If you can not measure it, you can not improve it.” Lord Kelvin
At times, we are only aware that our weight has shifted when we put on our clothes. Whether it’s a looseness or tightness, we conclude that our weight has changed. If we want to know exactly how our weight has shifted, we get on a scale for an accurate evaluation, then we decide, do nothing, or change the way we eat or exercise to return to the way we like our clothes to fit.
So too with #EmployeeEngagement. (See this article for a definition) As leaders, we may unaware of the level of employee engagement. While the reactions, the behaviours or the utterances of staff may be strong indicators of their level of engagement, the only way that leaders can determine if employees are engaged and the extent of their engagement, is to measure it, via an employee engagement survey.
Why do you measure anything? Why do you measure your weight?
Measurements assist us to :
- Establish where we are and have a common understanding- I weigh x pounds. I am over/ under or at a comfortable weight.
- Understand what is needed or not needed- I do not need to do anything. I need to lose/ gain weight.
- Establish what is considered normal/ standard – For my weight, age, height and lifestyle I need to stay the same, gain/ lose weight.
- Predict outcomes – If I maintain/ change my diet and exercise routine, I will stay the same/ gain/ lose weight
- Indicate what we need to fix – I don’t need to fix anything, I need to eat more/ less.
The same with the #EmployeeEngagementSurvey. The #EngagementSurvey is a measuring tool whose results:
- Provide an objective evaluation of engagement
- Communicate the employee’s emotional and mental involvement
- Give clues about what is needed to further engage employees.
- Indicate how well the business outcomes are being met
Surveys can be internally designed and conducted, though some companies prefer to use a third party.
Regardless of who is designing the survey, the company needs to establish:
- What is being measured ( See article on engagement vs satisfaction)
- The relevance of the measurements to business outcomes
- The trust that will be placed on the survey
How does your company measure employee engagement?
Maxine Attong is an Organisational Development Consultant, Coach, Speaker and Author. Check out my website www.maxineattong.com to learn more about me.
P.S. Save the date – March 15,2017. Breakfast seminar: Maximising Human Capital in the New Economy.