Measuring the Impact of Employee Engagement Programs
I have been organizing a few employee engagement programs for three months. Now, I would like to measure the impact of these programs on the employees. It might not be possible to assess the outcome to a level of 100%, but achieving at least a 50% result would be very helpful.
Please help me identify the tools that can be used to measure the outcomes of employee engagement programs and assess how much these programs have influenced the employees.
Thanks & Regards,
TejaShree
From India, Tirumala - Tirupati
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1I have been organizing a few employee engagement programs for three months. Now, I would like to measure the impact of these programs on the employees. It might not be possible to assess the outcome to a level of 100%, but achieving at least a 50% result would be very helpful.
Please help me identify the tools that can be used to measure the outcomes of employee engagement programs and assess how much these programs have influenced the employees.
Thanks & Regards,
TejaShree
From India, Tirumala - Tirupati
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Guidelines for Measuring Employee Engagement Impact
What is the nature of your industry? What is your designation? What is the total employee count? How many engagement activities have you conducted in the last three months? What was the average cost per program?
Employee engagement activities should translate into a higher level of performance. Therefore, try identifying the relationship between operational ratios and engagement activities. Following are the guidelines:
a) Reduction in consumption of resources
b) Reduction in turnaround time of some processes
c) Reduction in the generation of scrap
d) Reduction of some costs like inventory carrying cost, inspection cost, etc.
e) Reduction in energy consumption
f) Number of suggestions generated before the engagement program and after the program
g) Improvement in customer satisfaction
Hope this suffices the purpose.
Thanks,
Dinesh Divekar
From India, Bangalore
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What is the nature of your industry? What is your designation? What is the total employee count? How many engagement activities have you conducted in the last three months? What was the average cost per program?
Employee engagement activities should translate into a higher level of performance. Therefore, try identifying the relationship between operational ratios and engagement activities. Following are the guidelines:
a) Reduction in consumption of resources
b) Reduction in turnaround time of some processes
c) Reduction in the generation of scrap
d) Reduction of some costs like inventory carrying cost, inspection cost, etc.
e) Reduction in energy consumption
f) Number of suggestions generated before the engagement program and after the program
g) Improvement in customer satisfaction
Hope this suffices the purpose.
Thanks,
Dinesh Divekar
From India, Bangalore
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Thank you for your suggestions. I'm working as a Senior Executive HR for a pharmaceutical company. I have organized communication classes and motivational videos once every week.
My Prime Focus Areas
1. Increase in the performance of the employees
2. Improvement in their communication
3. Reduction in attrition level
4. Change in the approach of the employees towards work and change in their attitude
I would like to measure these factors in the employees. Please suggest how I can measure the outcome of the engagement activities I have organized.
Thanks,
Tejashree
From India, Tirumala - Tirupati
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My Prime Focus Areas
1. Increase in the performance of the employees
2. Improvement in their communication
3. Reduction in attrition level
4. Change in the approach of the employees towards work and change in their attitude
I would like to measure these factors in the employees. Please suggest how I can measure the outcome of the engagement activities I have organized.
Thanks,
Tejashree
From India, Tirumala - Tirupati
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For Anesh: The given information is inadequate to provide a proper reply. Employee Engagement (EE) begins with the creation of a sound framework to measure performance. Without this framework, engagement activities become superficial. Therefore, you may call me on my mobile [Phone Number Removed For Privacy Reasons]. Possibly, I may be able to provide you with a solution.
For Tejashree: My point-wise replies are as below:
1. Increase in the Performance of the Employees: You need to identify the measures of performance. Broad measures of performance are given in my first post. Please give primacy to organizational performance over individual performance. To refer to my detailed reply on the measurement of performance, you may click the following link: https://www.citehr.com/526357-kpi-kra.html
2. Improvement in Their Communication: Your focus should be on organizational communication over individual communication skills. There should be a free flow of communication in your organization. Intra-departmental transfer of information must happen in an organized and structured manner.
3. Reduction in Attrition Level: Employee attrition is a very complex issue, and mere few games at the office may not contain the attrition. What is the attrition level as of now? Is it above industry standards? Have you done https://www.citehr.com/519562-employ...ml#post2211229? If not, then check the hyperlink. Going further, I have given causes of attrition in my previous reply. You may https://www.citehr.com/433012-employ...ut-notice.html to refer to that reply.
4. Change in the Approach of the Employees Towards Work and Change in Their Attitude, etc.: The organization's performance speaks to the attitude not just of the employee but also of the leadership always. To improve attitude, engagement activities need to be supplemented with a "https://www.citehr.com/160919-mentor...nizations.html" in the organization. Attitude is also a reflection of the organization's culture. Therefore, first decide what kind of culture you have. Everything depends on that.
For further clarification, feel free to contact me.
Thanks,
Dinesh Divekar
From India, Bangalore
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For Tejashree: My point-wise replies are as below:
1. Increase in the Performance of the Employees: You need to identify the measures of performance. Broad measures of performance are given in my first post. Please give primacy to organizational performance over individual performance. To refer to my detailed reply on the measurement of performance, you may click the following link: https://www.citehr.com/526357-kpi-kra.html
2. Improvement in Their Communication: Your focus should be on organizational communication over individual communication skills. There should be a free flow of communication in your organization. Intra-departmental transfer of information must happen in an organized and structured manner.
3. Reduction in Attrition Level: Employee attrition is a very complex issue, and mere few games at the office may not contain the attrition. What is the attrition level as of now? Is it above industry standards? Have you done https://www.citehr.com/519562-employ...ml#post2211229? If not, then check the hyperlink. Going further, I have given causes of attrition in my previous reply. You may https://www.citehr.com/433012-employ...ut-notice.html to refer to that reply.
4. Change in the Approach of the Employees Towards Work and Change in Their Attitude, etc.: The organization's performance speaks to the attitude not just of the employee but also of the leadership always. To improve attitude, engagement activities need to be supplemented with a "https://www.citehr.com/160919-mentor...nizations.html" in the organization. Attitude is also a reflection of the organization's culture. Therefore, first decide what kind of culture you have. Everything depends on that.
For further clarification, feel free to contact me.
Thanks,
Dinesh Divekar
From India, Bangalore
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Understanding Employee and Job Satisfaction
There are two kinds of satisfaction in organizations: 1. Employee satisfaction and 2. Job satisfaction. Employee satisfaction schemes or policies will increase the level of Employee Engagement (EE) temporarily or for a short period, whereas job satisfaction will increase EE for a longer period. Therefore, professional organizations are focusing on job satisfaction and employee development, such as job enrichment, talent development for the next position, development for vertical positions, knowledge-integrated programs, and a change towards a positive work culture, etc.
These types of actions will increase your "Employee Engagement Ratio."
Regards,
From India, Delhi
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There are two kinds of satisfaction in organizations: 1. Employee satisfaction and 2. Job satisfaction. Employee satisfaction schemes or policies will increase the level of Employee Engagement (EE) temporarily or for a short period, whereas job satisfaction will increase EE for a longer period. Therefore, professional organizations are focusing on job satisfaction and employee development, such as job enrichment, talent development for the next position, development for vertical positions, knowledge-integrated programs, and a change towards a positive work culture, etc.
These types of actions will increase your "Employee Engagement Ratio."
Regards,
From India, Delhi
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Focus Areas and Measurement
1. Improvement in Communication
This is the most crucial outcome of employee engagement activities. I hope your employee engagement activities covered desired soft skills programs. Try to ask employees how much they have improved. Which areas of daily office activities would they like to utilize this improvement? How do they rate the 'Communication' part of the employee engagement activity? In the future, what more would they expect from these activities?
2. Increase in Employee Performance
Employee engagement increases the emotional level of employees with the organization. Employee performance mostly depends on increasing technical skills and training in their desired job role. If you have focused on technical skills training, then ask employees similar questions as above. However, if it is about the emotional level, then you may ask how long they expect to stay in the organization and what aspects of the organization keep them motivated.
3. Reduction in Attrition Level
This should again be a balanced set of questions covering employee engagement at an emotional level, improved technical skills, and how satisfied they are with their current job role. Is the company providing enough opportunities for employees to improve their skills?
4. Change in Approach and Attitude
Try to ask questions about how they see their team members, juniors, and even managers. Have employee engagement activities improved team building and team bonding? Have employees started to see others with a changed perspective that improves the working environment?
As an overview, what you are looking to evaluate is a mix of employee engagement and job satisfaction. These are two different aspects but can be evaluated at the same time.
From India, Hyderabad
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1. Improvement in Communication
This is the most crucial outcome of employee engagement activities. I hope your employee engagement activities covered desired soft skills programs. Try to ask employees how much they have improved. Which areas of daily office activities would they like to utilize this improvement? How do they rate the 'Communication' part of the employee engagement activity? In the future, what more would they expect from these activities?
2. Increase in Employee Performance
Employee engagement increases the emotional level of employees with the organization. Employee performance mostly depends on increasing technical skills and training in their desired job role. If you have focused on technical skills training, then ask employees similar questions as above. However, if it is about the emotional level, then you may ask how long they expect to stay in the organization and what aspects of the organization keep them motivated.
3. Reduction in Attrition Level
This should again be a balanced set of questions covering employee engagement at an emotional level, improved technical skills, and how satisfied they are with their current job role. Is the company providing enough opportunities for employees to improve their skills?
4. Change in Approach and Attitude
Try to ask questions about how they see their team members, juniors, and even managers. Have employee engagement activities improved team building and team bonding? Have employees started to see others with a changed perspective that improves the working environment?
As an overview, what you are looking to evaluate is a mix of employee engagement and job satisfaction. These are two different aspects but can be evaluated at the same time.
From India, Hyderabad
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Employee Engagement and Customer Engagement
Employee engagement and customer engagement have a lot in common—you want to retain them, and you want them to refer your brand to friends and family so that your business spends less on promotions and can derive healthy annual organic growth!
Benefits of an Employee Engagement Assessment Tool
An employee engagement assessment tool enables your business to tap into employee survey data and draw powerful insights that can be used for:
- Creating a healthy work environment where employees feel "connected" and "invested" in your business growth.
- Establishing an emotional contract with employees, thereby increasing employee productivity through positive motivation.
- Lastly, an employee engagement assessment tool helps you create a work culture that employees are excited to be a part of every day!
How Can an Employee Engagement Assessment Tool Help You Over-Achieve Your Business Targets?
Question Pro Workforce—the employee engagement assessment tool that has helped over 500 companies worldwide in creating and sustaining a winning work culture—helps you not only improve employee happiness scores but also provides insights that directly increase your employees' ability to function better, enhance customer retention, and generate more business. Our robust employee engagement assessment tool allows you to create and distribute powerful employee surveys and automatically analyze and provide you with insightful dashboards in real-time.
Moreover, Workforce is not just for assessing ground-level employees. This employee engagement assessment tool also features a comprehensive 360-degree leadership assessment that enables you to identify key leadership strengths, weaknesses, and areas for improvement. It is a platform where self-analysis and peer analysis form an insightful report for leadership improvement at the highest level.
From India
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Employee engagement and customer engagement have a lot in common—you want to retain them, and you want them to refer your brand to friends and family so that your business spends less on promotions and can derive healthy annual organic growth!
Benefits of an Employee Engagement Assessment Tool
An employee engagement assessment tool enables your business to tap into employee survey data and draw powerful insights that can be used for:
- Creating a healthy work environment where employees feel "connected" and "invested" in your business growth.
- Establishing an emotional contract with employees, thereby increasing employee productivity through positive motivation.
- Lastly, an employee engagement assessment tool helps you create a work culture that employees are excited to be a part of every day!
How Can an Employee Engagement Assessment Tool Help You Over-Achieve Your Business Targets?
Question Pro Workforce—the employee engagement assessment tool that has helped over 500 companies worldwide in creating and sustaining a winning work culture—helps you not only improve employee happiness scores but also provides insights that directly increase your employees' ability to function better, enhance customer retention, and generate more business. Our robust employee engagement assessment tool allows you to create and distribute powerful employee surveys and automatically analyze and provide you with insightful dashboards in real-time.
Moreover, Workforce is not just for assessing ground-level employees. This employee engagement assessment tool also features a comprehensive 360-degree leadership assessment that enables you to identify key leadership strengths, weaknesses, and areas for improvement. It is a platform where self-analysis and peer analysis form an insightful report for leadership improvement at the highest level.
From India
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