Interested in Measuring Employee Engagement? Focus on the KPIs
Guest blog by David Mizne of 15Five:
We all know how important employee engagement is to a company’s success, but it can be surprisingly difficult to measure and even harder to improve. With businesses trying so many different strategies to build employee engagement, many managers and HR professionals are struggling to find where to start.
Fortunately, there are a few KPIs that can give you a clear idea of how well your employee engagement strategies are working. Using comprehensive performance management software makes it easier to track and measure these KPIs, so you can be sure you’re making the most of the data you receive.
Finding the right ways to measure and analyze your current employee engagement can provide the necessary first steps toward improving it Here are some key performance indicators you can begin monitoring today.
Attendance is an important factor in productivity and employee performance, and absenteeism typically indicates there is room for improvement in your approach to employee engagement. Building engagement will gradually lead to better employee attendance and even boost overall enthusiasm.
The most basic metric you can use to measure your employee engagement is the productivity of your employees. As the employee overall experience continually improves, so will the level of input across the workforce. If you notice lower productivity or sales, talk to your team to find out what needs aren’t being met.
Turnover and New Hire Failure
It’s only natural that the best companies to work for are able to attract and retain top talent, and having the most qualified employees puts the organization at a significant competitive advantage. But, low employee engagement can lead to high turnover rates and even push away is top new hires within the first ninety days.
If new employees are leaving too quickly, try to aim your focus on improving your onboarding process. A good onboarding process sets an employee up for success early on so they can begin adding value to the company much sooner. Turnover and employee engagement are directly related, so improving one will create a positive impact on the other.
Glassdoor allows employees to leave candid feedback about their experience at a company. These reviews often offer prospective employees with valuable information about an organization from an insider’s point of view.
Glassdoor is also a common platform for potential new hires to visit before making the decision to switch companies. Higher Glassdoor feedback scores can make the recruiting process easier and help you attract the best talent possible.
The most direct way to learn how your employee’s feel about the company is to ask them, yet many businesses ignore this valuable opportunity. You can do this by asking how likely they would be to recommend a friend or family member to apply with the company. These answers will share how employees feel about the company in a highly measurable way.
Many of the most effective employee engagement campaigns start with giving your employees a chance to provide meaningful feedback. Don’t allow bias to take over when gathering these insights. To get the most accurate answers, it’s important to allow input from employees at all levels of your business.
Developing better employee engagement is one of the best ways to increase overall performance throughout your company. But before you can begin building a stronger culture of passionate employees, you must first assess the current state of your company.
During team meetings, or even one-on-ones, remember to regularly ask for feedback, and use your performance management tools to gauge their level of productivity. By doing this, you’ll not only be creating the space for more vulnerability and transparency, but be able to gain important knowledge about your workforce and use it to make more informed decisions in the future.
David Mizne is Marketing Communications Manager at 15Five, continuous performance management software that includes weekly check-ins, objectives (OKR) tracking, peer recognition, 1-on-1s, and 360 reviews. David’s articles have also appeared on The Next Web & The Economist Blog. Follow him @davidmizne.