The Essential Guide To Employee Engagement

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The Essential Guide toEmployeeEngagement

Engaged employees:your secret weaponIt’s easy to see why so many organizations are focusedon employee engagement. Engaged employeeslook forward to coming to work, know their jobresponsibilities, and understand how their effortscontribute to the success of the organization.When employees are engaged, theyhelp their organizations outperform thecompetition in profitability, brand perception,and even stock performance.Although most organizations know employeeengagement is important, many are unsure how toimprove it—or even measure it. Annual employeeengagement surveys can be cumbersome andlose relevance quickly. But a modern approach toemployee engagement can help your organizationtake action and turn your team into a powerfulforce for consistent, positive change.Here you’ll learn about the core elements of asuccessful employee engagement program.

The Essential Guide to Employee EngagementMeasuringEmployeeEngagement

The Essential Guide to Employee EngagementMeasuring employee engagement can be a challengein many organizations. An employee’s level ofengagement depends on different factors, such as: Relationships withmanagers and peers Opportunities for personaland professional growth Meaningful workA thoughtful approach to measuring employee engagementhelps ensure an organization successfully navigateschallenges and gets the most value out of the process.

The Essential Guide to Employee EngagementCreating aMeasurement StrategyMany organizations already conduct employee engagementsurveys—but probably not frequently enough. Or theymay not use the results to take steps towards actionable,timely improvements. In fact, many organizations stillmeasure employee engagement only once a year. Someorganizations fall into bad employee engagement habits,like being overprotective of engagement data or applyingone-size-fits-all solutions to complex problems.

The Essential Guide to Employee EngagementWhat are pulse surveys?The most effective employee engagementstrategies use short “pulse” surveys togather data frequently and quickly.These online questionnaires typically include small, manageable setsof survey questions employees can answer in just a few minutes.Regular data collection has several benefits. It: Reveals the state ofemployee engagementacross the organization Uncovers opportunitiesfor improvement Enables quick responseto address problem areas

The Essential Guide to Employee EngagementWhen should you pulseyour employees?Surveys can be scheduled monthly, quarterly, or atwhatever frequency makes sense for your organization.The important thing is to follow up consistently to learnwhether your efforts to increase employee engagementare working or if your strategy needs adjusting.Sync your surveys withyour business strategyJust as important is to align your employee engagementmeasurement strategy with your business strategy. Forinstance, if the success of your enterprise depends onproviding superior customer service or ensuring a safe workenvironment, your employee engagement measurementstrategy should incorporate those concepts. Your employeesare key to meeting those goals, and we know that engagedemployees positively affect business outcomes.

The Essential Guide to Employee EngagementPulling in the right stakeholdersInvolving the right stakeholders in your measurement strategy is criticalto your success. You’ll need people from across your enterprise to getinvolved in designing, administering, and taking meaningful actionbased on the input. You will also rely on multiple colleagues to determineand implement the next steps for your employee engagement program.

The Essential Guide to Employee ExecutivesHRManagersEmployeesBuy-in and collaboration from theHuman Resources traditionallyManagers take ownership of theYour employees are at thec-suite are critical to the successleads the employee engagementprocess, facilitating ongoingheart of any engagementof any employee engagementsurvey process. They shouldconversations and a two-wayprogram. Their open, honestprogram. Executives providedrive the survey design andapproach to improving employeeresponses are what will driveinput to the measurementchampion positive change basedengagement. They see surveyreal improvements across thestrategy so that it aligns withon results. HR leaders will coachresults as a catalyst—not aorganization. Leaders mustbusiness priorities. Theyexecutives to be role models andreplacement—for ongoinglet employees know that theiralso become role models ofbuild managers’ capabilities. Thedialogue with their teams. Theyvoices will be heard and actedcommunication, accountability,HR team can also promote theknow their teams well and haveon, making a positive impact onand feedback, therebyprogram across the enterprisea good understanding of whatthe organization. This includesempowering their employeesto ensure everyone knowsmatters to them. Overall, yourencouraging their anonymousto make change happen.what is happening and when.managers consider employeefeedback, communicating surveyengagement vital to yourresults to them in real time, andorganization’s performance.promptly making improvementsin response to their feedback.This approach sets up employeesfor feeling a shared ownershipin making improvements.

The Essential Guide to Employee EngagementSetting accurate benchmarksSuccessful employee engagement strategies also incorporatebenchmarks. While external benchmarks can serve as a point of referenceto help your organization determine how it compares to your peersby industry, geography, or size, internal comparisons become muchmore useful over time. Why? They’re better at helping you identifyand make incremental improvements in the areas that matter most.

The Essential Guide to Employee EngagementInternal benchmarksInternal benchmarks help you track what you’reFor example, if one of your goals is to retain your employeesamidst a hyper-competitive market, and you know careerdevelopment is a key driver of retention, you’ll want to look athow your internal teams are doing compared to one another toMarketingCA R E E R D E V E LO P M E N Ttrying to accomplish as an organization.Engineeringextract best practices to promote career growth and learning.Over time, you can also understand how your teams are trendingand whether targeted actions to increase career-developmentopportunities are having an impact. By using internal benchmarks,you can understand how employees perceive career developmentand their likelihood of staying with your organization.20 1 820 1920 20TIME

The Essential Guide to Employee EngagementExternal benchmarksOverall, use external benchmarks with caution.or may not be relevant or achievable.To continue with the example of growing and retainingyour workforce, an external benchmark may be helpfulCompetitor #1TA L E N T AC Q U I S I T I O NBasing action on an external comparison mayCompetitor #2Competitor #3to see how you’re likely to fare at attracting talent againstcompetitors. If you compete for talent mostly within yourown industry (like financial services, for example), you willwant to keep your external benchmark within the industry.Otherwise a global benchmark across industries willlikely be more useful because it will show you how yourpractices stack up to a broader set of organizations.20 1 820 1920 20TIME

The Essential Guide to Employee EngagementAnalyzingEmployeeEngagementData

The Essential Guide to Employee EngagementFinding the real diamonds in the rough happens with properemployee engagement data analysis. It is the “when” and“how” of employee engagement data analyses that determineif you find valuable treasure in your data trove.The ‘when’ for employeeengagement data analysisThere is a growing trend toward replacing the annual employee surveywith pulse surveys. This faster, more frequent, and short survey approachis intentionally designed to be conducted every few months.Pulse surveys offer a nearly real-time glimpseinto the health of the organization.They enable managers to understand team sentimentand pinpoint issues early, rather than months—or evena year—after conditions may have worsened.

The Essential Guide to Employee EngagementThe ‘how’ for employeeengagement data analysisThe key to employee engagement effectiveness lies infinding the right insights from data that lead to meaningfulaction. Automatic analysis of pulse data immediatelyhighlights strengths and opportunities according to theprimary drivers of employee engagement, such as jobalignment, sense of purpose, or opportunities for learningand growth. Managers and executive leadership can thenslice and dice the data by different attributes, includingbusiness unit, tenure, location, or performance rating,while protecting individual employee confidentiality.To unlock the full value of engagement-survey data,organizations should combine it with employee data fromHR systems, as well as information from enterprise resourceplanning (ERP) systems, into a single platform that supportsbroad, ad-hoc analysis. This holistic view enables businessesto connect employee engagement data to the factors theycare about most, such as performance and profitability.Managers also play a critical role in employeeengagement data analysis. They can look at howorganizational decisions, internal programs, and their ownactions affect employee perceptions over time, and gainpowerful insight into employee motivation and morale.

The Essential Guide to Employee EngagementQualitative vs. Quantitative DataIncluding both quantitative (scores, rankings, etc.) and qualitative (narrative)components in your employee engagement surveys will ensure well-roundedfeedback. Because open-ended comments may number in the thousands atlarge organizations, transforming such a large set of unstructured data into ameaningful story can seem daunting. That’s why many organizations tend tofocus only on the numbers, missing the “why” behind the scores, as well assuggestions for improvement.Innovations in analytics technology, such as artificial intelligence (AI) andnatural language processing (NLP), are helping organizations overcome thisobstacle.Not only does NLP analyze a large volume of open-ended employeecomments quickly, it also helps translate employees’ thoughts andfeelings into insights with context.This analysis leads to better insights. NLP even isolates prescriptivecomments so leaders can zero in on employee suggestions. The result:Organizations can both make their pulse surveys shorter, improving theemployee experience, and also truly understand employee sentiment,helping them to take effective action.

The Essential Guide to Employee EngagementTaking Actionto ImproveEmployeeEngagement

The Essential Guide to Employee EngagementSoliciting feedback from your employees is an obvious firststep, but what’s most important is how your organizationresponds to that feedback. Forward-thinking organizationsare using a range of tactics to take insights to action.TMAnalytics software company FICO takesthe pulse of the organization quarterly, thenleverages that data to implement immediatechanges. Intuitive dashboards give managersreal-time insight into their teams, helpingto identify and resolve engagement issuesthat had previously gone unnoticed. Byintroducing new programs and initiativesbased on the recommendations from surveydata, FICO has seen an 11% increase inengagement and five quarters of a steadydecline in undesired employee attrition.At DISH Network, employee surveys showmanagers which issues are most importantto their teams’ engagement levels—suchas career, recognition, and work-lifebalance. This was especially useful aftera recent acquisition and the restructuringof select business units. In addition, anaction-planning system for managersrecommends employee improvementplans based on an individual team’s score.Ancestry, best known for helping peopleunderstand family histories, uses pulse surveysto help leaders and managers discover theneeds and engagement of their employees.Managers can uncover new opportunities aswell as roadblocks to productivity, collaboration,and innovation. Then, managers can use thatinsight to ensure employee happiness andsuccess, even as the organization continuesto innovate at lightning-fast speed.

The Essential Guide to Employee EngagementReimagining thepost-analysis action planOne thing FICO, DISH Network, and Ancestry have in common is that they take action on their employee feedback.The key to their progress? They recognized that in order for actions on feedback to be effective they have tobe integrated into the flow of work. You can do this by rethinking how you invest your time.Here are some key behaviors of a simple, agile strategy for taking action:Share feedback more frequently.Make adjustments and learn together.Timely, relevant data informs important business decisionsSometimes an attempt for improvement doesn’t move the needle.and priorities, and allows managers to build habits throughEvaluate what’s working and what’s not, and course correct along the way.repetition. If they only get feedback annually, they have to relearn interpretation and conversation skills every 12 months.Reduce the time between feedback and action.Create a simple check-in process.Help teams collaborate and hold each other accountable. Thiscan be a 30-minute check-in when the results come out and 10Get the data in the hands of managers as soon asminutes on the weekly team agenda to keep it alive. The key ispossible so they can get started working on it.to not just talk about action when survey results come out.Focus on one impactful shift at a time.While well-intentioned, action plans can easily become packedwith activity and long in duration. These heavy action plans aredaunting and lose steam quickly. Instead, identify one meaningfulstep you can make to address the problem at hand. Take the step,keep feedback and conversations going, and shift again.

Are you ready tostart your employeeengagement program?When you have an effective employee engagement program,the result is an environment of continuous improvementthat leads toward positive incremental change.Clearly, employee engagement is good for business, but thereis no one-size-fits-all strategy. Gaining a better understandingof what your employees need is the surest path to success.Contact us to learn more about how the Glint employeeengagement platform is helping companies gather,measure, analyze, and improve employee engagement.Contact Us

force for consistent, positive change. Here you’ll learn about the core elements of a successful employee engagement program. The Essential Guide to Employee Engagement . The Essential Guide to Employee Engagement At DISH Network, employee surveys

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