The Only Employee Engagement Metrics That Matter

By Jacob Shriar

the only employee engagement metrics that matter

When organizations get started measuring employee engagement, it can quickly become overwhelming.

How do you know what to measure? Is one metric more important than the other? Is asking employees how happy they are enough? These are the types of questions you’ll ask yourself.

In our research, based on decades of academic research on employee engagement, we found that there are 10 metrics that you need to look at.

We’ll go through each of them, explain why they matter, and what you can do to start monitoring them consistently.

Before that though, two important points to highlight.

  1. One question that always comes up when starting to measure is about benchmarking. The best advice we can give about benchmarking is that while industry benchmarks are important, you should put more focus on improving yourself. Always work to improve yourself and compare yourself to your own previous month.
  2. Another question that’s bound to come up in the process is how often to measure. There’s no hard rule here but you want to measure frequently. The more frequent, the better, because you want to have the most accurate and complete data possible.

The 10 Employee Engagement Metrics You Should Measure

For an employee to be truly engaged at work, there needs to be many things that are taken into account. You can’t only look at happiness or only look at the relationship with the manager.

Some of these metrics are more important than others. For example, it’s more important for your organization to offer opportunities for growth than free fruit.

Here are the 10 metrics you need to measure.

  1. Personal Growth

    This is one of the most important (if not the most important) metric to be tracking. Employees want growth, in every sense of the term. They want more money, more responsibility, more credit, more autonomy, etc.

    Not only should your organization be measuring this frequently, but this should be at the root of your performance management. The number one goal of every manager should be to ensure the development and growth of each member of their team.

    Question to ask employees: Do you feel like you have enough opportunities for growth?

    Pro-tip: Follow up this question (and all others) with a “why”. Get to the root of the problem.

  2. Happiness

    Happiness is an important metric to be tracking, but where a lot of organizations go wrong is that they only measure happiness. While it’s good to know how happy your employees are, you’re likely missing out on a lot of information if that’s all you’re looking at.

    You know the old saying, happy workers are busy workers. The research shows that they’re 12% more productive, so it’s worth it to invest in happiness.

    You’ll likely find out that what employees really want to make them happy are free things, things like more work-life balance, more autonomy, exciting projects to work on, etc.

    There will be times when something is going on in the personal life of an employee and their happiness will be out of your control. That’s perfectly normal, in those situations simply offering to listen Go to the full article.

    Source:: Business 2 Community

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