It is a fact; employee engagement is one of the key success factors for companies. Strategically relevant, engagement reflects the employee’s sense of belonging to his or her company through motivation, championing the company’s values, initiative-taking, and more. Even so, what are the indicators and mechanisms for measuring the level of employee engagement?<\/p>\n
Which indicators to use?<\/strong><\/p>\n First and foremost, HR managers rely on social indicators<\/strong>:<\/p>\n Of course, these two indicators must be placed in their proper context, taking into account the specifics for jobs and assignments, along with the company\u2019s strategy.<\/p>\n Performance indicators <\/strong>also provide valuable information on employee engagement, particularly:<\/p>\n <\/p>\n How to track employee engagement?<\/strong><\/p>\n Thanks to continuous formal or informal feedback,<\/strong> key information is transmitted regularly (weekly, monthly, etc.). The areas for improvement can be implemented quickly, with no need to wait for the indispensable annual interview. Even so, the interview remains a privileged moment between the employee and his or her manager, helping employees to take stock of their careers, to express their wishes and expectations on possible training, to evaluate their achievements, etc.<\/p>\n The questionnaires and\/or surveys<\/strong> can also be sent by e-mail or through an internal platform where each employee can:<\/p>\n All the data collected should be analysed to assess employee engagement and monitored regularly (fortnightly, monthly, etc.) to become a proper factor for improving HR services, while HR must be attentive to what employees are saying and adapt to their expectations whenever possible.<\/p>\n Finally, it is useful to analyse the quality of the employees\u2019 lives at work: are the conditions offered optimal?<\/p>\n <\/p>\n Reinforce employee engagement. Yes, it can be done!<\/strong><\/p>\n Measuring employee engagement involves the identification of the areas for improvement. In the current digitalization era for companies, there are numerous tools that can be used to reinforce engagement for each employee:<\/p>\n Generally, all these tools promote transparency and understanding of the assignments to be done. Employees feel involved and have a clear vision of what they have to achieve. But what other actions still need to be taken?<\/p>\n It is a fact; employee engagement is one of the key success factors for companies. Strategically relevant, engagement reflects the employee’s sense of belonging to his or her company through motivation, championing the company’s values, initiative-taking, and more.<\/p>\n","protected":false},"author":27,"featured_media":2642,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[344],"tags":[222],"class_list":["post-5702","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-talent-management","tag-leadership"],"yoast_head":"\n\n
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