We have all heard the management mantra “you cannot manage what you cannot measure”. So of course we all want to measure employee engagement. But just what you measure and how you do it makes a huge difference to the results you can achieve. At The Core Group, we have developed a system that tracks engagement in a simple, easy to understand way that really helps all managers motivate and engage their teams towards higher performance levels.
Make sure you are using the right measures
A One Number Score
Nobody wants to see their relationship with their employees defined across 20 or 30 parameters. Senior executives need to see levels of engagement expressed in a simple easy to understand way. The Core Values System (TM) gives you a simple one number score that shows the levels of both emotional and transactional engagement displayed by your team. This can quickly be compared across various demographics to establish where things are going well and where you may need to make some changes. It is also simple to compare over time to establish if the changes you have made are having the desired effect. With a wealth of benchmark data we are able to show how you compare to others in the region, or your indusrty so you can get a feeling for how your organisation is likely to be viewed against others competing for the same talent.
An employees attitude towards their work precedes their performance. Using The Core Values System (TM), we can give you a breakdown based on their levels of transactional and emotional engagement (in our experience their is no such thing as a disengaged employee). Those that are high on both are your Devotees, committed to the organisation and your best advocates. Those high on emotional engagement but low on transactional are the Debaters. Still passionate about the company but not happy with the way things are being done.
The Doubters are those that are relatively transactionally engaged but not so at an emotional level. For them work is just a way to pay the bills and they don’t believe in the higher purpose or vision. Finally we have those that are low on both forms of engagement and have therefore Disconnected mentally from the organisation. Physically but not mentally present.
12 Month Process
Engaging employees is everyone’s responsibility all year round. When companies run the annual survey, they are sending the wrong message – “now is the time to look at how employees feel”. The Core Values System (TM) kicks off the process with a short (12 question) survey which is used to set the baseline. Each month 4 more detailed questions are asked related to one of the key 12 topics in the kick-off survey. Managers receive regular monthly updates on their employees answers so that the issue of engagement remains at the front of their minds at all times.
Employees are also aware that they have a constant opportunity to give feedback rather than the once a year survey that often gets forgotten or pushed into the background as other issues become a priority. If you are serious about engagement, employee’s need to see an ongoing commitment to the process.
"Measurement is the first step that leads to control and eventually to improvement. If you can’t measure something, you can’t understand it. If you can’t understand it, you can’t control it. If you can’t control it, you can’t improve it−