not sure how to measure engagement? start with the outcomes
There’s no doubt that increased engagement drives results – Gallup has found that high levels of engagement can lead to a 20% or better boost in productivity and profitability. And with less than 25% of Australians actually engaged in their jobs, it’s easy to see why it’s become a priority.
But how do you actually measure engagement in a way that is effective and meaningful? Traditionally – it’s a once a year survey where more often than not, employees are asked to rate their own engagement. Hardly objective. So how do we gather real, objective and measurable data on how engaged a team actually is?
If you’re starting on the journey to transform your culture – one of the quickest and easiest ways to get a feel for your teams engagement levels comes from simply looking for the outcomes (or lack thereof) of engagement.
If there is low engagement, some of these elements might already act as pebbles in your shoe:
- Do team members voluntarily and without comment stay back or put in extra hours to resolve issues, problems, or complaints?
- What is participation like in voluntary or ad-hoc meetings and projects?
- What are your retention and turn-over rates?
- What is the period for average years of service?
- How many days has it been since your last work-related injury?
- What’s your Employee Net Promoter Score?
These proxy questions can be a good starting point to give you a feel for the behaviours associated with engagement.
How did you go? If the questions above touched on something that is keeping you awake at night, drop me a line at trudi[at]faculte3.com.au and we’ll connect you with some useful tools and resources.
Image credit: Getty