Leadership Coaching: How To Measure Employee Engagement
By Mike Krutza
Most often, companies that try to determine the level of engagement of their employees fall short of their target in terms of investment. They tried but the way they did it was not appropriate. The process and means of determining were not correctly followed and they missed the expected level of completeness. Leaders merely gave orders but didn’t look into the managing the right process, thus inaccurate results and wrong analysis were obtained.
What has been said is that, “We can only manage what we know” which means that things beyond our understanding is difficult to manage because it is likely to lead to failure. You therefore should use the right strategy to know what you need to know. Failure to do so only makes things worse.
Regardless of what you want to know you need to follow some guidelines:
- Know what you want to know. You want to know your employees’ commitment. To be able to do so, you must determine and identify the factors that concern your employee’s behavior towards their jobs. It’s important to know the necessary information then do the plan.
How do you carry out the process of knowing your employees’ engagement? Now that you know what the things are that you want to know, it’s time to formulate a process to gather data. You can ask your HR officer to create a form as a means to gather data about your employees.
Where do you base your data gathering? When creating a form or process, ask yourself about the bases. Is your data gathering tool based on the company’s vision, mission or organizational goals? Do you want to evaluate your employees’ skills, level of commitment and working behaviors? Devise a measuring tool for you to effectively determine and assess the results of your information gathering.
How do you implement it? This is the usual mistake of managers when it comes to measuring employee engagement. You have to know how to implement your plan effectively, How do you think your employees view it? Are they willing to cooperate? These are just a few things you have to consider.
Measuring the capacity of your employees is not a one shoot policy. You have to always consider the results and the way you handle them. Employee engagement is a vital principle and resource for the company’s survival. It is therefore valuable to measure the level of your employees’ engagement.
Mike Krutza specializes in executive coaching with individuals and teams. Visit Mike’s website here.