How to Track Your Employee Engagement as an HR Specialist
As an HR professional, you likely know that boosting employee engagement is among your top responsibilities.
Although you must coordinate with management and executives to implement specific strategies, you’re often expected to identify ways your employer can achieve this goal.
That is much easier to do when you know how engaged your employees are currently as a starting point. To effectively measure employee engagement, it helps to rely on certain Key Performance Indicators (KPIs).
While implementing a performance management system can make tracking these KPIs easier, the following are some of the more noteworthy factors HR must pay attention to when developing a strategy for engaging workers.
Don’t overlook the value of employee suggestions and feedback when determining how engaged workers are at your organisation. By providing employees with regular opportunities to describe how well (or how poorly) the company is supporting their needs, you can more accurately identify the major ways in which your company needs to change.
That said, these suggestions should be anonymous if your company culture doesn’t practice transparency. You want employees to be honest when providing feedback, and feel comfortable doing so. They may hesitate to respond openly if they’re concerned about being disciplined for giving their candid reviews.
Retention & Turnover
Turnover is expensive. When you lose an employee, the overall productivity of that team or department suffers. Other workers may need to take on additional tasks, and you will eventually need to find a replacement that requires proper onboarding.
The associated costs inevitably add up. In fact, one recent study indicates the average cost of turnover per individual employee is £11,865, and some professionals argue that number is even bigger.
These are unnecessary expenses you want to avoid. Thus, it’s important to regularly compare your employee turnover rate to the average rate of 17.8%.
Engaged employees are loyal employees. They don’t flee to other companies the moment an opportunity elsewhere arises. If your organisation’s turnover rate is equal to or higher than 17.8%, it’s a good sign you need to improve upon your engagement strategy.
Net Promoter Score
The Net Promoter Score (NPS) metric originally served to provide insights into customer satisfaction. However, it can be modified to measure employee engagement.
Distribute surveys to your employees. Ask them to rate, on a scale of zero to 10, how likely they would be to recommend friends or colleagues to work at your company. People who award rankings of nine and 10 are considered promoters, and are likely highly engaged with their roles. Anyone awarding a ranking below seven, on the other hand, is considered to be a detractor.
To calculate your NPS, subtract the number of detractors you identify from the number of promoters, then divide the result by the total number of respondents.
Interpreting your score is fairly simple. If it’s negative, it means your workforce is generally unenthusiastic about recommending your company to job-seekers. A positive score indicates an engaged workforce. Your goal should be to constantly achieve a higher positive score every time you distribute surveys.
Usage of Holiday Allowance
Employee absenteeism is an indicator of low engagement. If workers are consistently showing up late, or not showing up at all, they probably don’t enjoy their jobs.
However, that doesn’t mean you want employees to be in the office every moment of their waking lives. When measuring engagement, pay attention to how often your company’s employees actually use their allotted holiday days.
Failure to use holiday days typically means employees are working too hard. In the long run, they’ll burn out and become disengaged.
Empowering work/life balance plays a major role in promoting employee engagement. If people aren’t taking holidays, that means you need to adjust the company culture to ensure employees feel more comfortable doing so.
Some basic KPIs are still worth measuring when developing an engagement strategy. For instance, you know employee engagement is crucial because workers who are engaged with their jobs tend to be more productive than their disengaged coworkers. Thus, if productivity and profitability aren’t meeting expectations, employees probably aren’t showing up each day as their best selves.
This could be for several reasons. For example, some workers feel they don’t have access to necessary resources. This impacts both engagement and productivity. That’s why regularly collecting employee feedback is essential. To determine how your company can improve, you need to listen closely to each employee and learn what needs are not being met.
It’s worth noting that people who feel compelled to review former employers on Glassdoor may be more likely to leave negative feedback than positive. Someone who had a good experience working for a company might not necessarily feel inspired to go online and say anything about it.
In other words, don’t assume a poor review on Glassdoor means your organisation is an abject failure. You’re likely to get biased perspectives from this source.
However, these reviews should not go ignored. Glassdoor reviews can reveal specific complaints current and past employees have that need to be addressed. This is an easy way to determine how your engagement strategy can improve.
Business owners and HR professionals often find there’s an undeniable link between employee engagement and customer satisfaction. After all, engaged employees deliver quality work, which pleases clients and customers alike. By measuring customer satisfaction, you can indirectly measure employee engagement.
Be proactive about using these KPIs to your advantage. Having an engaged workforce gives your organisation a major edge over the competition, especially because so many companies are still struggling to keep their A+ talent around. Of course, in order to boost engagement, you need to understand every aspect of your current culture.
Once you have a keen understanding of your culture’s strengths and weaknesses, you can begin devising a strategy that delivers each of the needs of your workforce.
Remember that the job is never complete. Once you begin reaching your goals, adjust your strategy to remain agile and adapt to sudden changes in the market.