According to Robinson et al., (2004)
Measuring employee engagement is a challenging venture since it is an activity
that requires to assets human feelings and their emotions. These types of
surveys help to identify the level of engagement of each employee and it leads
to evaluate the relationship engagement and business results. The findings from
such surveys often provide critical information on the effectiveness of HR practices
of the organization and provide insights on where changes are needed (Vance,
2006).
According to Vance (2016), the below are
some of the key areas that the statements on an engagement survey should cover:
1.
Pride in employer
2. Satisfaction with employer
3. Job satisfaction
4. Opportunity to perform well at
challenging work
5. Recognition and positive feedback for
one’s contributions
6. Personal support from one’s
supervisor
7. Effort above and beyond the minimum
8. Understanding the link between one’s
job and the organization’s mission
9. Prospects for future growth with
one’s employer
10. Intention to stay with one’s
employer
Due to their simplicity and
effectiveness, many organizations chose surveys as their method of gauging
employee engagement. Other means such as focus groups and one-on-one interviews
would also be helpful in measuring employee engagement and diagnosing related
issues (Armstrong, 2009).
Video 3 : How to Measure Employee
Engagement
Source : (Scott Wintrip, 2012)
In this video Wintrip (2012)
demonstrates about measuring Employee Engagement and explains the most
important 3 methods of measuring engagement,
1. Believes – According to Wintrip (2012), This about how we talk to people
and understand what do they believe and are they believe the company's headed
to the right direction do they believe is this the goofiest thing the company's
ever done.
2.
Buy-in - It is about how Employees put their actions where their mouth
is. Whether they do their words, and their actions align, or Employees are
saying one thing and do the same thing or saying one thing and doing another.
Questions on Employee Engagement Surveys Employees, in the fullest sense of the word, can choose the option of "strongly disagree, disagree, moderate, agree or strongly agree".
Figure 03 : displays a sample format for engagement survey along with the rating scheme.
Source: (Armstrong, 2009).
The first is about Reviewed and
introduced employee engagement and organizational commitment. Secondly, the
procedures and problems of the research method are discussed. Third, track the
quantitative results of the questionnaire. At last, In addition to research
conclusions, recommendations and limitation (Albdour and Altarawneh, 2020).
List of References:
Albdour, A. and Altarawneh, I., 2020.
Employee Engagement and Organizational Commitment: Evidence from Jordan.
INTERNATIONAL JOURNAL OF BUSINESS, [online] 19(2). Available at:
<https://www.craig.csufresno.edu/ijb/Volumes/Volume%2019/V192-5.pdf>
[Accessed 23 April 2020].
Armstrong, M. (2009). Armstrong's
handbook of human resource management practice. 11th ed. London: Kogan P0age,
P. 1019.
Robinson, D., Perryman, S. and Hayday,
S. (2004). The Drivers of Employee Engagement. 1st ed. Brighton: Institute for
Employment Studies, pp.13-20.
Scott Wintrip (2012) How to Measure Employee Engagement [online]. Available at: <https://www.youtube.com/watch?v=-C25UyC63Rs.>. [Accessed on 23 April 2020].
Psychological engagement includes the physical, mental, and emotional aspects which are concurrently employed and expressed when performing one’s job role (Kahn, 1990). Three main measures of engagement have been developed by authors & they are: May, Gilson and Harter’s (2004) psychological engagement measure; Rich, LePine and Crawford’s (2010) job engagement measure and Intellectual Social Affective (ISA) engagement measure by Soane, Truss, Alfes, Shantz, Rees and Gatenby’s (2012).
ReplyDeleteThank you for your comment! I would agree that there are many different directions in which the measuring employee engagement could be done however, the 10 key areas covered by Vance (2016) provides a comprehensive listing. An employer may chose to include more questions on their employee engagement questionnaires, on certain elements they want to specifically focus on.
DeleteAccording to SHRM Some best practices in survey design include seven key principles.
ReplyDelete1.Keep it short and simple
2.Avoid "double-barreled" items
3.Involve employees in design and analysis
4.Ask the right questions.
5.Questions to limit or avoid.
6.Use neutral statements
7.Ensure anonymity and confidentiality of responses
Thank you for your comment, Janaka! While I agree that the factors listed above can influence the engagement levels of an employee, I also believe an organization should have HR practices that makes sure that an employees age, race, gender and seniority do not play a role in how the employee is treated in the organization. As discussed on my blog post, it's crucial that an employee engagement survey captures those factors so that the responses can be analysed in order to diagnose any issues (Robinson et al., 2004).
DeleteEngagement can be regarded as having three overlapping components: motivation and commitment and organizational citizenship behavior (OCB) as defined below. Work or job engagement is also associated with job satisfaction (Armstrong, 2014).
ReplyDeleteThanks Ranga. According to Robinson (2006), employee engagement can be achieved through the creation of an organisational environment where positive emotions such as involvement and pride are encouraged, resulting in improved organisational performance, lower employee turnover and better health.
Delete
ReplyDeleteMeasuring employee engagement can be a challenging task. The most commonly used tool for measuring employee engagement is an employee engagement survey. These surveys help gauge the intensity of employee engagement (Vance, 2006).
Hi Malinga, thank you for your comment. I agree, by diagnosing the issues early via engagement surveys and various other tools, organizations have the opportunity to implement corrective action plans and turn things around swiftly.
DeleteAccording to Heinz ( 2019 ) Measuring employee engagement also helps ensure that your efforts are yielding real results. Simply put, you need to know how well your strategy is working. Because it’s influenced by multiple variables, engagement levels are prone to fluctuate as new team members are onboarded, processes are implemented and your workspace evolves. Furthermore there are several measuring methods
ReplyDelete(a) Use an Employee Engagement Survey
(b) Hold one-on-one meetings
(c) Hold small group discussion
(d) Conduct exit interviews
(e) Conduct "stay" Interviews
Thank you Madura! While I agree that the factors listed above can influence the engagement levels of an employee, I also believe an organization should have HR practices that makes sure that an employees age, race, gender and seniority do not play a role in how the employee is treated in the organization. As discussed on my blog post, it's crucial that an employee engagement survey captures those factors so that the responses can be analysed in order to diagnose any issues (Robinson et al., 2004).
Delete
ReplyDeleteMeasurements are effective because the "what to focus on" performance dashboard, the "balanced scoreboard" is a prime example, trying to ensure that all the key factors that contribute to the success of an organization related to its performance are measured. Financial customers and employees. A performance indicator that represents the extent to which employees are engaged can constitute a useful headline measure for the “employee” section of the dashboard or scorecard.(Nursalam, 2016 and Fallis, 2013)
Hi Madura, Adding some more points on your comment, By motivating the employee in financially and non financially automatically stimulate to work. Hence organization benefits with higher productivity. Motivated employee creates a loyal customer where the loyal customer tends tom increase the bottom line profit for the organization.
DeleteStudies have found positive relationship between employee engagement and organizational performance outcomes: employee retention, productivity, profitability, customer loyalty and safety. Researches also indicate that the more engaged employees are, the more likely their employer is to exceed the industry average in its revenue growth. Employee engagement is found to be higher in double-digit growth companies. Research also indicates that engagement is positively related to customer satisfaction (Coffman, 2000; Ellis and Sorensen, 2007; Towers Perrin Talent Report, 2003; Hewitt Associates, 2004; Heintzman and Marson, 2005; Coffman and Gonzalez-Molina, 2002).
ReplyDeleteEngaged employees work effectively and efficiently for the organization And the technology adds more fun to the employee engagement and the team-building of the employees. As employees are virtually connected with each other through digital platforms. Driving online employee engagement activities could be one of the most important factors for the organizations
ReplyDelete