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From questions to success: how to measure employee engagement
Image by Kevin Yu

7 min read

From questions to success: how to measure employee engagement

Does your organization measure employee engagement? If not, now is the time to start. Here are some question to ask to see if employees are connecting to your organization.

Engaged employees are motivated, effective, and committed to their work, which leads to better business outcomes. But how can you gauge if you're succeeding in creating a positive work environment that fosters employee engagement? The answer is simple – measure it!

To measure employee engagement you need data on your workforce’s level of commitment, satisfaction, and productivity. This provides valuable insights into how engaged your employees are and identifies factors that might be hindering them. By collecting and analyzing data, HR leaders can develop strategies to optimize their workforce and achieve better business outcomes.

To achieve these benefits, organizations must focus on areas such as alignment with company vision, personal growth opportunities, feedback, positive workplace relationships, and employee autonomy. By providing opportunities for learning, offering regular feedback, creating a positive work culture, and providing autonomy to employees, organizations can create a work environment where employees feel valued, supported, and engaged.

Why measure employee engagement? 

If you're wondering why measuring engagement is crucial to your business, here's the deal: a highly engaged workforce equals increased productivity, better retention rates, and a more positive work environment.

To get this ball rolling, consider conducting an employee engagement survey. It will provide you with data on your workforce's level of commitment, satisfaction, and productivity. This information will help you identify areas that need improvement, as well as develop data-driven strategies to optimize your workforce.

Engaged employees tend to stay with the company longer, which in turn reduces employee turnover and saves on the cost of recruiting and training new staff. Additionally, satisfied employees are more productive, ultimately leading to better business outcomes.

When measuring employee engagement, you can pinpoint areas where employees feel undervalued, under-utilized, or unappreciated. This feedback can be used to improve workplace relationships, provide better feedback, and offer personal growth opportunities to employees.

These surveys are not just a one-and-done kind of thing; engagement is a continuous metric that can be tracked and analyzed over time. By doing this, organizations can identify trends, improve their workforce strategies, and create a positive work environment that supports employee satisfaction and productivity.

5 questions to measure employee engagement

Do employees feel aligned with your org’s vision? 

When it comes to measuring employee engagement, one important factor to consider is alignment with your org’s vision. Employees who understand and feel connected to your goals and values are more likely to be engaged in their work and feel a sense of purpose. On the other hand, employees who are unclear about the company's vision may feel disconnected and disengaged.

To measure alignment, ask employees questions such as:

  • "Do you understand the company's mission and values?"
  • "Do you feel that your work is meaningful and contributes to the company's overall mission?"
  • "Do you feel that the org’s vision and goals are realistic and achievable?"

This can help identify areas where employees may be struggling to understand or connect with the company's vision. By addressing these issues, organizations can improve employee engagement and create a more positive employee experience.

Improving alignment can be achieved through a variety of strategies, such as creating a shared vision statement or holding regular meetings to discuss the company's goals. Providing opportunities for employees to participate in the company's decision-making process can also help them feel more connected to the company's vision. By taking these steps, organizations can benchmark their progress and continuously improve alignment with the company's vision, leading to better engagement and increased productivity.

Can employees achieve personal growth in their role? 

Ensuring that employees have opportunities to grow and develop in their roles is an essential aspect of fostering a positive work environment. Studies show that employees who feel that they are learning and developing are more likely to be engaged and committed to their work. In this section, we will explore how organizations can measure whether employees are achieving personal growth in their roles and provide ideas for how HR leaders can help employees achieve their professional goals.

Professional development opportunities and career advancement programs are crucial to fostering personal growth and engagement in the workplace. Employees want to feel that their work has a purpose and that they are contributing to the success of the organization. By offering opportunities for learning and advancement, organizations can show employees that they are valued and that their contributions are essential to the company's success.

To measure personal growth, ask questions to assess how well they feel they are growing in their roles. Some sample questions include: 

  • "Do you feel that your work is challenging and provides opportunities for personal and professional growth?" 
  • "Do you feel that your job offers you opportunities to learn new skills?"
  • "Do you feel that your manager or supervisor supports your personal and professional growth?"

To help employees achieve their professional goals, organizations can offer training and development programs, mentorship opportunities, and career advancement paths. Encouraging cross-functional collaboration and providing opportunities for employees to work on challenging projects can also help foster personal growth. By creating a work environment that supports personal growth and development, organizations can foster engagement and increase productivity.

Are employees getting enough feedback? 

Regular feedback is essential for employee engagement, and HR leaders must provide a supportive environment to encourage it. The link between feedback and engagement is clear. When employees receive consistent, high-quality feedback, they feel valued, and this leads to increased productivity, job satisfaction, and retention rates. In contrast, a lack of feedback can cause disengagement and dissatisfaction.

To measure the quality and frequency of feedback, organizations can use a variety of questions. For example:

  • "Do you feel like you receive feedback often enough to help you perform better in your job?"
  • "Do you receive feedback from your supervisor or manager that is clear, constructive, and relevant?"
  • "Are you comfortable asking for feedback when you need it?"

One effective strategy for improving feedback is to provide tools for managers and training for employees. Managers need to know how to deliver feedback effectively, including how to be specific, timely, and actionable. Similarly, employees need to know how to receive feedback constructively and act on it. With the right tools and training, organizations can create a feedback culture that benefits both employees and the company.

How well do employees get along with their colleagues? 

Positive workplace relationships can have a significant impact on employee engagement. When colleagues get along and work well together, they are more likely to collaborate and communicate effectively, which can boost productivity and foster a positive work environment. That's why it's important for HR leaders to assess how well employees get along with their colleagues and take steps to encourage positive workplace relationships.

To gain insights into the current state of workplace relationships and identify areas for improvement, some sample questions might include: 

  • "Do you feel that your colleagues respect your opinion and value your input?"
  • "Are there any colleagues that you feel comfortable sharing personal or professional concerns with?"
  • "Do you feel that your colleagues work together effectively and collaborate well to achieve common goals?"

Organizations can take several steps to encourage positive workplace relationships, including team-building exercises and social events. These activities can help employees get to know each other better and build stronger bonds. Additionally, employee recognition programs can also help foster positive relationships by acknowledging and celebrating the successes of individuals and teams. By taking steps to encourage positive workplace relationships, organizations can create a more cohesive workforce.

Do employees have the autonomy they need to succeed?

Giving employees the autonomy they need to succeed is another crucial factor in boosting employee engagement. When employees feel in control of their work, they become more invested in their roles and take greater pride in their accomplishments. Studies have shown that employees who have greater autonomy over their work feel more fulfilled and are more invested, which ultimately benefits the organization as a whole.

Assessing how much control employees have over their work can be challenging, but there are a few key questions that can be used to gauge employee autonomy. For example:

  • "Do you have the freedom to choose how you complete your work, as long as it meets the required standards?"
  • "Do you feel that you have enough control over your schedule to manage your workload effectively?"
  • "Do you feel that you are trusted to make decisions that are in the best interest of the organization, without fear of negative consequences?"

To improve employee autonomy, organizations can implement strategies like flexible work arrangements and the delegation of responsibilities. Allowing employees to work from home, adjust their schedules, or choose the projects they work on can give them a greater sense of control over their work. Additionally, delegating responsibilities to employees can help them feel more invested in their roles and develop a greater sense of ownership over their work. It's important to remember that the key to improving autonomy is to strike a balance between giving employees the control they need while still ensuring that their work aligns with organizational goals.

Beyond engagement: create a workplace that fosters success

Employee engagement is a term often used in the corporate world, but it's not enough. Success is what employees crave. When employees feel successful, they're more productive, committed, and motivated - and THAT is what engagement is all about . Organizations must look at the bigger picture and address any roadblocks that prevent employees from feeling successful.

The "wall of frustration" is a common obstacle that stops employees from making meaningful contributions. This wall can appear when employees are confused, can't find information, or don't know who to ask for help. Organizations must remove these barriers by enabling employees to find the clarity and help they need to be effective contributors.

Recognizing and celebrating employee accomplishments is another crucial element of fostering success. When employees feel valued and motivated, they give their best. Recognition creates a powerful sense of shared accomplishment, which energizes everyone.

Organizations must create an environment where employees can grow their careers, find meaning in their work, and make a difference in the world. By valuing these things, organizations can help employees feel successful and motivated to make meaningful contributions.

Individual success is the foundation to building out your team's true potential. A thriving workplace requires an environment that values and supports employees every step of the way. When you create a culture of employee success, everyone wins!


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Gabe Scorgie

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