Research has shown that engaged employees perform better in unique ways. High levels of engagement are also related to important business outcomes including customer satisfaction, employee productivity, company profit, employee turnover and occurrence of safety incidents.* To gain the best results, employers should create a strategy that goes beyond measuring engagement results from surveys. To be effective the results from surveys need to be interpreted correctly to create action items for improving employee engagement.
There are three parts to employee engagement:
1. Physical: Employees exert high levels of energy to complete their work tasks.
2. Emotional: Employees put their heart into their job, are strongly involved in their work, and feel inspired and challenged.
3. Cognitive: Employees forget about everything else when doing their job and are fully engrossed in it.
The strategy should be created before the engagement survey is administered.
Five Components of an Effective Engagement Strategy
The plan should include:
1. How the strategy is communicated.
2. How action items are identified.
3. What measurable outcomes will be used to evaluate the process.
4. What concrete actions will be taken to address the survey results.
5. How the strategy will be sustained over time.
Stay tuned for Part Two
From: Information for this post is from the “SHRM Foundation Executive Briefing”.
MAY
About the Author:
Deborah Brown (Debbie) founded Atlanta based D&B Consulting, Inc. in 1993 to provide executive career and leadership coaching, and executive career transitions and outplacement services to organizations and individuals. She is a Master Practitioner of the MBTI personality assessment and a Certified Social + Emotional Intelligence Coach® through the Institute of Social + Emotional Intelligence® of Denver, Colorado. Debbie earned the SPHR (Senior Professional in Human Resources) certification.