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What do you do if your HR department needs to measure and track employee engagement levels?

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Employee engagement is the degree of commitment, enthusiasm, and alignment that employees have with their work and their organization. It affects productivity, retention, customer satisfaction, and overall performance. But how do you know if your employees are engaged or not? And how do you measure and track their engagement levels over time? In this article, we will explore some of the best practices and tools for measuring and tracking employee engagement in your HR department.

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SHEETAL PAWAR

SVP & Head BHR | BFSI I STARTUPS I LEADERSHIP DEVELOPMENT I 18+ Years in BFSI
Jason Tee (郑仲竣)

Head of People & Culture - Asia, GrowthOps | 28,000 Followers | Talent & Culture | Prioritizing People's Experience

1 Define your engagement goals

Before you start measuring and tracking employee engagement, you need to define what engagement means for your organization and what goals you want to achieve. For example, do you want to improve employee satisfaction, loyalty, motivation, or performance? Do you want to reduce turnover, absenteeism, or burnout? Do you want to align employee values, vision, and culture? These are some of the possible engagement goals that you can set and communicate to your employees and managers.

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SHEETAL PAWAR

SVP & Head BHR | BFSI I STARTUPS I LEADERSHIP DEVELOPMENT I 18+ Years in BFSI
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First step is conducting a gap analysis. Why the organisation wants to measure or track employee engagement in the first place. It's crucial to identify the specific reasons driving this initiative. Once the objectives are clear, define what "engagement" means within your company, what employee behavior and attitudes contribute to engagement in your organisational context. Set SMART goals for what you want to achieve is it employee satisfaction, improving productivity, reducing turnover, or fostering a positive work culture.

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2 Choose your engagement metrics

Once you have defined your engagement goals, you need to choose the metrics that will help you measure and track them. These can include survey metrics, such as results from employee surveys that measure satisfaction, motivation, alignment, feedback, and recognition. You can use standardized surveys or create your own customized surveys. Additionally, you can use behavioral metrics from your HR systems to track indicators of employee behavior over time and compare them across teams. Lastly, sentiment metrics can be used to measure employee emotions and attitudes that influence their engagement, such as happiness and trust. Tools such as sentiment analysis, mood tracking, or eNPS can capture these metrics from emails, chats, reviews, or social media.

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Muhammad Abbas

Human Resources Supervisor | HR Strategic Planning | HR Business partner | HR Section head
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Go beyond surveys: Use tools like pulse surveys with open-ended questions to capture real-time sentiment. Track participation: Monitor participation in company events, training programs, and internal communication channels. Measure advocacy: Analyze employee Net Promoter Score (eNPS) to gauge how likely they are to recommend your company as a workplace. Track internal mobility: Monitor internal job applications and promotions to understand employee growth aspirations.

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SHEETAL PAWAR

SVP & Head BHR | BFSI I STARTUPS I LEADERSHIP DEVELOPMENT I 18+ Years in BFSI
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Create a detailed plan outlining specific strategies and initiatives designed to meet engagement goals. This could involve improving communication channels, fostering professional development opportunities, implementing recognition programs, or promoting work-life balance. Next, define the metrics that will help you track the success of your engagement efforts. These could include employee satisfaction surveys, retention rates, productivity levels, absenteeism rates, or participation in training programs. Ensure these metrics are aligned with your engagement goals and can be measured consistently over time. Implement systems for collecting and analyzing data related to your chosen metrics.

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3 Collect your engagement data

Once you have chosen your engagement metrics, you need to collect the data from your employees and managers. Online surveys are an effective and convenient way to collect survey metrics, with platforms such as SurveyMonkey, Qualtrics, or Culture Amp. Mobile apps, such as Officevibe, Peakon, or TinyPulse, can be used to collect real-time feedback and pulse surveys from your employees. Additionally, HR systems can be a source of behavioral metrics from payroll, performance management, or learning management. Excel, Power BI, or Tableau can be used to extract and aggregate the data and create dashboards and reports to monitor and compare the metrics. Sentiment analysis is a technique that uses natural language processing (NLP) and machine learning (ML) to analyze and categorize emotions and attitudes from various texts. IBM Watson, Google Cloud, or Microsoft Azure can perform sentiment analysis on the data to generate insights and recommendations for improving engagement.

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4 Analyze your engagement data

After you have collected your engagement data, you need to analyze it to understand the strengths and weaknesses of your engagement, as well as the drivers and barriers of your engagement. To do this, you can use different methods and tools such as descriptive analysis, inferential analysis, and qualitative analysis. Descriptive analysis involves summarizing and presenting your data in a simple way with tools such as Excel, Power BI, or Tableau. Inferential analysis involves testing and validating your data using statistical techniques with tools such as SPSS, R, or Python. Qualitative analysis involves interpreting and explaining your data using thematic or content analysis with tools such as NVivo, Atlas.ti, or Dedoose. Each method can help you highlight key trends, patterns, outliers, causal relationships, predictors, factors, themes, meanings and stories of your engagement.

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5 Communicate your engagement data

Once you have analyzed your engagement data, it is important to communicate it to stakeholders such as employees, managers, leaders, and customers. Reports are documents that summarize and explain your data in a structured and formal way, using text, tables, or charts. Tools such as Word, PowerPoint, or PDF can be used to create and share the reports. Dashboards are visualizations that display and update your data in a dynamic and interactive way. Excel, Power BI, or Tableau are tools that can be used to create and access dashboards. Stories are narratives that illustrate and personalize your data in a compelling and engaging way. Tools such as Storytelling with Data, Data Stories, or Datawrapper can be used to create and tell your stories. With these methods and tools, you can include the main findings, conclusions, and recommendations of your engagement data.

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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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Jason Tee (郑仲竣)

Head of People & Culture - Asia, GrowthOps | 28,000 Followers | Talent & Culture | Prioritizing People's Experience
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Consider factors like survey design, confidentiality, feedback mechanisms, action planning, communication of results, and follow-up initiatives. Ensure employee participation, address diverse needs, and foster a culture of open communication and continuous improvement.

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What do you do if your HR department needs to measure and track employee engagement levels?

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1 Define your engagement goals

2 Choose your engagement metrics

3 Collect your engagement data

4 Analyze your engagement data

5 Communicate your engagement data

6 Here’s what else to consider

Human Resources

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What do you do if your HR department needs to measure and track employee engagement levels?

1

2

3

4

5

6

1 Define your engagement goals

2 Choose your engagement metrics

3 Collect your engagement data

4 Analyze your engagement data

5 Communicate your engagement data

6 Here’s what else to consider

Human Resources

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