In this post, we will analyze which are the areas and aspects to understand the engagement of your employees.
To improve engagement in your company, it is not necessary to dedicate large resources in the form of time and money. Almost all companies, regardless of their sector of activity, have in common several organizational and operational elements that, if identified and quantified at the right time, allow managers to measure engagement and have specific actions to reorient and/or improve it.
Aspects to understand the commitment of your employees.
To measure the level of employee engagement, you cannot directly ask about it, because the result would be quite biased.
Instead, there are other types of questions that, although they do not refer to engagement, maintain a strong correlation with it as they are variables that define and delimit it.
For example, the question that quantifies the NPS indicator is: ‘Would you recommend the company to others as a good place to work?
In this sense, there are topics that can help to measure and quantify commitment within the organization, and which are equally valid in any organization as they help us to define a line of action.
Once we have seen the aspects, what are the areas to understand employee engagement?
There are a series of areas whose measurement allows us to detect the employee’s commitment to the company.
1.- Are your responsibilities and tasks within the company clear?
One area to consider is people and talent management. In this case, we must first ask ourselves whether employees are clear about their responsibilities and the resources to carry them out.
Ignorance of these issues gives employees a sense of disorientation that can affect their motivation and commitment to the company. For this reason, its measurement is a critical aspect of engagement assessment.
It measures job knowledge as well as interaction and job satisfaction.
2.- How engaged are you with your colleagues?
The most engaged employees teach and learn from others. Employees should feel comfortable with other colleagues working alongside them. The questions should ask whether employees are and consider themselves part of a collaborative team.
3.- Is there a possibility for personal development within the company?
It is also important to know what the employees’ opinion is regarding the possibilities they have to develop professionally in the company. Good training policies in organizations not only improve the knowledge and skills of their human resources, but also provide opportunities for the future that have a direct impact on the individual commitment of employees.
4.- Do you know the objective of the company you work for?
Finally, it is very useful to ask employees if they know the basic lines of the company’s strategy and objectives. A generalized lack of knowledge (or by areas and/or departments) may be related to a lack of commitment to the company.
To be successful in your organization, it is crucial that the survey results show whether employees understand the companies’ goals and the link between their work and the organization’s strategic objectives. The questions should seek to delve deeper into whether employees do their work with their backs to the strategy or in what way they intentionally contribute to the strategy.
5.- Finally, and as a key element for measuring commitment, we find the NPS indicator.
The NPS indicator is the element that summarizes the company’s commitment. It will allow us, in a simple way, to see the evolution of the commitment of the company’s employees over time. It is measured by the following question: ‘Would you recommend the company to others as a good place to work?
In short, knowing what are the key areas and aspects to understand the commitment of your employees will be an indicator of success in any business. The range of questions and areas to measure engagement is much wider, however in our post we have tried to highlight the main ones that platforms like www.allswers.com help to measure in a simple way.