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Employee Engagement Benchmarking chart

Parameters

Total (where each parameter is equally divided into its sub parameter)

Need improvemen t

Benchmar k

Acceptabl e

Actual Ratin Deviatio g n


In the current economy a little less than half of the US workforce is satisfied with their job. Its somewhat shocking considering the high unemployment rate and general feeling of at least I have a job. good leaders produce good results for their organizations. In fact, good leaders are more effective than bad leaders in almost every dimension, including improving productivity, employee retention, enhancing customer service, and creating high levels of employee commitment. A positive, open culture can create trust and loyalty among employees, giving them passion for their job and a dedication to the company. Employees who feel comfortable in the culture are more likely to be engaged in their jobs and companies, which can inspire enthusiasm and productivity. By investing time and money to create a strong culture, you can make your company more competitive and profitable.

Overall, how satisfied are you with Company as an employer?

100

below 60

80

70

56.43

13.57

Companys leadership and planning

100

below 60

80

70

64

Corporate Culture

100

below 60

80

70 71.1

Communication

100

below 60

80

70

56.6

13.4

Career Development If you have been here at least six months, please respond to these performance appraisal items

100

below 60

80

70

72.15

Communicate company goals on a regular basis with employees and especially work hard to find ways to directly link an employees job duties to the overall company goals. Create an organizational culture that values employees experience and their contributions. Help employees understand that advancement is more than just moving up the company ladder. It also means amassing a portfolio of experiences and skills that can help them with their future careers. In the form of a performance appraisal and also one-on-one meetings. Employees want to know where they stand. Engagement begins even before the employee joins work. Carving out a clear job description will actively engage a potential hire and help convert him/her into an enthusiastic joiner and then engaged employee A strong RRS supports desired organizational behaviors and creates a rallying point for individual and corporate success. When they are designed and implemented correctly, they can be strong tools to grow employee engagement.

100

below 60

80

70

53.3

6.7

Your Role

100

below 60

80

70

81.31

Recognition and Rewards

100

below 60

80

70

54.58

15.42

Teamwork and Cooperation

100

below 60

80

70

78.64

Working Conditions

100

below 60

80

70

75.5

Your Immediate Supervisor

100

below 60

80

70

76.15

PCIES's Training Program Would you recommend employment at _____ to a friend?

100 100

below 60 below 60

80 80

70 70

55.4 72.6

14.6

Team work is also important to improve the relations among the employees. Individuals work in close coordination with each other and thus come to know each other better. Team work also reduces the chances of unnecessary conflicts among the employees and every individual tries his level best to support his team member. The level of bonding increases as a result of team work. Employees need to have their basic needs taken care of in order to thrive in the work environment. Implement an employee handbook to provide a clear understanding of the working environment The better the leader, the more engaged the staff. effective leaders led to satisfied employees, which led to satisfied customers, which led to a direct and measurable increase in sales revenue. Employees become engaged when their employers meet their basic needs, create meaningful opportunities to contribute, foster a sense of belonging, and provide chances to learn and grow.

Tenure in organisation

100

below 60

80

70

44.72

25.28

Tenure of an depends on the overall working conditions and growth in the organisation (monetary and non monetary).

Min 2 to Max 10 yrs tenure

*** The benchmark 80 is taken from 80/20 Pareto principle. In todays workplace, employee performance follows the the Pareto Principle (the 80/20 rule) eighty percent of employees fizzle, twenty percent of employees sizzle. The eighty percent of employees who fizzle are weak and disinterested performers who do just enough not to get fired and work only for survival. The twenty percent of employees who sizzle are passionate and engaged performers, committed to making a difference and if they dont get the chance in the existing organisation to apply their skills and abilities they tend to leave the organisation. The challenge to the organisation is to engage these 20 percent employees who are passionate towards the work and ready to make the diffrence and make a better working place. Need improvement urgent attention Above benchmark