Last week, we posted a blog detailing why employee engagement should be a priority for managers everywhere. But measuring engagement can be quite the challenge, especially when you don’t know what you should be looking for. Here are three ways to monitor employee engagement and keep your team moving in the right direction.
1. Pulse Surveys
A pulse survey is a brief set of questions sent out to employees on a regular basis (monthly, quarterly, etc.) used to gauge feelings on a particular topic or focus. Pulse surveys are shorter than engagement surveys and thus take less time and energy to complete; however, when used in tandem with longer form surveys, pulse surveys can help track engagement levels in real time. They can also help you identify what’s driving (or hindering) employee engagement, so that you can make the necessary adjustments. Maybe your team would be more engaged if there was clearer communication from leadership, or maybe your employees thrive when they are given opportunities to explore their personal interests. Pulse surveys offer quick responses so that you can make quick modifications.
You may already have standing meetings with each member of your team, but are you using this time effectively? The key to productive 1-on-1 check-ins is to cultivate a space where your employees feel safe enough to open up, and brave enough to be honest about any obstacles that may be keeping them from engaging fully. Instead of just seeing these meetings as another pesky thing on your calendar, take them as an opportunity to get to know your employees on a personal level so that you can better manage, serve and engage them.
3. Exit Interviews
An employee’s departure is an opportunity to gain valuable insight into their experience while at the company. Exit interviews are particularly useful because the departing employee, at that point, has very little to lose; they are more likely to be candid when answering questions about what may have pushed them out the door. Collecting, analyzing and acting on relevant feedback from departing employees is a great way to keep your employee engagement strategy up to date, and to ensure that you’re doing what you need to do to retain competitive talent down the line.
A commitment to employee engagement must come with strategies to monitor progress. As you collect feedback, you can identify areas where your strategy has fallen short and work to rectify these issues. In the end, your employees will feel more valued, heard and seen and will likely be more driven to contribute to the overall success of the organization.
Wondering how Inclusivv conversations can help drive employee engagement?
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