What are the most common employee engagement benchmarks?

In my experience, whenever leaders have excelled in the 3Cs i.e. Communication, Clarity and Care, this has resulted in an overall positive impact across multiple dimensions.

Hay compromiso cuando la gente cree en lo que hace, cuando hay un sentido, se divierte y disfruta en el día a día! La visión , el hacia donde vamos da sentido a nuestro día a día!

Todos los puntos indicados son importantísimos y a?adiría el empoderamiento, el reconocimiento, la gratitud y el coaching a los trabajadores o gerentes, los ayuda a dar la extra milla. Asimismo el ejemplo de la alta gerencia. Una alta gerencia ensillada e inflexible es sinónimo de una empresa rígida, inflexible, con poca adaptabilidad en los mercado tan cambiantes. las empresas deben ser muy ágiles y adaptables a las nuevas realidades y para hacer esto debes tener colaboradores que compren esta realidad.

In our team we commence the weekly Team Meeting with each person nominating themselves or someone else for a success for the week. Their success can be personal or work related. Being ready with a success to share, shows good engagement. Not having a success shows a lack of engagement. This simple but effective tool shows engagement on a weekly basis, without having to wait for the annual engagement survey to be undertaken.

1. Claridad en los Objetivos: Es crucial que los empleados comprendan claramente qué se espera de ellos y cómo sus roles contribuyen al éxito del proyecto y de la empresa. 2. Reconocimiento: El reconocimiento del esfuerzo y los logros es fundamental para mantener a los empleados motivados y comprometidos. 3. Oportunidades de Desarrollo: Los empleados deben sentir que tienen la oportunidad de crecer y desarrollarse dentro de la empresa. 4. Cultura de Confianza y Respeto: Un ambiente de trabajo donde los empleados se sientan valorados, respetados y confiados aumenta su compromiso. 5. Participación y Empoderamiento: Involucrar a los empleados en la toma de decisiones, dándoles cierta autonomía aumenta su sentido de compromiso y pertenencia.

If your team is happy with you, they not just to stay, they push to grow and they are thinking how to help the company to improve every day. Facts more than survey

Retention is all about people. People who join a company and maybe leave a manager. It's all well and good having metrics, measures and values but everyone in the business must live those values or it's just words. That starts with the attitude at the top

La tasa de rotación de empleados puede impactar muy negativamente en la organización cuando está desequilibrada sin embargo, pienso que una tasa aceptable y equilibrada no debe ser vista como mala per se pues oxigena la organización en algunas ocasiones. La retención del talento se ha convertido en centro de las políticas de Personas. Qué la organización esté motivada y alineada es fundamental.

La tasa de rotación es un indicador final muy relevante. Nos dice de verdad dónde estamos como equipo. Hay alta correlación con el nivel de compromiso

Turnover rate will inevitably show how well company values and the talent market are aligned. The cost of onboarding a new hire is sometimes five times the cost of a salary rise, so we need to evaluate well the talent we already have and how we give recognition and appreciation.

La reputación de una compa?ia nace de sus colaboradores y se manifiesta en sus clientes. La interacción entre ambas partes aseguran el éxito con el paso del tiempo.

Absolutamente, o Net Promoter Score (NPS) é uma métrica valiosa para medir a advocacy dos funcionários e a qualidade da experiência de trabalho. Ao entender a disposi??o dos colaboradores em recomendar a organiza??o, as empresas podem identificar áreas para fortalecer o engajamento e a satisfa??o no ambiente de trabalho. O NPS fornece insights sobre a reputa??o do empregador, impactando diretamente na atra??o e reten??o de talentos.

Como la mayoria del tiempo comento, las organizaciones, empresas y negocios son ecosistemas sociales. Asi como nos quejamos o adoramos a nuestra pareja, nuestra familia, nuestra ciudad, pais o cualquier circulo social esto tiene que ver con nuestra posición en ella y lo capaces que somos de desarrollar nuestro bienestar en ellos. Si como directores o directoras, fomentamos no solo con liderazgo, sino con más sentido de comunidad tenemos un espacio para desarrollar nuestros talentos, trabajando humanamente en relaciones que permitan conocer nuestras aspiraciones de sueldo, conocimiento y cumplimiento. Así aunque quizás nuestro bienestar sea flexible, cambiante y fluido, siempre habrá un ecosistema donde desarrollarlo.

Nada que a?adir. Solo reiterar que el compromiso del empleado, está directamente proporcional a la recomendación de la empresa por parte de éste.

La estabilidad laboral de una organización garantiza mejores resultados, por eso es importante trabajar dia a dia para que nuestros colaboradores tengan ese sentido de pertenencia para la empresa en el cual trabaja.

Understanding the specific aspects that contribute to satisfaction enables managers to tailor strategies for improvement effectively. A high satisfaction index implies that employees find value in various facets of their work, fostering a positive workplace culture and potentially leading to increased productivity. On the other hand, a lower satisfaction index can pinpoint areas requiring attention, allowing managers to address specific issues, boost morale, and create a more engaging work environment. By regularly monitoring and acting upon the employee satisfaction index, business managers can proactively enhance overall employee well-being and satisfaction, positively impacting organizational success.

Un empleado comprometido es un empleado satisfecho, reconocido y valorado. No hay nada más productivo para una empresa que hacer sentir a sus empleados partícipes de ella.

El resultado de las 3 C’s con base a los resultados obtenidos Compromiso. Establecer objetivos y metas enfocados en generar oportunidades entre compa?ía y equipo de trabajo Confianza. Generar canales de comunicación directa entre líder y equipo Competencia. Evaluar y premiar el desempe?o de los integrantes del task force de la compa?ía

Employee satisfaction in the workplace plays a key role to grow your organization and achieve the better outcomes. I take the regular survey from my team to boosts workplace morale and reduce the issues. Always we together find the ways to promote our community.

Mucho de qué tan comprometido se encuentre el empleado en su empresa viene de que tan satisfecho se encuentre en su trabajo. Factores como promociones, aumento de sueldo, balance de tiempo (vida-trabajo); contribuyen a un mejor rendimiento laboral. Con base a esto se puede partir hacia las expectativas de crecimiento del personal como de la empresa.

Los resultados de la organización son los que realmente pautan el nivel de compromiso de los Colaboradores, sin tenerlo claro se hacen acciones que no llevan a tenerlo en el nivel para creación de valor reflejado en la última línea del balance. Se confunde satisfacción, clima, engagement, que son temas diferentes y que todos aportan, lo importante será entenderlos para utilizarlos.

Indicadores de meritocracia s?o essenciais para o crescimento da equipe e da organiza??o, precisam de culturaliza??o para florescerem!

Só é gerenciado aquilo que se mede. Quer saber como, porque, quando é com quanto, me?a. Só assim conseguirá elaborar a melhor estratégia de negócios, realizar o acompanhamento, mensurar e evoluir.

I use employee performance metrics as a personal benchmark to gauge my effectiveness and progress. These metrics include my business's sales, revenue, client satisfaction, and the quality and efficiency of my work. By regularly monitoring these indicators, I can assess how well I am achieving my goals and fulfilling my business vision. This practice not only measures the outcomes of my efforts but also helps in aligning my daily tasks with the larger strategy of my business. It's a key method for ensuring that my work remains innovative, creative, and contributes positively to my professional growth and business success.

Las métricas de los empleados son fundamentales además de tener una gestión y un debido seguimiento a los resultados sirve como una herramienta de competitividad entre ellos, motivando la mejora e incremento de la productividad sencillamente por ver a sus pares con mayor desempe?o.

An important piece of this is to complete the feedback loop. If employees are trusting you enough to give feedback and suggestions, you have an obligation to put thoughtful consideration into next steps. Then, leadership must communicate how they will respond. Complete the feedback loop, so your employees see follow-through. This is the key to increasing trust, continued feedback and the two-way collaboration that influences the overall culture.

Para empezar es necesario que el empleado se sienta libre para opinar, dentro siempre del ámbito del respeto, sin temor a ser etiquetado o juzgado. A partir de ahí creo que es fundamental escuchar y entender al empleado.

Benchmark optimization is essential for fostering a vibrant and productive work environment. From a managerial perspective, this involves creating policies that support employee satisfaction and development, fostering open communication to build trust and engagement, and implementing recognition systems that value and reward effort. A proactive approach to professional development should be adopted, ensuring that employees feel supported and encouraged in their growth. Committed and empathetic leadership plays a crucial role in optimizing these aspects, creating a culture where employees feel valued, inspired, and motivated to contribute significantly.

Un equipo de alto rendimiento te permitirá alcanzar las metas con mayor agilidad y mejores resultados. Para ello hay que saber escuchar las necesidades de los colaboradores, cuanto más encaje haya entre ambas partes, estrategia y conocimiento del colaborador, más probabilidad de éxito y win win.

There is no method more engaging than a direct line of communication with your employees. Allowing each person’s voice to be heard and to consider everyone’s thoughts and opinions when making changes to the workplace is essential to keeping high morale. Numbers and performance metrics will only tell you half of the story. Many of the best workers could be suffering in silence. Direct engagement, whether through a 1-on-1 or in a town hall setting, these types of engagement will mean more to employees than anything else.

In addition to the tools and methods already covered I have found great value in defining the characteristics of our desired workplace culture (elements like Trustworthiness, Make Decisions at the Lowest Level, Focus on Long Term Success, Promote the Common Good, et cetera) and surveying, discussing and measuring our current culture against our desired culture. We can then define and take specific actions to "fill the gaps." For example, if we are not Making Decisions at the Lowest Level, why not? What changes in process and behavior do we need to make? After identifying the specific actions we need to take we track our progress on making those changes and their impact on employee engagement, satisfaction and our outcomes.

Engagement can be seen when employees think as leaders, irrespective of the organizational level or titles. When the workforce is engaged, contributions emerge without being forced, people look for organic relationships to develop and they are happy to take the lead, owning the outcomes, good or bad. They will embrace the learning experience and move on, keeping committed end to end to the organizational success. To create this environment leaders must walk the talk and provide an environment of respect with freedom of thought while ensuring employees have challenging goals toward organizational success.

One aspect to do not under valuate is the "walk the talk". While companies are great in writing mission and value statements it's key to really live these values inside the company where employees will feel part of this environment and connected to company's values.

Turnover is a key indicator that something is amiss. It could be non-competitive wages or benefits, poor alignment with management, lack of challenge or motivation, or even a toxic workplace environment. If turnover is a significant problem for your organization I advise deconstructing every part of the chain and work to resolve it immediately. Is it one division or manager, or is it company-wide? Is it related to company values or is it a personnel problem? Are the employees being compensated fairly for their commitments, and do they feel that the company is committed to the employees? Employment is a win-win if done correctly. When a business engages employees and considers those tools essential, it is bound to be more successful.

Key employee engagement benchmarks encompass job satisfaction, productivity, and retention rates. Well-being surveys evaluate overall employee wellness, while neurodiversity assessments measure inclusivity. However, it's crucial to recognise that genuine engagement relies on factors like well-being, freedom of speech, and psychological safety. Without addressing these aspects, survey results may not accurately reflect employee engagement levels.