Employee Engagement - Revision history

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← Older revision		Revision as of 18:16, 20 January 2021
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	*Benchmark data gives you useful context for your survey results: When measuring employee engagement, it’s important to have internal year over year comparisons in your survey data as well as external benchmarks. “Benchmarks are great at giving you context,” says Dr. Jason McPherson, “For example, when you get a poor score on a particular survey question you can look at a relevant benchmark and see that your score is actually normal for most companies. The benchmark makes sure you don’t panic about the wrong things.” He explains that hitting the benchmark shouldn’t be your goal. “A common mistake people make is fixating on trying to hit the benchmark. It’s not necessarily important to get to 72% if you’re currently on 70%, particularly if that question or factor is something that your people don’t value that much. It’s more important to look at the data and the relationships in the data so that you can focus on the things that matter to your people.” Use benchmarks to provide context to your survey results, and make sure you’re using a diverse benchmark with reference to your talent pool.		*Benchmark data gives you useful context for your survey results: When measuring employee engagement, it’s important to have internal year over year comparisons in your survey data as well as external benchmarks. “Benchmarks are great at giving you context,” says Dr. Jason McPherson, “For example, when you get a poor score on a particular survey question you can look at a relevant benchmark and see that your score is actually normal for most companies. The benchmark makes sure you don’t panic about the wrong things.” He explains that hitting the benchmark shouldn’t be your goal. “A common mistake people make is fixating on trying to hit the benchmark. It’s not necessarily important to get to 72% if you’re currently on 70%, particularly if that question or factor is something that your people don’t value that much. It’s more important to look at the data and the relationships in the data so that you can focus on the things that matter to your people.” Use benchmarks to provide context to your survey results, and make sure you’re using a diverse benchmark with reference to your talent pool.
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		+	== Improving Employee Engagement<ref>How Can HR Teams Use Communication to Improve Employee Engagement? [https://socialchorus.com/blog/employee-engagement-key-to-company-success/ Social Chorus]</ref> ==
		+	When you improve employee engagement, you improve performance. Below are a few key steps to ensure better employee engagement and effective communication. Here are some key drivers presented by the report published by Gallup on employee engagement:
		+	*Develop clear internal lines of communication and execute the strategy effectively within the company.
		+	*Enable and promote better organization transparency through communication.
		+	*Effectively communicate business plans and strategies for every member of the team.
		+	*Encourage open lines of communication within the company between employees.
		+	*Recognize the efforts made by employees on various grounds and reward them well.
		+	*Use a workforce communication platform to integrate your communication channels (intranet, email, mobile app, etc.) to target, personalize, and measure your internal communications. This will help you understand how best to communicate with your employees on the channel of their choice, and will vastly improve your employee engagement.
		+	*Encourage your employees to use social media. More than 82% of employees believe that their work relationships, including communication, can improve greatly through social media channels.

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	HR can lead the charge to create an effective employee engagement strategy, but it needs to be embraced by the entire organization. There is a clear gap between the optimism of upper management and what middle managers experience with their teams. To understand the whole-organization picture, it’s essential to have an effective, multi-directional communication strategy in the organization. Effective communication is one of the most important factors that is most likely to bring company success. Organizations that thrive are able to articulate and communicate what success looks like – as individual employees, teams and departments, and the company as a whole. This increases engagement organization-wide.		HR can lead the charge to create an effective employee engagement strategy, but it needs to be embraced by the entire organization. There is a clear gap between the optimism of upper management and what middle managers experience with their teams. To understand the whole-organization picture, it’s essential to have an effective, multi-directional communication strategy in the organization. Effective communication is one of the most important factors that is most likely to bring company success. Organizations that thrive are able to articulate and communicate what success looks like – as individual employees, teams and departments, and the company as a whole. This increases engagement organization-wide.
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		+	== Types of Employee Engagement<ref>What are the different types of employee engagement? [https://www.insperity.com/blog/employee-engagement/ Insperity]</ref> ==
		+	Employees fall under one of three categories of engagement:
		+	*Engaged – The employee believes in the business, wants to improve their work and the work of those around them, is willing to do what it takes to help the organization succeed and is motivated by their leaders. Efficiency and enthusiasm are the hallmark traits of an engaged worker.
		+	*Disengaged – The employee does little more than the bare minimum, exhibits little passion for their job and sees work as an exchange of time for a steady paycheck. Disengaged workers are often engaged workers who’ve lost their enthusiasm for one reason or another.
		+	*Actively disengaged – The employee dislikes their job and makes that misery known wherever they go, spreading negativity across the organization and often dragging operational efficiency down with them.
		+	Engaged employees often become your company’s high performers – those who are self-motivated, innovative, proactive and are eager to learn new skills. Studies have shown that these valuable achievers can deliver as much productivity as four average employees. A bonus is that these employees are often your company’s best ambassadors, speaking well of your business. On the other hand, disengaged employees will cost your company. A Gallup poll estimates actively disengaged employees cause U.S. companies between $450 – $550 billion in lost productivity per year. Actively disengaged employees can cost the business owner even more. Their negative attitudes impact overall productivity, lower company morale or may even scare away talent from joining your team.

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-'''Measuring Employee Engagement <ref>How to measure employee engagement [https://www.cultureamp.com/blog/what-is-employee-engagement/ Culture Amp]</ref>'''<br />
+== Measuring Employee Engagement <ref>How to measure employee engagement [https://www.cultureamp.com/blog/what-is-employee-engagement/ Culture Amp]</ref> ==
 The simplest and most accurate way to understand and measure employee engagement is by using an employee engagement survey. Because employee engagement is an outcome, you can use a survey to ask questions about different factors that affect it to see what’s most impactful. That’s what an engagement survey can show you – what’s driving employee engagement in your unique organization. Here are five things you should know before measuring:
 *It takes more than one question to understand employee engagement: Because of its complexity, engagement is best understood through a series of questions in a survey rather than a single question. Culture Amp’s Chief Scientist, Dr. Jason McPherson says, “In general, statisticians agree that well-constructed, multiple-item indicators are more reliable and tend to provide better external validity than single-question metrics.” In other words, asking a handful of questions on a specific topic will give you a more reliable and clear picture of what’s going on rather than just asking, “How satisfied are you at work?” The Employee Net Promoter Score (eNPS) was long regarded as the go-to metric for measuring employee engagement. The eNPS typically consists of a single question about whether someone would recommend their company as a great place to work. While this is valuable information, recommendation on its own doesn’t capture everything about engagement. It’s important to get a holistic view of what different factors influence engagement so action planning is based on the whole picture and relevant data.
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-'''Benefits of Employee Engagement<ref>What are the Benefits of Employee Engagement? [https://www.quantumworkplace.com/future-of-work/what-is-employee-engagement-definition Quantum Workplace]</ref>'''<br />
+== Benefits of Employee Engagement<ref>What are the Benefits of Employee Engagement? [https://www.quantumworkplace.com/future-of-work/what-is-employee-engagement-definition Quantum Workplace]</ref> ==
 *Increased employee productivity: Research shows engaged employees are 17% more productive than their peers. They’re more likely to work diligently and expend discretionary effort in their jobs.
 *Higher employee retention: Engaged employees don’t have a reason to look elsewhere for work. Engaged employees turn over less often because:
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 *Decreased workplace injury: Engaged employees are more aware of their surroundings and can focus on the task at hand. Research has shown that 70% fewer safety incidents occur in highly engaged workplaces.
 == References ==
 <references/>

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 According to a 2017 Dale Carnegie study, "Just 26% of leaders surveyed say that [employee engagement] is a very important part of what they think about, plan, and do every day. Another 42% say they work on it frequently, and the rest only occasionally, rarely or never."
 == References ==
 <references/>

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	'''What Employee Engagement is not!'''<ref>What employee engagement is not [https://engageforsuccess.org/what-is-employee-engagement Engage for Success]</ref><br />		'''What Employee Engagement is not!'''<ref>What employee engagement is not [https://engageforsuccess.org/what-is-employee-engagement Engage for Success]</ref><br />
	Employee engagement cannot be achieved by a mechanistic approach which tries to extract discretionary effort by manipulating employees’ commitment and emotions. Employees see through such attempts very quickly and can become cynical and disillusioned.		Employee engagement cannot be achieved by a mechanistic approach which tries to extract discretionary effort by manipulating employees’ commitment and emotions. Employees see through such attempts very quickly and can become cynical and disillusioned.
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		+	== Definitions of Employee Engagement<ref>7 Definitions of Employee Engagement [https://decision-wise.com/7-definitions-of-employee-engagement/ Decision-Wise]</ref> ==
		+	If you search for “definition of employee engagement,” you’ll come up with a seemingly unending list of definitions from consultants to multinational corporate conglomerates—and everyone in between. Here’s a selection of some definitions:
		+
		+	“The emotional commitment the employee has to the organization and its goals.” Kevin Kruse, Forbes Contributor and NY Times Best Selling Author
		+
		+	“The art of getting people to believe what you want them to believe.” Jim Whitehurst, CEO of Red Hat
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		+	“Emotional connection an employee feels toward his or her employment organization, which tends to influence his or her behaviors and level of effort in work-related activities.” Business Dictionary
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		+	“A business management concept that describes the level of enthusiasm and dedication a worker feels toward his/her job. Engaged employees care about their work and about the performance of the company, and feel that their efforts make a difference.” Investopedia
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		+	” Employee engagement is the emotional attachment employees feel towards their place of work, job role, position within the company, colleagues and culture and the affect this attachment has on wellbeing and productivity. ” HR ZONE
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		+	“An emergent and working condition as a positive cognitive, emotional, and behavioral state directed toward organizational outcomes.” Michael Shuck and Karen Wallard

← Older revision		Revision as of 13:20, 20 January 2021
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	*Engagement with The Organization: measures how engaged employees are with the organization as a whole, and by extension, how they feel about senior management. This factor has to do with confidence in organizational leadership as well as trust, fairness, values, and respect - i.e. how people like to be treated by others, both at work and outside of work.		*Engagement with The Organization: measures how engaged employees are with the organization as a whole, and by extension, how they feel about senior management. This factor has to do with confidence in organizational leadership as well as trust, fairness, values, and respect - i.e. how people like to be treated by others, both at work and outside of work.
	*Engagement with "My Manager": is a more specific measure of how employees relate to their direct supervisors. Topics include feeling valued, being treated fairly, receiving feedback and direction, and generally, having a strong working relationship between employee and manager based on mutual respect.		*Engagement with "My Manager": is a more specific measure of how employees relate to their direct supervisors. Topics include feeling valued, being treated fairly, receiving feedback and direction, and generally, having a strong working relationship between employee and manager based on mutual respect.
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		+	[[File:Employee Engagement.png\|500px\|The Components of Employee Engagement]]<br />
		+	source: Custom Insight

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 '''Employee Engagement''' is the emotional commitment the employee has to the [[Organization|organization]] and its [[Business Goals|goals]]. This emotional commitment means engaged employees actually care about their work and their company. They don't work just for a paycheck, or just for the next promotion, but work on behalf of the organization's goals.<ref>Definition - What Does Employee Engagement Mean? [https://www.forbes.com/sites/kevinkruse/2012/06/22/employee-engagement-what-and-why/#61241d927f37 Forbes]</ref>
-'''What employee engagement is not!'''<ref>What employee engagement is not [https://engageforsuccess.org/what-is-employee-engagement Engage for Success]</ref>
 Employee engagement cannot be achieved by a mechanistic approach which tries to extract discretionary effort by manipulating employees’ commitment and emotions. Employees see through such attempts very quickly and can become cynical and disillusioned.
-'''Employee Engagement Drivers<ref>What Drives Employee Engagement? [https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/sustainingemployeeengagement.aspx SHRM]</ref>'''<br />
+== Components of Employee Engagement<ref>Components of Employee Engagement [https://www.custominsight.com/employee-engagement-survey/what-is-employee-engagement.asp Custom Insight]</ref> ==
 Extensive research has been conducted to determine the factors that influence employee engagement levels. The research has indicated that there are both organizational drivers and managerial drivers. In today's digital age, less person-to-person interaction and increasing on-demand technology from chats and texts to social media updates and news feeds, is eroding employee engagement.
 *Organizational Drivers: Some of the research identifies organization wide drivers of employee engagement. Quantum Workplace (the research firm behind the "Best Places to Work" programs in more than 47 metro areas) has identified six drivers of employee engagement that have the greatest impact:
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-'''References'''
+== References ==
 <references/>

← Older revision		Revision as of 13:06, 20 January 2021
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	'''Employee Engagement''' is the emotional commitment the employee has to the [[Organization\|organization]] and its [[Business Goals\|goals]]. This emotional commitment means engaged employees actually care about their work and their company. They don't work just for a paycheck, or just for the next promotion, but work on behalf of the organization's goals.<ref>Definition - What Does Employee Engagement Mean? [https://www.forbes.com/sites/kevinkruse/2012/06/22/employee-engagement-what-and-why/#61241d927f37 Forbes]</ref>		'''Employee Engagement''' is the emotional commitment the employee has to the [[Organization\|organization]] and its [[Business Goals\|goals]]. This emotional commitment means engaged employees actually care about their work and their company. They don't work just for a paycheck, or just for the next promotion, but work on behalf of the organization's goals.<ref>Definition - What Does Employee Engagement Mean? [https://www.forbes.com/sites/kevinkruse/2012/06/22/employee-engagement-what-and-why/#61241d927f37 Forbes]</ref>
		+
		+	'''What employee engagement is not!'''<ref>What employee engagement is not [https://engageforsuccess.org/what-is-employee-engagement Engage for Success]</ref>
		+	Employee engagement cannot be achieved by a mechanistic approach which tries to extract discretionary effort by manipulating employees’ commitment and emotions. Employees see through such attempts very quickly and can become cynical and disillusioned.