What does employee engagement mean to you? Do your employees seem very satisfied? Is the number of your senior employees increasing every year? Are your employee turnover rates below industry average? Great! Keeping this information aside, do you also look at the growth momentum of your sales? Or your customer satisfaction rates? What do your productivity metrics say? Are your answers to the last three questions consistent with your feelings about satisfaction? This is where employee engagement measurements are important.
Don’t overlook these two points:
1. Employee satisfaction does not always mean engagement. There are millions of employees who are satisfied with all their conditions but do their job just for the sake of doing it.
2. Your employees, whom you think are satisfied, can leave when they find a job that will make them a little more satisfied. Engagement plays an important role at this point.
What does employee engagement and disengagement mean?
High employee engagement, in its simplest definition, refers to an employee’s willingness to do his job and his involvement in his job. Employees with high levels of commitment do their job well and even desire to do more. They take initiative, solve problems, discover healthy shortcuts, and are creative and innovative. They help create and maintain a positive culture in the workplace.
On the other hand, an employee who is not committed to his job, his employer and his team represents the opposite of all these positive data. Their lack of motivation is contagious, negatively affecting the team and all results.
A large group of people, whom we call neither connected nor unconnected, works to get through the day. They can be unattached at any time and can be connected if you take the right steps. When you look at the latest data from Gallup, you will see the following:
23 percent of employees globally feel high employee engagement. They take pride in their work, take ownership of their performance, and tend to go the extra mile for their teammates and customers. 59 percent of employees are neither engaged nor disengaged. They fill a seat and wait for the hours to pass. Their productivity is minimal, but they feel much more exhausted and stressed than engaged employees.
The 8 percent of employees who are disengaged literally take actions that harm the organization. They are far from being in harmony with their teams and leaders. The bridge between employee and employer has already been destroyed and this causes crises in every field.
Why should employee engagement be measured in real time?
Real-time measurement increases businesses’ ability to instantly react to employees’ emotional and professional needs. Methods such as pulse surveys can detect problems, dissatisfaction, and needs among teams that were not noticed in a timely manner. Instant feedback allows managers and human resources to make quick and effective decisions. This applies not only to solving problems, but also to recognizing successes and positive developments.
With real-time measurement, a dynamic communication channel is created within the organization. Thanks to this channel, employees’ voices are louder and a more harmonious relationship can be established between their ideas and company policies. By constantly measuring employee engagement, businesses can take proactive steps to increase performance and job satisfaction. In this way, instead of just taking a snapshot of employee engagement, it is possible to watch and direct it like a continuous movie.
As a result, real-time measurement methods enable employee engagement to be addressed in a sustainable and strategic manner. This contributes to companies remaining competitive in the long term, increasing market share and reinforcing a positive company culture.
Why is it important to measure employee engagement on a regular basis?
Solving problems before they escalate
There is usually a human factor behind the growth of problems and their reflection on sales, delivery dates and customers. Monitoring the roots of problems in real time ensures that problems are eliminated before they grow or even occur.
Building sensitivity and trust
Employees and leaders need feedback to continue to improve and move forward. Feedback is a reciprocal process and occurs through communication. Continuous and open feedback enables leaders to ask better questions, especially regarding the company’s mission and vision. Employee engagement analyzes meet this need and create insight by getting answers to the right questions.
Meaningful communication opportunity
Thanks to employee engagement analysis, you prevent disconnection and include them in meaningful communication. You learn more about your employee’s concerns and see their commitment to the organization.
Opportunity for Improvement
Real-time employee engagement measurement surveys allow you to get a snapshot of employees’ feelings and thoughts. The answers you receive will be used as data in the construction of the next steps. It helps you make wise decisions.
Building a positive atmosphere
Asking for feedback, asking for their thoughts, focusing on emotions, and at the end of all of this, saying “We heard you and corrected these points”… What could be more important for building a positive atmosphere?
What questions should you seek answers to?
Moodivation’s employee engagement surveys contain a detailed set of statements. In addition, the set consisting of 20 statemests that we use for periodic measurement which allows you to analyze the feelings and thoughts of employees in 11 drivers and make data-oriented planning and take action.
Sense of belonging to the company
• I would recommend my company as a good place to work.
• I’m ready to go the extra mile when needed.
• I feel like I belong here.
Internal communication
• Communication in my company is inclusive, constructive and transparent.
• My colleagues respect and welcome opinions that differ from their own.
Fair business environment
• The decision-making process in my company is fair and equitable.
• Everyone is always treated fairly in my company.
Finding work meaningful
• I find the work I do meaningful.
Manager
• I communicate easily with my manager.
• My manager gives timely and constructive feedback.
Recognition
• I know that when I do a good job it will be noticed.
• My contributions to my company are appreciated.
Team effectiveness
• My teammates and I are a good team.
• I always feel the support of my teammates.
Being autonomous
• I have enough freedom to decide how to do my job.
• I am satisfied with the flexibility of my work schedule.
Self-growth
• I have the opportunity to improve myself in my company.
• I see a way to advance my career in my company.
Employee well-being
• My company cares about my mental, physical and psychological health.
Work life balance
• I can balance my work and private life in my company.
Following this set of questions shaped by Moodivation’s experienced advisory board, detailed reports that can be accessed with a single click provide both broken down and overall analyses. Based on these comprehensive analyses, you can identify strengths in the workplace and identify opportunities for improvement, develop strategies based on the results, and take steps to further improve the workplace culture and work environment. You can contact us to develop a feedback culture in your company, conduct more comprehensive employee engagement research, and benefit from the knowledge and experience of Moodivation experts.