HOW TO MEASURE EMPLOYEE ENGAGEMENT | HRMS SOFTWARE

Today's employees are looking for experience rather than a job. A professional experience that is in line with their values, their private-professional life organization, with the meaning they give to their life.

To get involved, an employee needs meaning, recognition, vision, support, teamwork, a good leader, etc…. And all these expectations must be known to the company and measured to develop them.

EMPLOYEE ENGAGEMENT, A PILLAR OF GOOD BUSINESS HEALTH

Indeed, employee commitment contributes to the proper functioning of the company but also:

• To employee loyalty (and thus optimizing costs related to repetitive recruitments)
• The dissemination of the company's image (a committed employee will disseminate “good” communication)
• To the performance of the company (turnover, customer satisfaction, and employee engagement are linked. We can even speak of competitive advantage)

On the other hand, there is no standard questionnaire that enables employee engagement to be measured. And neither is the satisfaction questionnaire sufficient. Satisfaction is just a complementary tool that can be measured at a given moment. Commitment is broader and must be monitored over time to allow the company and its management to adjust and stay focus. Several tools are necessary to ensure good measurement and reliable analyzes.

Finally, when an approach linked to the measurement of employee engagement is launched, it is imperative to be transparent. Transparency is also key to employee motivation.

MONITOR COLLECTIVE PERFORMANCE TO COMPARE THE COMPANY'S VISION

In fact, management's impetus, ambition, and vision promote employee engagement.

The meaning given to work, the company's expectations vis-à-vis its employees are engines of commitment. The manager and his management have a role to play. Analyze managerial practices, experiment with hackathons, propose team goals, and measure results.

MEASURE THE ENGAGEMENT OF THE WHOLE COMPANY

Because it also interests all of your employees to know that everyone is participating in the development of the company and in what way, it is important to measure the commitment of the entire company.

However, the analysis can then lead to actions taken in a targeted manner. For example, you spot jobs, which are more difficult, where the absenteeism rate is higher for this population compared to the company. In view of the risk of losing employees who are difficult to recruit, actions to develop employee engagement will be implemented more specifically.

It is also important that the whole company knows the results of this analysis. Transparency is essential! This is what makes work meaningful and therefore helps with commitment.

WHAT ABOUT WELL-BEING IN BUSINESS?

Of course, well-being promotes employee engagement. Allowing employees to optimize their work-life/private-life balance, to allow them to talk, play sports, and develop extra-professional skills is part of well-being in the company. Multiplying actions in favor of employee well-being is not a guarantee of sufficient employee commitment. Well-being is therefore complementary, adapted to the company and its culture.

COMMITMENT IS DRIVEN BY MANAGEMENT

As we can see, monitoring employee engagement requires monitoring combined indicators. Barometers and questionnaires are aids for carrying out analyzes at an instant but the ideal is to have regular monitoring which takes into account several facets of the commitment. HRMS software can such quite good at monitoring employee engagement.

Obviously, the commitment is measured against the vision of the company, its objectives, and its missions. Management gives the “La” and the objective is to operate in complete transparency, which is one of the keys to employee engagement.