leave the office? Logged hours and work outside of the office space is often a sign that your employees are dedicated to the company and invested in the work they’re doing. Be careful though- too much time logged after business hours could be a sign that your employees are close to burning out. 

4. Evaluate relationships within the company

Engagement tends to increase as employees spend more one-on-one time with their supervisors. This also allows the manager to periodically measure employee engagement.  Forming relationships with colleagues both above and below an employee on the ladder can expand the depth of an employee’s relationships within the company. Measure relationships among team members as well- how much time does an employee spend working with their team each week?

Of course, the amount of time spent in each of these situations will depend on the size of the company. An employee in a small company may have more interactions with upper-level managers than an employee in a larger company. Decide what levels of engagement you wish to see based on the size of your company and communicate these goals to your employees at all levels.

5. Quantify your customer success

Are your employees going above and beyond to connect with their customers? This is an excellent sign to commitment to their job – the employee enjoys the work so much he/she is willing to go the extra mile. A study by Washington State University showed that customer satisfaction is directly linked to employee satisfaction and financial success is directly linked to customer satisfaction.  Therefore, employee satisfaction is impacting your financial return.

What’s next?

You can monitor all of this data in real-time to identify areas that need improvement. Try to do full evaluations at least quarterly but keep track of data weekly.

After some time goes by, you’ll be able to see changes in engagement levels.   There’s no perfect formula for employee engagement but gathering frequent data paints a clearer picture of how your employees are performing.

Are your strategies are working or are they falling flat?  Ohana can help you communicate, connect, and measure the results.  Schedule a demo today!