Understanding Employee Engagement

Understanding Employee Engagement

Through my consulting work, the term “employee engagement” gets thrown around a lot, but very few managerial professionals use it in the right context. For starters, employee engagement and employee satisfaction are very different.

Employee engagement defines the extent to which employees feel passionate about their jobs, are committed to the company, and put in their best efforts at work.

Employee satisfaction, on the other hand, only measures how happy your employees are. Employee satisfaction does not measure your employees’ level of motivation or commitment to the job.

Why Should You Measure Employee Engagement?

Data from employee engagement surveys helps companies to improve employee performance and turnover.

No matter which line of business your company is in, boosting employee performance and increasing employee retention are very important to the company’s success.

What Drives Employee Engagement?

Based on industry research, there are four key areas that drive employee engagement:

  1. Culture: Does your company culture motivate, empower, challenge, and respect employees?
  2. Strategic Alignment: Do employees understand where the company is headed and how their work contributes to the company’s overall success?
  3. Motivating and Relating: Do managers inspire and motivate their employees to give their best? Are managers building strong relationships and developing a cohesive team?
  4. Managerial Execution: Are managers clearly defining expectations, holding employees accountable, and focusing on results?

During an employee engagement survey, it is important to also look for barriers that are impeding your company’s ability to grow and/or execute its strategy.

How Do Employee Engagement Surveys Work?

The most important factor in an employee engagement survey is that the questionnaire should be statistically validated and benchmarked. As a result, most companies choose to work with external providers who can administer research-based questionnaires that are action-oriented and proven to align with employee engagement metrics.

Another important aspect of an effective employee engagement survey is benchmarking with other organizations. This data can be very insightful and give HR professionals and managers and idea of how their company stacks up against the competition.

Today, most employee engagement survey providers administer the questionnaire using cloud-based solutions to make data aggregation and reporting quicker. Reports are also detailed and break down engagement into its core parts.

What Does an Employee Engagement Report Look Like?

Each consulting company has its own unique format and the data differs based on the client requirements. You can view a sample report from my consulting work at Dynamic Recruit.

 

If you are interested in conducting an employee engagement survey at your company, request a free consultation.


Nahed Khairallah

Nahed is an IT Management Master's graduate from The University of Texas at Dallas and holds a Bachelor's degree in International Business from Notre Dame University. He is a SHRM-SCP certified professional, which is the highest international HR credential issued by the Society of Human Resource Management (SHRM) in the US. In 2016, Nahed was selected by SHRM to be one of twenty five test item writers for the SHRM-CP and SHRM-SCP certifications worldwide. With more than 10 years of experience in business, higher education, corporate training and HR consulting, Nahed is the lead consultant for all our HR projects throughout the region. Nahed was previously an Instructor at Notre Dame University from October 2009 until July 2012 teaching undergraduate and graduate level business courses. He is also a regular speaker at HR conferences and summits in the MENA region.