DEFINTION OF ENGAGEX HOW TO
DEFINTION OF ENGAGEX DRIVERS
DEFINTION OF ENGAGEX DRIVER

Review the aggregate data and within 2 weeks of closing the survey, share the high-level results back with employees.

Give them 2-3 weeks to provide feedback.

Keep employee feedback confidential and be clear that you will never connect their feedback to their personal information.

Invite every employee within the organization to provide feedback.

DEFINTION OF ENGAGEX DRIVER

Over time, progress to a more comprehensive measure of engagement and standard driver items.

DEFINTION OF ENGAGEX DRIVERS

As a starting point, try out an eNPS survey with an open-ended follow-up question to surface some of the drivers your employees care about most. Launch a short, simple survey that measures engagement and a handful of drivers that are relevant to your organization right now.

DEFINTION OF ENGAGEX HOW TO

Most organizations understand the need to measure and drive employee engagement but many are unsure how to get started. What are the next steps for improving employee engagement? So, while there is value in understanding the typical drivers of employee engagement, organizations must understand the specific attitudes of their own employees. We also find that the drivers of engagement can be different from company to company. However, throughout the pandemic, we saw corporate social responsibility and a sense of belonging emerge as more important. It is crucial that organizations measure engagement and its drivers on an ongoing basis, because research shows that the drivers of engagement can shift over time.įor example, it is common to find that growth opportunities and confidence in senior leadership emerge as top drivers of engagement. But more importantly, this informs leaders about the changes they need to make to increase and sustain engagement. Discretionary effort – whether the company motivates them to contribute more than is requiredīy measuring employee engagement, organizations get an early warning signal to future customer experience gaps, unwanted employee attrition, and downstream performance issues.Personal accomplishment – how much their work gives them a feeling of personal accomplishment.Employee advocacy – how likely they are to recommend the company as a great place to work.While there are many indicators of engagement, our research has shown that engagement can be comprehensively measured by asking employees about three specific attitudes: How is employee engagement measured?īecause engagement is an attitude, it is best measured through employee surveys. While these may not have always been top-of-mind for HR and business leaders, 2020 has proven how crucial these really are.Īll in all, employee engagement is one of the most predictable levers that an organization can pull to drive and sustain a high-performing organization that delivers exceptional customer experiences and consistent business results. Our research shows that organizations with more engaged employees tend to provide better customer experiences and thus receive higher customer Net Promoter Score (NPS) and Customer Satisfaction (CSAT) scoresĪfter all, doesn’t it make a big difference when we, as customers, interact with someone who is clearly engaged at work and happy to be there? Improved employee wellbeingįinally, our research shows that engaged employees report better mental and physical well-being, more resilience, and are more likely to engage in safer workplace behaviors. The impact of engagement goes beyond the direct benefits to the business. As a result, organizations with engaged employees tend to be higher performing. The good news is that engagement propels all of these things! Successful employee performanceĮmployees who are more engaged at work are more likely to be high performers, put forth more discretionary effort, go out of their way to help coworkers, and are less likely to quit their jobs.

But organizations don’t hire people to be engaged in their work they hire them to get work done, deliver great experiences to customers, and add value to the organization. Why is employee engagement so important?Ĭlearly, it’s good to be engaged. Over time, they develop relatively stable attitudes about their work and the company. What is employee engagement?Įngagement is an attitude that employees form about their organization and their work.Įmployees go through innumerable experiences at work – some big, like getting hired, being onboarded, and changing jobs – and others small, like having a one-on-one with their manager, submitting an IT ticket, and getting reimbursed for travel expenses.Įmployees naturally form perceptions of these experiences. In a world where buzzwords seem to fluctuate daily, employee engagement remains one of the hottest topics in HR after over two decades in the spotlight. Guest contribution by Benjamin Granger, Head of EX Advisory Services I Adjunct Faculty at the Qualtrics XM Institute.

Defintion of engagex