Do you measure your employee engagement strategy?

Written by Geoffrey Isla on 10 June 2015

I only ask this because of a conversation I overheard last week. An employee didn't think it was an effective use of time. I disagree - benchmarking is thoroughly important in my view and not something that should be glossed over. Does this resonate?

Thanks,

Geoff

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ChrisOllieuz

Submitted on 11 June, 2015 - 09:26

Hi Geoff

My view is very much that if you don't measure the effectiveness you're likely to be wasting more time doing the wrong things.  I think not measuring can be an excuse for not wanting to commit to activities where someone is accountable.  Having said that, like all ROI, there is a point where it costs so much to measure that the payback isn't worthwhile, so always a balance.

Cheers

Chris

ThomasLileford

Submitted on 11 June, 2015 - 17:04

Agree with Chris, very much in the camp that measuring is important. If you don't measure, how are you going to improve? Balance is, of course, important. But stuff like surveys, communites and groups definitely have their value in my opinion. Probably a debate that will linger for years to come mind you.

All the best,

Thomas

MikeUdin

Submitted on 12 June, 2015 - 11:43

Hi Geoff,

Are you asking about measuring engagement or measuring the strategy you are using to create engagement? I would suggest only doing the latter if measuring engagement indicates there is a problem with some or all of the strategy itself. 

There is a clear and proven connection between leadership behaviour, employee engagement, productivity and business performance. You can measure any or all of these, but the decision to do so should be made as a strategic intervention. Your MIS or HR data should show some indicator that requires that strategic intervention, otherwise it might be seen an expensive indulgence (because "everyone else does it" or activity for activity's sake). 

Whatever you measure is not an investment yet, it's an investigation tool until you find something on which to take action. That action could be to celebrate success and thereby boost morale, increase engagement and improve productivity even further (ROI), or it could be to intervene to change and improve e.g. your engagement strategy which should result in increased engagement, improved productivity and better business performance (ROI). Then you celebrate success and thereby boost morale etc. in a virtuous ROI cycle.

We have a variety of tools and techniques to measure all of these so please get in touch if you would like to discuss any of them.

Kind regards

Mike

mike@theleadershipbusiness.co.uk 

 

 

 

 

GeoffreyIsla

Submitted on 15 June, 2015 - 16:36

Hi Mike,

I was actually referring to the first one, sorry should've specified. I'm mostly in agreement though.

Measuring employees’ engagement is challenging because it is based largely on employee perception, which is subjective. Surveys tend to be the standard but there are a few different tools I use too. Was just a question to gauge other perceptions and where people stand on this.

Thanks Chris and Thomas :)

Geoff

MikeUdin

Submitted on 16 June, 2015 - 15:50

Hi Geoff

Thanks for your reply. Yes engagement is most commonly measured by survey. I'm not sure what the problem is with subjective perception? Engagement has an emotional component that is therefore subjective and variable. If you are thinking about objective measures, survey findings can be cross referenced to behavioural indicators (HR metrics), and reviewed by sampling and interviewing  but only if and when necessary. I guess the key questions are "What are we measuring and why?" It also reminds me of the engineer's quote "If it's not broken, don't try to fix it". 

You have asked an interesting question and I do hope more people reply.

kind regards

Mike