Most employers believe that measuring employee engagement is an integral indicator of business performance. However, the rest of them believe otherwise and consider it non-essential. In his article, Bernard Marr talks about the positive and negative aspects of measuring employee engagement and its perception in the business world.
A Better Insight
Engaged employees are motivated and efficient. They care about the company’s success as much as their own and strive to uplift the spirits of others. Measuring employee engagement gives you an idea of how motivated and focused employees are and how they plan to perform their duties. When undertaken properly, it highlights what spheres of the company could be improved that would directly affect the productivity and relations of the enterprise.
General Approach and Its Flaws
Marr asserts that there are companies who believe in a generic measurement of employee engagement, favoring standard tools such as annual employee surveys. Companies should start with goals and progress to measure employee engagement from there. Once you know what you aim to measure, you can develop the metrics and indicators to answer your questions.
Another problem that lies with employee engagement measurement is that it is being put to use in a highly irregular manner. Companies cannot identify the trends in employee engagement and take adequate, swift actions if the engagements are measured and analyzed once a year. Short pulse surveys should be initiated and regulated to better understand the workforce, their ambitions, working style, and more.
Click on the link to read the full article:How Do You Measure Employee Engagement? The Good, The Bad and The Ugly | Bernard Marr