Engaged employees work just as hard on a Friday as they do on a Monday; they help their colleagues without being asked; they delight your customers from the minute they clock on to the moment they clock out.
And it’s no surprise that ‘engaged’ companies achieve, on average:
- 5 times more in total shareholder returns
- 6% higher net profit margins
But how do you know how ‘engaged’ your employees are? And what can you do to improve your score?
Well before you go picking up the phone and inviting the most expensive consultant you can find, stop – we’ve built a simple 5-step guide to help you not only measure and understand your company’s engagement score, but drive that score through the roof, too. Enjoy!
Step One: Send a Quick Survey
To begin measuring employee engagement, you should send a survey out to your entire workforce. You only need seven questions (see below), and you can do it really quickly with tools like Survey Monkey or Zoomerang.
Here are the seven questions; your employees should rate each using the ‘Likert Scale’ (Strongly Agree, Agree, Neutral, Disagree, Strongly Disagree):
- I am extremely satisfied working at (YOUR COMPANY NAME)
- I rarely think about finding a new job with a different company
- I would recommend (YOUR COMPANY NAME) to my friends as a great place to work
- There is frequent two-way communication at (YOUR COMPANY NAME)
- (YOUR COMPANY NAME) provides me with sufficient opportunities for learning and development
- I feel appreciated at work
- I am confident that (YOUR COMPANY NAME) has a bright future
Did you know..? Question Three is a variation of ‘The Ultimate Question’ used in customer satisfaction surveys to determine a company’s Net Promoter Score – in customer satisfaction surveys, it highlights the likelihood of business growth in the years to come!
Step Two: Work Out Your Score
Now it’s time to see how you scored! Answers will score you a minimum of 1 point (Strongly Disagree) to a maximum 5 points (Strongly Agree).
Above 4: Very Good
Between 3.5 and 4: Good
Below 3.5: Needs Improvement
Tip: You should give your company an overall engagement score as well as breaking it down per-question, to help you target specific areas of engagement to improve.
Step Three: Share & Discuss
Next, it’s time to open up the results for discussion. If you’re a small business, you should invite all of your employees for a brainstorming session; if you’re a bigger business, you could ask for different departments or groups to nominate a representative to give feedback on behalf of their team.
Try asking open questions, such as:
- What do you think of our scores?
- Do any of the results surprise you, and if so, why?
- What are your ideas on how we could improve?
Step Four: Implement a Recognition Programme
The key to successful employee engagement is recognition. So use the feedback you got from Step Three to set some incentives in place.
Some companies go all-out with their incentives and motivation schemes, but you don’t have to spend a lot, because a little recognition goes a long way. If you’re stuck for ideas, these have had big impact on workforce engagement for companies in the past:
– Employee of the Month Certificates
– Free Lunch for the Top Performer Each Week
– An Extra Half-Day Holiday for Reaching Certain Goals
Step Five: Remember This Magic Word
The single most effective form of recognition you could possibly give costs nothing and is just a single word: Thanks.
According to research published in Forbes, companies who regularly thank their employees for a job well done far out-perform those who don’t.
And although the Employee Recognition industry is a $46 billion dollar market, with companies pouring their cash into gold watches, wall plaques, big bonuses and more… many of them forget the power of a simple Thank You.
Of course, you shouldn’t go around saying thank you to everyone and everything (e.g. “thank you for dispensing that water, Mr Water Cooler)… but when somebody goes the extra mile or achieves something great, then never ever forget to say thank you – the benefits to your organisation can be huge.
Why not watch our video “The Power of a Simple ‘Thanks’” to see the kind of ripples your company could create?