Why measure employee engagement?

Measuring employee engagement is now just as important as measuring financials. Think about your passion in life. How do you know this something is your passion? What characteristics make it your passion?

Why measure employee engagement?

When asked, people most commonly list three defining characteristics of passions: they could do it every day, it energises them and people forget time when they’re doing their passions. To the skeptics it may sound strange, but some people feel the same way about their work as people feel about their passions.

5 factors of successful employee engagement surveys

Bringing passions into the workplace

At Effectory International we refer to people who are passionate about their work as engaged employees and yes, they do exist. Only 27% of employees in Europe are engaged and passionate in their work. Yet the likelihood of you not feeling the same about your work is high; almost three quarters of employees in Europe aren’t engaged at work.

Imagine the benefits for organisations if employees brought their passions into the workplace.  Imagine the effect this would have on output and imagine how people bringing their passions to work would pan out.

Human side of business engagement e-book

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The thing about the above is that we don’t have to imagine. What we’ve learnt is that engaged employees are more enthusiastic, productive, passionate and happier at work.  In an ever more competitive environment, engaged employees take organisations to higher levels of performance, greater agility and are more innovative.

Measuring the human side of business

Engagement in Europe at a glance

Engaging employees in multinationals

Why measure employee engagement?

The classic saying goes “You can’t manage what you don’t measure”. In recent years, there’s been a growing call by some HR influencers for organisations to end their obsession with measuring. So why measure engagement?

The first point we raise when asked is do you really know how engaged your employees are? And can you quantify it? Perhaps managers do know and have a pretty good idea, but often they don’t.

If companies are to be truly competitive, waiting for the quarterly or yearly financials to plan action is too late. In today’s fast paced world measuring the traditional KPIs is no longer sufficient. There is no doubt that they still remain important, but organisations also need to know what is happening with employees and their engagement in work. Business today is too fast paced to rely solely on hard figures.

Why engagement surveys should focus on teams

Organisational performance

We know employee and customer engagement are good predictors of organisational performance. If you really care about the financials and numbers, invest in measuring employee engagement and taking action to increase it. Passionate employees take better care of their customers, and as a result customers are likely to increase their spending with the company. In other words, passionate employees increase a company’s value.

Alongside the hard side, companies also need to know the soft side and any issues employees are facing. Without it, they are operating in the dark. Employee engagement surveys shed light on the human side of organisations and have now become an essential part of a manager’s toolkits.  Engagement surveys allow organisations to get insight into their heart beat; the employees. Further, they allow managers to see how employees are doing, and to see what aspects are barriers to high performance.