How to Measure Employee Engagement

"If you can not measure it, you can not improve it.” Lord Kelvin

Most of us become aware that our weight has shifted when we put on our clothes.  Whether it’s a looseness or tightness around the waist, we conclude that our weight has changed. If we want to know exactly how much our weight has shifted, we get on a scale to establish an accurate evaluation of the situation. Then we can decide, do nothing, or change the way we eat or exercise to return to the way we like our clothes to fit. 

So too with Employee Engagement. 

As leaders we may be unaware of the level of employee engagement.  While the reactions, behaviors or the utterances of staff may be strong indicators of their level of engagement, the only way that leaders can determine that employees are engaged and the extent of their engagement, is to measure it, via an employee engagement survey.

Why do you measure anything? 

Measurements assist us to:

• Establish where we are and have a common understanding - I weigh x pounds. I am over/ under or at a comfortable  weight. 
• Understand what is needed or not needed - I do not need to do anything or I need to lose/ gain weight.
• Establish what is considered normal - For my weight, age, height and lifestyle I need to stay the same, gain/ lose weight.
• Predict outcomes - If I maintain/ change my diet and exercise routine, I will stay the same/ gain/ lose weight
• Indicate what we need to fix things - I don't need to fix anything, I need to eat more/ less.

The same with the Employee Engagement Survey.  The Engagement Survey is a measuring tool.  The results of the engagement survey:

• Provide an objective evaluation of engagement
• Communicate the employee’s emotional and mental involvement 
• Give clues about what is needed to further engage employees.
• How well the business outcomes are being met 

Surveys can be internally designed and conducted, though some companies prefer to use a third party. 

Regardless of who is designing the survey, the company needs to establish:

• What is being measured ( See article on engagement vs satisfaction) 
• The relevance of the measurements to business outcomes
• The trust that will be placed on the survey 

How does your company measure employee engagement?  

‍