The corporate world has come a long way in the past two decades from being more consumer-centric to paying equal attention to its employees too. The primary reason for this shift was the realization of how the workforce played a vital role in the growth of the organization. One of the major outcomes of this was the introduction of employee engagement.
Employee engagement, in a nutshell, is the emotional bond that employees develop towards their organization based on the level of job satisfaction which again depends on several other factors. And it is a continuous process that varies with the experiences of the employees and their varying needs with time.
As such organizations around the world are now trying to bridge the gap between them and their employees by taking into account the various employee engagement metrics.
These are the metrics that help you understand how your employees feel and the things they seek from you in order to stay motivated at work.
Measuring Employee Engagement and it’s Relation with Engagement Metrics
The level of employee engagement is mainly measured through eNPS or Employee Net Promoter Score. It works on the basis that if employees like their organization they’ll promote it and if the score is low then definitely you need to reassess your efforts.
As research shows, accurately measuring this engagement score depends on the parameters that you take into consideration while pulling up an employee survey.
This is where employers often get confused about the things they should ask their employees. Hence, in this article, I’ll help you learn more about the important metrics that you must cover next time you run an employee pulse survey.
The 10 Employee Engagement Metrics That You Need to Include in your Surveys
The only thing that employees crave for more than a handsome paycheck is getting recognized for their work.
It is the process where you acknowledge your employees whenever they do something great. It makes them realize their worth and how their work is impacting the overall success of the organization. Recognizing employees rejuvenates their motivation level pushing them to do even better next time they have a task at hand. And according to a study by Gallup, you must acknowledge your employees at least once a week if not daily.
Workplace recognition is a very important metric as it is one of the crucial elements for ensuring an engaged and productive workforce. Amidst the hectic schedule managers often miss out on praising their employees at work. If the same continues for a long time then it brings down the willingness of employees to cover the extra mile.
Hence, you must focus on asking your employees if they’re getting acknowledged for their work. If the response of your employees comes out positive then congrats you’re one step closer to achieving highly engaged employees.
Learn more: 7 Effects of Employee Recognition on Business
Is recognition given out in a timely manner?
If they truly believe that they’ll get recognized whenever they present great work?
2. Workplace Relationship
Employee engagement also depends on the type of workplace relationship that employees share with their peers and management. When working in an organization employees need to constantly collaborate with each other and keep in sync with the management simultaneously. And this can only be achieved if everyone in the organization shares a healthy professional relationship with each other.
Here, for gauging the peer relationships you can ask your employees if they are frequently praised by their colleagues whereas you can ascertain their relationship with management at multiple points if you look rightly.
Do you feel your organization encourages employees to recognize each other?
On a scale of 1 to 5 how much comfortable you feel when approaching the management?
3. Professional Development
Learning and development will always be the top priority of employees no matter what their job profile is or which organization they join. Every employee aspires to learn from their job, make connections, and apply the knowledge which they obtained from their experiences to do any task at hand.
L&D falls under performance management where managers need to ensure that every employee is getting equal opportunities to showcase their talents. The absence of adequate opportunities would result in employee turnover which must be avoided at all costs.
If your employees feel that they are getting enough opportunities for growth in all aspects they’ll surely turn into strong promoters of your organization.
Are you satisfied with the opportunities you’re getting for applying your talents and expertise?
Do you think you have grown both morally and professionally working with us?
4. Work-life balance
In today’s business world, work-life balance is slowly becoming a myth. Employees can perform the best only when they are able to give interrupted focus on their work. Nowadays, both the personal and professional lives of an individual are separated by a very thin line. And there could be several reasons most of which are often related to their work which may disrupt this thin barrier. As a result, the employees are not able to either attend to their personal commitments or properly engage in their jobs.
So, you must definitely keep it in check by making it one of your employee engagement metrics.
On a scale of 1 to 5, how much would you rate your work-life balance?
Do you think your organization gives enough opportunities to enjoy a healthy work-life balance?
5. Wellbeing at work
Employee wellbeing has become a buzzword in the corporate world due to its effectiveness in ensuring a healthy and productive workforce. Every organization now wants to include some kind of corporate wellness programs as a part of their work culture. However, the number of organizations coming forward to implement such programs is still low and that’s a matter of concern. With the growing work-load and sedentary lifestyle that has become a part of the present-day work environment, employees are exposed to a number of health ailments.
Therefore, if your organization already has a workplace wellness plan in action then ask your employees if they feel uplifted from their earlier status. However, if you don’t have any such programs then it would be a great chance to know if your employees would really like to participate in it.
Are you able to take proper care of your health with our wellness program?
Would you participate in health activities if our organization introduces an employee health and wellness program?
Sometimes above all the only thing that your employees seek is having autonomy over their work. When your employees have complete control over their work without anyone constantly nagging about its progress they could give their high performance. The science behind this is simple once they start controlling their own work they become fully responsible for it. In that case, they cannot afford to make any mistakes or miss their deadlines which would obviously leave a bad impression about their skills.
So to ensure that your employees have enough freedom to do their work the way the like it, you should definitely consider this metric in your employee engagement surveys.
Do you think you’re given enough freedom to decide how to do your work?
Do you feel you could perform better if you go solo in your task?
7. Perks and Benefits
Keeping employees happy and motivated at the same time is a tough job. However, the best way to ensure the same is by providing them various perks and benefits. These perks and benefits like corporate discounts, subsidized insurance plans, etc. help employees to a great extent in saving their hard-earned money. It also keeps them connected to their organization if they really feel they are taken great care of by their employers.
However, with changing times, you must also update your perks and benefits package for employees. But it is also advisable to take your employees’ opinions before including anything new in your package or if there’s any change required in an existing perk or benefits. Thus, this forms yet another employee engagement metric that you should look into properly if you want to find out how much your employees love their organization.
Are you satisfied with your overall benefits package?
Do you think you’re able to save your money with the perks and benefits provided by us?
8. Work Culture
An organization is defined by its work culture. Having an inclusive work environment within the organization helps in attracting and retaining the best talents. Even the level of employee engagement is impacted by the work culture.
If your organization has a very healthy culture where everyone is respected equally, issues are taken care of with utmost priority, maintain transparency, and ease of communication, then hardly any employee would ever like to leave your organization. But no matter what, things do change. Even if you don’t notice it, your employees will and so you must try to know if there’s anything wrong so you can act on it to keep things smooth.
Do you feel safe and comfortable around the workplace?
Are you able to engage socially with everyone around the workplace?
Alignment here means how much the employees can relate their organizational goals with their own ambitions. It is only when these both connect at a mutual point, the employees will start working as an integral part of the organization. This way they will develop an intrinsic motivation to go the extra mile when it comes to accomplishing goals on behalf of the organization.
Once the employees connect with their organization’s long term vision there’s no looking back as it is them only who’ll start taking charge and push their organization forward.
Making sure that your employees are aligned to the organizational goals includes this as well as an important part of your employee engagement metrics.
Do you think the organizational values align with your own value which you consider important in your life?
Would you stand up if you realize that your organization is not heading in the right direction?
The last metric but surely not the least. The reason I have kept compensation, at last, is because employees now want more than just a big fat paycheck when it comes to their job. And all the metrics, I have mentioned above fall in that category. However, in the end everyone works for the money and employees expect nice compensation in return for their efforts in the workplace. If employees are not paid enough in accordance with their job role or skills, then they won’t mind shifting to another organization. So, as an employer, you also need to count in compensation as one of your employee engagement metrics to improve employee attrition.
Do you think that taking into account your responsibilities, skills, and local market conditions, you’re satisfied with your overall compensation?
Are you confident that the processes for calculating pay in our organization is fair and unbiased?
These are few of the employee engagement metrics which are very crucial for knowing if your employees feel engaged at work. Most of the modern employee survey tools like Vantage Pulse hits all the metrics listed above to produce a highly reliable data-backed result.
If you want to know more about how we can help you in keeping your employees engaged and happy, then get in touch with us for a free consultation (It’s true we never annoy anyone).