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Employee Engagement

Employee Engagement

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Published by schumifan
How to engage Employee
How to engage Employee

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Categories:Types, Reviews
Published by: schumifan on Jul 02, 2013
Copyright:Attribution Non-commercial


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What is Employee Engagement?






Employee Engagement Surveys
Ho me > Pr o d u ct s > E mp lo yee S u r vey > A rt icles > W h at is E mp lo yee E n g ag emen t ?





What is Employee Engagement?
Em plo y e e Enga ge m e nt D e finitio n

Employee engagement is the extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work.

Employee engagement is not the same as employee satisfaction.
Employee Satisfaction only indicates how happy or content your employees are. It does not address their level of motivation, involvement, or emotional commitment. For some employees, being satisfied means collecting a paycheck while doing as little work as possible. Measuring employee satisfaction and making changes to increase employee satisfaction will not necessarily lead to increased performance. In fact, the conditions that make many employees "satisfied" with their jobs are likely to frustrate high performing employees. Top performers want to be challenged and to challenge the status quo. They embrace change, seek out ways to improve, and want all employees to be held accountable for delivering results. By contrast, low performing employees often cling to the status quo, resist change, and avoid accountability whenever possible.

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How is employee engagement measured?
Employee engagement is typically measured using an employee engagement survey that has been developed specifically for this purpose. Employee engagement surveys must be statistically validated and benchmarked against other organizations if they are going to provide useful results. Without these things, it is difficult to know what you are mesauring and whether the results are good or bad. Engagement can be accurately measured with short surveys that contain just a few questions, but such short surveys can only provide an indication of whether employees are engaged. They have a hard time explaining why employees are engaged or disengaged because they lack detail. In order to get a complete picture of employee engagement, a survey needs to include about 50 to 80 questions that cover a complete range of topics related to employee engagement.

Components of employee engagement
There are two primary factors that drive employee engagement. These factors are based on statistical analysis and widely supported by industry research. Engagement with The Organization measures how engaged employees are with the organization as a whole, and by extension, how they feel about senior management. This factor has to do with confidence in organizational leadership as well as trust, fairness, values, and respect - i.e. how people like to be treated by others, both at work and outside of work. Engagement with "My Manager" is a more specific measure of how employees feel about their direct supervisors. Topics include feeling valued, being treated fairly, receiving feedback and direction, and generally, having a strong working relationship between employee and manager based on mutual respect.

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What is Employee Engagement? http://www. but the level of disengagement is very high at 43%. Priority Level . Items with low scores that are strongly linked to engagement are the areas where you will want to focus your change initiatives and engagement strategy.next. Virtual Focus Groups . but the specific concerns and level of importance are unique and specific in every company and even in different demographic subgroups within a company. with high levels of localized turnover and employee apathy. why.What matters most? Knowing whether employees are engaged or disengaged is only the first step. we see that there is a high level of engagement with the company (49% engaged).. There are two additional areas that relate to employee performance and that are closely linked to engagement. Employee Engagement Dynamics Drivers of Engagement . we ask targeted follow-up questions at the end of the survey that ask employees to provide examples of problems as well as suggestions for how to improve. Once you have identified an area that needs improvement. Performance Beyond Engagement An organization needs more than just engaged employees in order to succeed. When you find an at-risk group or an area where engagement is low. but there are problems with how employees feel about their managers. Pockets of Discontent .Identify "at-risk" demographic groups within your company Even companies with high overall levels of engagement will have areas that are struggling. Strategic Alignment: Does the organization have a clear strategy and set of goals? Do employees understand the strategy and goals? Do employees understand how the work they do contributes to the organization's success? Strategic Alignment ensures that employee effort is focused in the right direction. 2. You need to understand the key drivers of engagement and disengagement. At a typical company. it could be wasted.. and another 25% of employees are disengaged. and how so you can take action. and you need to be able to plan activities or initiatives that will have the greatest impact on increasing engagement. or it can be measured via 360 Degree Feedback.we look at the statistical patterns across all groups in your organization to determine which items are impacting overall engagement within each demographic group. In this example. you can turn to the comments where you will often find detailed information that provides the specific what. We employ two techniques that enable you to identify the key drivers of engagement in your company and to understand what to focus on and how to improve in those areas. you can quickly drill down and look at the specific issues and dynamics within that group. 1. The level of engagement is actually fairly high here at 32%. Most likely. Sample scores in each of the four areas related to employee performance are illustrated below. about 25% of employees are truly engaged. Competency: Do managers have the skills needed to get the job done? Do they display the behaviors needed to motivate employees? Competency is measured as part of the employee survey using our "upward feedback" module.com/employee-engagement-survey/what-is-emp.custominsight. This indicates that there might be some polarization among employees. The elements that drive engagement are usually similar across most companies. there are some managers who are doing 2 of 3 26/02/2013 23:02 . If that effort is not focused in the right direction. You also need to be able to take action on the results. These problem areas can have a big impact on company performance. Understanding what is happening in these different demographic groups within your organization is at least as important as the overall level of engagement.

A ll R ig ht s R es er ved .custominsight. and others who are doing a poor job.360 Fe e dba ck Q ue s t i o nna i re Exa mpl e Contact i nf o @ Cus t o mI ns i ght .com/employee-engagement-survey/what-is-emp.Sa mpl e 360 Fe e dba ck Surve y . especially a breakdown by "manager" would quickly reveal which groups (managers) fall into each category. NV 89706 U SA Fo l l o w Indus t ry-Spe ci f i c Be nchma rks Empl o ye e Enga ge me nt Surve y U nde rs t a ndi ng T-Sco re s Co mpa ny Inf o Ide nt i f yi ng Empl o ye e Enga ge me nt P ri o ri t i e s Improvi ng Empl o ye e Surve y Re s po ns e Ra t e s Sa mpl e Empl o ye e Surve y Q ue s t i o ns Cl i e nt s Fre que nt l y As ke d Q ue s t i o ns He l p / Te chni ca l Suppo rt L i nke dIn Twi t t e r Fa ce bo o k Go o gl e + © 2 01 3 C u s t o mIn s ig h t . HO ME PR IVA C Y T E R MS A ND C OND IT IONS S IT E MA P C ONTA C T 3 of 3 26/02/2013 23:02 . 577. A drill-down into demographic subgroups.9604 Aus t ra l i a : +61 (02) 8001 6334 750 Arro whe a d Dr.. Ca rs o n Ci t y. a great job of engaging their employees.co m U SA: + 1 650.What is Employee Engagement? http://www.. Performance = Engagement x Alignment x Competency Engagement "The Organization" Engaged: 49% In Between: 35% Disengaged: 17% Engagement "My Manager" Engaged: 32% In Between: 25% Disengaged: 43% Strategic Alignment Aligned: 57% In Between: 31% Not Aligned: 12% Competency (360 Feedback) T-Score: 48 View Sample Reports JOIN THE DISCUSSION Share 4 4 2 Like 0 Share your comments Tweet Articles & Research W ha t i s Empl oye e Enga ge me nt ? Empl o ye e Sa t i s f a ct i o n vs . Empl o ye e Enga ge me nt Be nchma rk Da t a i n Empl oye e Surve ys About / More I nfo 360 De gre e Fe e dba ck Sys t e m .W ha t i s 360 de gre e f e e db a ck? .

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