How to Objectively Measure Employee Engagement

How to Objectively Measure Employee Engagement

 

Originally published November 9, 2016

Subjective, gut instincts are not sufficient for critical business decisions. Having a clear objective indicator of the current state is essential to knowing whether your strategy is having an impact. Many people begin a fitness or strength conditioning regimen with an intention to improve. Ideally, they have some measurement of the current situation. If after 60 or 90 days there is no difference in their condition, they would most likely modify their regimen.

Decide What To Measure

Business leaders must utilize a similar process. Those that benefit most from the talent management services I provide want to increase their capacity to achieve measurable results. The starting point is determining the metrics to be improved; sales volume, market share, level of project completion targets achieved. However, talent management strategies frequently have inadequate objective measurements. Until that changes talent management initiatives will continue to be seen as tactics and activities with little apparent strategic impact.

The Need For Rigor

Human resources teams and talent management executives must adopt serious rigor around the measurement of critical employee metrics. Surveys continue to reveal that low levels of employee engagement and unacceptable levels of retention are top of mind for business leaders. Most agree that employee engagement has the most influence on workplace efficiency and productivity. Furthermore improvements in employee engagement levels also translate into increased retention. While there are numerous surveys that claim to measure engagement level, many simply measure employee happiness or satisfaction. Many organizations are simply trusting their gut to determine the levels of employee engagement.

The Job-Talent Fit

Rather than debate the merits of the approaches to measuring engagement, I recommend starting with the requirements of all key positions. Answer the question, “Why does this job exist?” Then determine the three to five measurable outcomes (we call accountabilities) expected of those performing the job. The answers to these questions will provide the basis for establishing an ideal job-talent fit. The Job-Talent Fit process is a component of The Total Talent Management Systemâ„¢ developed by the Talent Management Institute.

The Total Talent Management Systemâ„¢ (TTMS)

The Talent Management Institute provides a fully integrated system that addresses all the elements required to help HR and Talent Management executives more objectively define the measurable results of key positions. Additionally, the elements of the TTMS integrate assure talent transformation with the end result of developing teams of fully engaged top talent–the only way to thrive in in the competitive 21st Century business world.

Action Steps Now, take one of these Action Steps.

1. Schedule a Phone Strategy Call Click on the following link to my online calendar to schedule a phone strategy session to discuss how the TTMS can help you select and fully develop top talent for your key positions:

Click Here To Schedule a Strategy Call

2. Click on the following link to get the Special Executive Report, “Fully Engaged Top Talent: Key to Excellence for Knowledge-based Enterprises:”

Click Here To Get The Executive Report

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