Effective employee engagement is crucial for successful human resource management. It involves actively involving employees in the growth and development of the company, rather than simply having them passively accept orders from superiors. This is increasingly important in today’s business environment.
But what exactly is meant by employee engagement? Our key findings below!
What is Employee Engagement?
Measuring employee engagement is crucial for employers to understand the level of dedication and enthusiasm their employees have towards their work.
Highly engaged employees tend to be more dedicated, delivering better performance and results for the company. They view their work as more than just a means to earn a salary or bonus, but also as an opportunity to contribute to the growth and success of the organisation.
The Importance of Employee Engagement in Human Resource Management
High levels of employee engagement can bring numerous benefits to human resource management. Actively engaged employees tend to be more productive, eager to take on responsibilities, and committed to the company’s success. They are willing to contribute to projects and activities, particularly those that have the potential to bring significant profits to the organisation. Moreover, engaged employees tend to embody the company’s values and culture in their day-to-day work.
This increased productivity and enthusiasm can lead to faster completion of tasks and projects, allowing the company to achieve its goals more efficiently and effectively. Additionally, a company that prioritises employee engagement and development is more likely to be known and recognized in the industry.
6 Ways to Measure Employee Engagement
Measuring employee engagement is simple; you just need the right indicators. Use these six indicators below to make your assessment results more objective.
1. Number of Absences
Frequent unplanned absences can be an indication of low employee engagement. To accurately measure engagement, employers should consider more than just the number of leaves an employee takes in advance. Factors such as tardiness, or the number of times an employee is late for work in a month, should also be taken into account when calculating absenteeism.
2. Turnover Rate
A high turnover rate, defined as the number of employees who leave the company, can indicate a lack of employee engagement. When employees feel disengaged and disconnected from their work, they may choose to resign. Therefore, monitoring turnover rate can be an important metric for measuring employee engagement within an organisation.
Measuring employee participation is a straightforward way to gauge engagement. By observing which employees are actively engaged in meetings, whether they are weekly or monthly meetings, sharing sessions, or client meetings, employers can get a sense of who is invested in the company and its goals. Tracking participation in internal events and activities can also provide further insight into employee engagement.
4. Relations with Higher Ups
Measuring employee engagement can involve gathering feedback from managers on the employee’s level of involvement in the company. This can include assessing their willingness to communicate and collaborate with managers, their receptivity to direction and constructive criticism, and their initiative in seeking out performance evaluations. Employees who are actively engaged tend to spend more time with their managers, and often seek out opportunities to discuss their work and growth within the company.
5. Relations with Colleagues
Measuring employee engagement also involves evaluating their relationships with their co-workers. This can be done by assessing the way they interact with and communicate with other employees. A strong, positive connection with colleagues can increase trust and collaboration. Therefore, assessing the employee’s ability to build and maintain good relationships with their peers can provide valuable insight into their level of engagement.
Productivity can be measured by assessing the amount of work an employee completes within a certain period of time. One way to evaluate this is by monitoring their timeliness in completing tasks and meeting deadlines. Observing their activities in the office, such as their focus on work and avoidance of non-work related tasks, can also provide further insight into their productivity level.
6 Tips to Increase Employee Engagement
We’ve provided key insights into how employee engagement can be measured. Now, what can we do to improve employee engagement? Here are some tips:
1. Create a Scheduled FGD
Conducting regular focus group discussions (FGD) is a valuable tool for measuring employee engagement. FGDs provide an opportunity for employees to share their thoughts and feedback on their involvement in the company, and for employers to gain insight into areas where engagement may be lacking. By scheduling FGDs regularly, employees will feel heard and valued by the company. By actively addressing and finding solutions to any issues or problems that are brought up during the FGDs, employees will be more motivated to give their best performance and engage fully in their work.
2. Provide Career Development Opportunities
Employees will be more motivated if their career development is supported. This can be achieved through various means such as providing access to seminars and training programs, implementing a promotion program, and clearly communicating career advancement opportunities within the company.
3. Provide Communication Training
Effective communication is crucial for the success of any organisation. To ensure that managers and employees can communicate effectively, the company should invest in communication training. This will help employees understand directions better and perform at their best. It can also help prevent miscommunication that can negatively impact morale.
4. Give Appreciation
Show appreciation for your employees’ work. Recognition and appreciation are powerful motivators for employees. It doesn’t have to be elaborate, simple gestures such as saying “thank you” or “good job” can make a big difference in showing that their efforts are valued.
5. Provide Constructive Criticism
Provide constructive criticism when necessary. When an employee fails to meet company standards or violates company values, it is important to address the issue. Provide feedback on how to improve their performance. This approach will help them understand the issue and take steps to correct it, and it will also help to maintain a positive and productive work environment.
6. Introduce Social Gathering
Organise social events to foster team building and employee engagement. Social gatherings provide an opportunity for employees to relax and bond with their colleagues, which can help improve motivation and work performance. Plan regular events such as team building activities, company parties or off-site activities to help employees feel connected to the company and to each other.
In addition to the previously mentioned strategies, incorporating technology such as StaffAny’s smart timesheet can also aid in enhancing employee engagement in human resource management.
The automated multi-outlet consolidation and transparency feature of the tool allows employees to monitor their performance, which can help to keep them motivated and focused. To learn more about how StaffAny’s smart timesheet can benefit your organisation, reach out to us for further information here!