Measuring Employee Engagement

  

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.

3.     Behaviours - This explains how a behaviour changing over time, when measuring the the engagement level and if it goes low and behaviours increase you see noticeable evidence that the organisation seeing a more engaged employee.

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].