As an HR professional, you know that accurately measuring employee engagement can be difficult, especially in complex and demographically diverse workforces. But despite the challenges, a more effective approach to measuring and improving engagement is within your reach. All it takes is a strategy that combines the right tools with a handful of best practices for employee engagement analytics.
Measuring Employee Engagement: Best Practices for HR Teams
The goal of measuring employee engagement is to gain insight into the overall health of your organization so you can make improvements when necessary. It’s impossible to develop a singular measurement – to make the right improvements, you need a sophisticated, 360-degree view of performance and engagement metrics across the organization.
- Start with a continuous engagement cycle.
The road to more robust employee engagement analytics begins with a continuous approach. To capture relevant data, it’s important to gather performance and engagement information on a constant basis rather than just once or twice a year. By creating open lines of communication that incorporate multidirectional interactions with peers, customers, supervisors and subordinates, you lay a foundation for analytics capable of producing meaningful improvements.
- Maintain visibility into coaching and peer feedback.
Regular coaching and peer feedback sessions improve employee performance. If these interactions aren’t happening, the HR team needs to know about it and take steps to increase the frequency or quality of sessions. Measuring employee engagement isn’t about reviewing an employee’s past performance. It’s about creating an ongoing dialogue with employees to help them be more effective and successful in the workplace – the kind of dialogue that occurs in coaching and feedback sessions.
- Rethink employee engagement surveys.
In a continuous engagement cycle, traditional annual surveys are replaced with more frequent employee surveys. Pulse surveys monitor workplace sentiment in real time, while polling solicits employee opinions on tactical topics. Benchmarking surveys (i.e., surveys conducted at specific times of year) still have a place, but in a continuous engagement cycle, they exist in the context of a larger strategy for measuring employee engagement.
- Pay attention to recognitions and rewards.
Recognition and rewards activity directly impacts engagement levels. Ideally, the technology you rely on to gauge employee engagement should connect recognition to performance metrics, so you can more clearly correlate how recognition affects performance for individuals and/or groups of employees.
Let’s Start a Conversation
At HighGround, we help HR teams understand and act on the factors that drive engagement in their organizations. Contact us today and let’s talk about how our performance management and employee engagement platform can make measuring employee engagement an easier and more effective process in your business.