A linchpin of HR departments is the measurement of employee engagement. As we have discussed in our previous posts, it is necessary to deploy a series of metrics to know if we have engaged employees. These indicators are the points that engage employees. If the company improves them we contribute to create a company culture.
The so-called People Analytics is becoming increasingly important and is based on applying methodologies and techniques of data science to the area of human resources, in order to better understand the people in our organization and increase their level of satisfaction and productivity. To do this, it is essential to start in a simple way by collecting the opinion of employees. To find out how People Analytics can help you, see the interview with Eduardo Valencia, a reference on the subject.
Employee engagement measurement metrics.
Employee engagement can be encouraged but first we must know our starting point. If you want to know how to encourage employee engagement I leave you this link to the leading human resources consulting firm Michael Page.
The main metrics that measure employee engagement are the following:
1.- Understanding of company objectives/goals.
It is critical that employees understand company goals and the nexus between their work and the organization’s strategic objectives. Questions should seek to delve into whether employees do their work with their backs to the strategy or in what way they intentionally contribute to the strategy.
There is great value in knowing how employees perceive the company’s mission, values and direction. This helps with engagement and gives clear meaning as to why they are there.
2.- Engagement with peers.
The most engaged employees teach and learn from others. Employees should feel comfortable with other colleagues working alongside them. Feeling part of a team can have better effects on engagement and motivation.
Questions should probe whether employees are and see themselves as part of a collaborative team. Also, having a good relationship with management allows employees to work more easily and happily. There is an old expression that says “People don’t quit their job, they quit their boss”, so it is of great benefit to see how teams function in relation to their boss.
3.- Commitment to the work itself.
Measures knowledge of the job itself as well as interaction with the work of others. In short, satisfaction with the job he/she performs.
4.- Commitment to capabilities.
Capability consists of employee understanding, agility, relationships and expectations. The questions should check whether employees have the confidence to make use of the information as well as the work environment.
5.-Commitment to facilitated resources
Employees need to be satisfied with their environment and enjoy where they work. Employees need feedback, often managers rarely provide positive feedback.
6.- Commitment to professional growth and development in the company,
Employees want to grow inside and outside of their job. It is also important to know if employees are fully satisfied with their salaries and benefits. Lack of recognition is the main reason why people leave their jobs, decreasing the rate of job abandonment.
If you want to go deeper into the subject, consult the GallupQ12 model from the human resources consulting firm of the same name.
All these metrics summarize the evaluation of employee engagement. Through our ALLSWERS platform you will be able to measure the engagement of your employees through a methodology developed by proven experts in the field. Contact us and we will help you to have more engaged employees.
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