It’s an unfortunate fact that employee engagement isn’t where it should be. This isn’t just a problem in the U.S. – research from Gallup found only 13 percent of employees are actively engrossed in their work worldwide. Getting employees involved in the business leads to a happy, healthy staff, better work and increased productivity. It makes sense that every organization should strive to increase engagement.
This brings about a question, however. How does a business determine the engagement level of its employees? Goal setting software helps businesses see who is most invested, and using these solutions with the following employee engagement metrics gives company leaders a true understanding of employee attitudes.
The Number of Employees Who Meet or Exceed Their Goals
Engaged employees do more than the bare minimum. They don’t simply show up for work and plug away – they work hard to reach the goals they’ve set and strive to go beyond them.
Businesses should have their employees set specific, measurable achievements they’d like to reach during their careers, then work with them to establish objectives and key results so these goals align with the business. Then, managers and executives can look back periodically and see how many employees have met or exceeded their personal ambitions. If many of them haven’t, that could be a sign of dissatisfaction in the workplace. However, it’s not a good idea to rely on this assumption alone. Business leaders should consult their employees individually to see if there were extenuating circumstances as to why certain goals weren’t met.
How Employees Feel About the Feedback They Receive
Ongoing performance management utilizes frequent check-ins and conversations for employees to ask questions and reassess their goals. It’s also a time for them to receive feedback from their peers and managers. While providing such feedback is important, what’s even more critical is how employees use it. Do they think their managers are offering helpful tips, and do they put these ideas into action? Or do your employees forget about their feedback the next day or leave check-ins thinking they didn’t receive any useful information? The answers might surprise you, even if managers tend to give positive feedback. As the Harvard Business Review noted, managers hate giving negative reviews. Employees, on the other hand, prefer to hear it so long as it helps them improve.
“Knowing how employees feel about their feedback helps management become better communicators.”
Knowing how employees feel about their feedback helps management become better communicators. You can have an open, honest and ongoing conversation with your employees, encouraging staff to provide feedback back to the company. Additionally, managers can ask about previous remarks during future check-ins.
The Number of Employees Who Have a Positive Feeling About Work
Employees generally don’t complain about their jobs directly to their managers, which can leave companies blindsided when they leave due to dissatisfaction. Having your staff publicly comment on how they feel about their jobs is a little anxiety-inducing, but your company can create an anonymous poll to see how they feel and what their reasons are.
Employee engagement is not a simple concept, but it’s something every business needs to understand. By learning how your staff feels about their goals, feedback and work experience as a whole, you’re better positioned to create an effective environment that makes them engaged and productive.