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How can you measure the impact of your TQM program on employee engagement and retention?

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Total quality management (TQM) is a systematic approach to improving the quality of products, processes, and services by involving everyone in the organization. TQM can have many benefits for your business, such as increased customer satisfaction, reduced costs, and improved efficiency. But how can you measure the impact of your TQM program on employee engagement and retention? Here are some ways to assess how your TQM efforts are affecting your workforce.

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Harsh Thakkar

CEO @ Qualtivate- consultancy helping life sciences to elevate quality management maturity, ensure regulatory…
Raimund Laqua, PMP, P.Eng.

Chief Compliance Engineer | Ensuring Mission Success through Compliance | Lean Compliance
Christine Grcar, CHRL

Senior HR Manager/Leadership/Employee Relations/HR Management//Process Improvement/Program Development/Performance…

1 Employee surveys

One of the simplest and most direct ways to measure the impact of your TQM program on employee engagement and retention is to conduct regular employee surveys. You can ask questions about how employees perceive the quality of their work, their involvement in decision-making, their satisfaction with their roles and responsibilities, their feedback on the leadership and culture, and their intention to stay with the organization. You can also use a standardized tool, such as the Employee Engagement Survey (EES), to measure the level of engagement and commitment of your employees.

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Christine Grcar, CHRL

Senior HR Manager/Leadership/Employee Relations/HR Management//Process Improvement/Program Development/Performance Management/Compensation/Budgeting
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As HR professionals, we're on a journey to quantify the impact of our Total Quality Management (TQM) program on employee engagement and retention. Beyond the numbers, we find magic in real conversations, personalized feedback, and creating passionate advocates within our team. For us, it's about increasing engagement metrics, reducing turnover rates, and most importantly, improving each employee's journey. Numbers are just part of the story; people are at the heart of it all.

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Harsh Thakkar

CEO @ Qualtivate- consultancy helping life sciences to elevate quality management maturity, ensure regulatory compliance, and deploy innovative technology solutions.
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Surveys grant employees a direct channel to voice their thoughts, feelings, and experiences, unfiltered and authentic. It's firsthand data that often unveils truths metrics alone can't reveal. When structured correctly, surveys can provide an anonymous platform. This anonymity often translates into more genuine responses, as employees don’t fear potential repercussions for their candor.

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Naveen Agarwal, Ph.D.

Risk Management Leader | Problem Solver
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Yes surveys are useful (somewhat), but when you have a strong culture of Quality, you can feel it in the air. I am not sure if you can directly measure, or establish a cause and effect relationship between TQM and employee engagement. Secondly, engagement has to be both ways - it is not just about employee engagement with the organization, but also the organizations engagement with the employee. In the end, a culture of collaboration and open communication goes a long way in engaging everyone to drive towards the collective goals of the organization. These goals should align with the core values of the organization and everyone should be able to link their individual goals with them.

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2 Employee turnover

Another way to measure the impact of your TQM program on employee engagement and retention is to track the employee turnover rate. This is the percentage of employees who leave the organization voluntarily or involuntarily within a given period. A high turnover rate can indicate low engagement, dissatisfaction, or lack of alignment with the TQM vision and values. A low turnover rate can indicate high engagement, loyalty, or satisfaction with the TQM practices and outcomes. You can also compare the turnover rate of different departments, teams, or roles to identify areas of improvement or best practices.

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Harsh Thakkar

CEO @ Qualtivate- consultancy helping life sciences to elevate quality management maturity, ensure regulatory compliance, and deploy innovative technology solutions.
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High turnover is a clear sign of discontent. Whether it's due to the workplace environment, remuneration, or growth opportunities, if employees are leaving frequently, there's a reason - and it's often multifaceted. Employee turnover is also a big cultural indicator. A thriving company culture leads to lower turnover. If the rate is high, it can point to issues like lack of inclusion, poor work-life balance, or misaligned values.

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3 Employee performance

A third way to measure the impact of your TQM program on employee engagement and retention is to monitor the employee performance indicators. These can include metrics such as productivity, quality, customer satisfaction, innovation, teamwork, and learning. You can use various methods, such as performance reviews, feedback systems, recognition programs, and reward systems, to evaluate and motivate your employees. You can also link the employee performance indicators to the organizational goals and objectives, and measure the contribution of your TQM program to the overall success of your business.

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4 Employee development

A fourth way to measure the impact of your TQM program on employee engagement and retention is to observe the employee development opportunities. These can include training, coaching, mentoring, career planning, and succession planning. You can assess how your TQM program supports the learning and growth of your employees, and how it helps them acquire new skills, knowledge, and competencies. You can also measure the impact of your employee development opportunities on the retention, engagement, and performance of your employees.

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5 Employee stories

A fifth way to measure the impact of your TQM program on employee engagement and retention is to collect and share employee stories. These are narratives that capture the experiences, emotions, and insights of your employees related to your TQM program. You can use various channels, such as interviews, testimonials, case studies, newsletters, blogs, or social media, to gather and disseminate your employee stories. You can also use qualitative methods, such as thematic analysis, to identify the common themes, patterns, and trends in your employee stories.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Raimund Laqua, PMP, P.Eng.

Chief Compliance Engineer | Ensuring Mission Success through Compliance | Lean Compliance
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Total Quality Management is a holistic approach to quality that builds on quality management systems (QMS) but differs in important ways that include having the necessary accountability and commitment from both leadership and employees across the organization. This will contribute to higher levels of engagement and retention, but may not be the only factors. To measure the contribution of TQM requires measuring the factors (i.e. factor analysis) introduced by TQM and separate them from the others. This does not require knowledge of magic or assessment of feelings in the air. It does require an operational model for how TQM impacts employee engagement that includes both qualitative and quantitative measurements.

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How can you measure the impact of your TQM program on employee engagement and retention?

1

2

3

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5

6

1 Employee surveys

2 Employee turnover

3 Employee performance

4 Employee development

5 Employee stories

6 Here’s what else to consider

Quality Management

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How can you measure the impact of your TQM program on employee engagement and retention?

1

2

3

4

5

6

1 Employee surveys

2 Employee turnover

3 Employee performance

4 Employee development

5 Employee stories

6 Here’s what else to consider

Quality Management

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