• WHY MEASURE?

    There’s an old saying, “what gets measured gets done.”

     

    Without data, discussions about organizational culture stray into the anecdotal, which is neither objective nor rigorously scientific. As business owners and senior leaders make the decision to better support a high-performance culture, they first have to understand their baseline levels of employee engagement.

     

    Measure the right things and you'll be well on your way to creating the kind of workplace people love showing up to every day.

  • FOUR LEVELS OF ENGAGEMENT
     

    Get A Clear Picture of Your Engagement Levels

    If you're like most organizations, up to 15% of your employees are actively disengaged. The repercussions of their performance goes far beyond personnel issues and takes a significant hit to your bottom line.

    Move More Employees into the Actively Engaged Category

    Organizations want to know where to focus their efforts to improve engagement and performance. Evaluating provides you with the data and knowledge you need to grow your number of engaged employees.

  • ENGAGEMENT SURVEY BEST PRACTICES

    Measure the right thing.

    Most of the survey tools in use today are actually measuring employee satisfaction, not employee engagement. The difference? Satisfaction is an attitude, engagement is a behavior. When surveys ask employees how satisfied they are, the results are merely self-reported attitudes related to happiness. That is not an accurate reflection of daily behaviors related to productivity, commitment, or whether staff find meaning and purpose in their work. Your job as a leader is not to satisfy your employees, it is to help them fulfill their potential.

    Be brief.

    Some surveys ask 50+ questions that can lead to survey fatigue, rushed and incomplete answers, reduced participation, and more negative impressions about the process. Think about what is uniquely important for you and your leadership team and find a survey tailored to that need.

    Give managers clarity.

    Use survey data to help your team understand which skills and focus areas will make them better leaders. It is not simply about assessing performance - it is about understanding and building on strengths and capabilities.

    Learn. Grow. Repeat.

    Take action and implement changes based on your survey results. Communicate your results throughout the company and equip your managers equip your managers with the resources and skills needed to succeed. Conduct another assessment with your organization next year. It takes one year to establish a baseline, and about three years to uncover the trend line for your organization's engagement.

  • GET A CLEAR PICTURE OF YOUR ORGANIZATION'S ENGAGEMENT

    Our E3A team will be in touch right away

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