12 METRICS THAT ARE PROVEN
TO HAVE THE BIGGEST IMPACT
ON EMPLOYEE ENGAGEMENT:
The
definition of employee engagement is the emotional commitment they
have towards the company, the company’s values and their mission, and are
able at the same time to enhance their own sense of well-being. According to a
report from a leading HR global consultancy, 85% of employees do not have
passion for their work and never contribute their full potential. Their
report also found that only around 20% of senior management is passionate about
what they do, which is an even bigger problem. Employee engagement gimmicks
like free lunch on Fridays can only take
you so far when it comes to engagement. Don’t make employee engagement a rocket
science or a high budget venture! get down to the basics they are easy and low
budget. Here are the 12 metrics that are proven to have the biggest impact on employee
engagement:
1. •Personal Growth
•How much autonomy employees have, if they’re
improving their skills to get better at their job, and if they believe in the
bigger purpose of the company. Meaningful work provides an opportunity for
people to keep knowledge fresh by using it constantly
2. Career Path and Clear Vision
Is this a dead end job? with the daily grind
going on till retirement or till I find a new job?..." This question
should never be in the mind of the member ...it kills all motivation
3. •Pride & Sense of Belonging
How much pride employees have for their work,
and if they’d be willing to recommend the company to friends and family. A
good question to ask your people is “...Does your work give you time to really
develop deep regenerative relationships with people inside and outside of your
organization”...because meaningful work creates time and space for you to
develop emotionally.
4. •Recognition & Reward
•Are employees being recognized for their
hard work? This covers both the quality and the frequency of recognition that
employees receive and give each other.
5. •Feedback on Performance
•Both the quality and the frequency of
feedback that employees receive and give each other.
6. •Team Climate
•How well colleagues know each other, how
often they communicate as well as the quality of the interactions that they
have.
7. •Relationships with Managers
•How well employees know the managers in the
company, how often they communicate with their manager and the quality of the
interactions that they have.
8. •Home-Life Balance
•How happy employees are both at work and at
home.Do they have unduly elongated hours of work (mostly avoidable)
9. Work Challenge:
Does the work give people a stimulus and fell
they are adding to their stock of competency ... and their market value of
their services will thereby rise
10. •Career Satisfaction
•How satisfied employees are with things like
compensation, benefits, and their overall work environment.
11. •Company Alignment
How well employees know the values and
mission of the company, and if they align themselves with those values. Do
your people think that the work they do
has a positive impact on the business?...because meaningful work enables you to
make a clear link in your mind between the tasks you perform and the broader
goals of the business.
12. Company's Growth Plans
No one likes to bet on a lame horse! And a
company limping because its in a industry recession or the industry is in a
sunset phase cannot really attract talent forget engage it
with best compliments
Dr Wilfred Monteiro
www.synergymanager.net
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