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What is it that keeps your employees coming back to work each day? Is it their paychecks, flexible work schedules, or an opportunity to grow within the firm? Employees today are looking for more than just a 9 to 5 job, they want to be excited about their workplace, involved in their work, and create relationships with their colleagues. Companies often miss the core related issues in employee engagement because they assume engagement is linked solely to compensation. At the end of the day, whether you are an employee or a customer, people want to be recognized and appreciated, they want to build connections, they want to be a part of something bigger than themselves, and this is how it can be done.

Motivation Matters: How to Improve Your Company's Overall Employee Engagement


 

Measuring Employee Engagement

It is great when companies try to improve employee engagement and even better when they measure it. Measurement is the first step that companies must take before they can implement meaningful efforts to improve engagement. Using the following metrics will provide your company with an assessment of your employees:

 
Employee Satisfaction Survey

Creating a confidential survey will allow your employees to leave honest opinions about the company’s environment. This survey will measure how valued your employees feel. Examples of these questions can be:

  1. How meaningful is your work?

  2. How challenging is your work?

  3. In a typical week, how often do you feel stressed at work?

  4. How well are you paid for the work you do?

  5. How much do your opinions about work matter to your coworkers?

  6. How often do the tasks assigned to you by your supervisor help you grow professionally?

  7. How many opportunities do you have to get promoted where you work?

  8. How likely are you to look for another job outside the company?


Turnover Rate

This metric tracks how many employees leave your firm, whether it be willingly or involuntarily. To calculate your turnover rate you take the total number of terminated workers and divide it by the total number of employees within a specific time segment.


Revenue Per Employee

This metric will allow you to see how much revenue each employee has brought into the company. To calculate your revenue per employee, you will divide the annual company revenue by the average number of full-time employees.



Empower Employees

Employees want to be the reason for their teams' achievements. Managers should allow their workers to take responsibility for their work and their choices. Enable workers to self-govern their judgment in your company and grant them to do the job on their terms. This will allow your businesses’ revenue to grow and a way to see the growth capability with each employee.



Evaluate Your Manager

Most employees do not like their job or leave their job due to their managers, not the company. A manager should be able to communicate with its employees and guide them on how they can improve their work skills. Your company can do this by providing more manager training on soft skills. This will give your firm valuable feedback from its workers, reduce the turnover rate of employees and lower hiring cost.



Listen to Your Employees

Allow your employees to feel as if they are in a safe environment in their workplace. This will enable them to provide anonymous feedback and insight about your business. If your employees know that their input is vital, they will be honest about their thoughts and concerns.


Employee engagement is more than a fun ping pong table in the office, free lunches, or being able to work from home. When companies implement strategies to improve employee engagement, workers will be able to provide higher productivity, retain customers, reduce staff turnover, and make more profit for the company. Most importantly engaged employees are happier and more successful in their work lives.

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