Measuring Employee Engagement: The Key to Unlocking Performance

When I was at MGM, we we’re building out a small team to relaunch our home entertainment business. The executives we brought in were talented, but I could sense there was a lot of dysfunctions in the day-to-day processes. In order to get to the bottom of it, I decided to do a simple method of employee feedback to understand where the pockets of tension were. “Tell me 3 things you like about working here and three things that suck” my email said. I gathered the anonymous feedback and went to work. We had some difficult conversations with people, but ultimately, we hit our stride as a team and produced outstanding results. As the business grew from 100 million to 3 billion and the team grew from 30 home office employees to thousands around the world, I never stop the practice of measuring employee engagement.

Employee engagement is one of the most important factors in driving organizational success. Engaged employees are more productive, more committed to their work, and more likely to stay with their employer over the long term. But how can companies measure employee engagement and use that information to improve performance?

Measuring employee engagement requires a multifaceted approach that considers both quantitative and qualitative data. One common method is the use of employee surveys. These surveys can provide valuable insight into how employees feel about their work, their colleagues, and their workplace. Questions about job satisfaction, work-life balance, and communication with management can help identify areas where improvements can be made.

However, it's not enough to simply measure employee engagement; companies must also act based on the results. This requires a commitment from leadership to address any issues that are identified in the survey. By addressing employee concerns and making changes based on their feedback, organizations can create a more engaged and productive workforce.

One way to improve engagement is through employee recognition programs. Studies have shown that employees who feel valued and appreciated are more engaged in their work. Recognition programs can take many forms, from employee of the month awards to spot bonuses for exceptional performance. By recognizing and rewarding employees for their hard work, organizations can create a culture of appreciation and motivate employees to perform at their best.

Another way to improve engagement is through professional development opportunities. Employees who feel they have opportunities to grow and develop within their roles are more likely to be engaged in their work. This can take the form of training programs, mentorship opportunities, or simply providing opportunities for employees to take on new challenges. When I was running Sony Pictures Home Entertainment, we developed a program specially for high performers. You had to be voted in and you traveled the world to learn cross disciplinary functions.

The benefits of measuring employee engagement and taking action to improve it are clear. Engaged employees are more productive, more committed, and more likely to stay with their employer over the long term. By investing in engagement, organizations can create a culture of excellence and drive success across the entire organization.

In conclusion, measuring employee engagement is a critical component of organizational success. By using a multifaceted approach that incorporates employee surveys, recognition programs, and professional development opportunities, companies can create a more engaged and productive workforce. By acting based on the results of these measures, organizations can unlock the full potential of their employees and drive success in the long term.