Employees are the important and core assets of any firm on any day. Their motivation and engagement drive more sales, revenues, customers, and profitability. But employees tend to burn out too. They need to maintain a happiness quotient of their life to come back to work with improved efficiency.
This also indicates that companies cannot just detect their engagement levels on guesswork. Properemployee engagement metrics for the modern organization should be in place. After all, famous Gallup articles also suggest that productive and engaged employees are more likely to become loyalists. They refer to the company more to outsiders.
Therefore, it’s relevant for HR leaders to gauge simple and workable employee engagement metrics. This is, in fact, the need of the hour in modern organizations where inclusivity, diversity, equality, work-life balance, happiness, and value of work-like factors matter more.
Many of them are calculable inemployee management systems likeuKnowva.
First, let’s start with some basics before checking with the 7employee engagement metrics for the modern organization.
In a company,what’s measured is managed. Without measuring why employees work in your firm for a particular tenure, you might lose their trust, respect, and important insights about their working styles.
After all, millennials and gen-z employees are more active and aware of their values and ethics. That is why anemployee engagement system and factors come into place for HR admins.
Using employee engagement metrics in your firm teaches you facts about:
Questions like these help employees and recruiters gauge if the hired employee is job fit, organization fit, and culture fit or not. It also gives a real picture of the real-time perception of the brand image from an employee’s standpoint.
Plus, the onboarding to offboarding process costs the company a future. That is why they should be proactive in knowing if they are hiring or letting go of the right candidate or not.
Then theseemployee engagement metrics for the modern organization also provide an insight related to employee retention plans. For example, if a top performer is engaging less or is less satisfied, insightful reports can alert HR leaders.
From there on, they can have panel interviews or pulse/exit/annual surveys to retain their best employee before losing them irrevocably.
eNPS is theEmployee Net Promoter Score developed by Fred Reichheld. It was earlier meant to serve the purpose of knowing customers’ lifetime loyalty. Eventually, firms realized that loyal customers are a result of loyal and retained employees.
Therefore, the focus is on nurturing employee loyalty using the eNPS.
What does it do?
It shows how likely employees are to recommend and promote the company to outsiders like their friends or family.
How to conduct eNPS surveys?
The scale of the eNPS surveys ranges from 1 to 10. Where 1 depicts the unlikelihood, and 10 shows the most likelihood for employees to act as active promoters of the company.
So, HR leaders ask them a question to rate their recommendation level.
Based on their ratings on the eNPS surveys, they will be further categorized into 3 sub-sections.
Detractors:They rate the likelihood of them recommending the firm to work or deal with further from 0 to 6.
Passives: Their rates vary from 7 to 8 in the surveys.
Promoters: Their ratings are from 9 to 10 in the eNPS surveys.
eNPS calculator:
Number of promoters - (number of detractors / total number of respondents) x 100
If your firm scores 10+ in totality, it is doing quite well. However, a score between 50-100 shows you’re successfully hiring people who can become brand ambassadors for the firm.
Note:
You must add an extra question in the survey to know the reason for the employee’s rating. This way, you can implement changes in the firm depending on your employees’ reasonable answers.
Employee engagement software like uKnowva helps address the happiness meter of your employees. Plus, such software also hasPeople’s Analyticsor live Dashboards. From these reports, know if you’re employees are:
Calculation of absenteeism and vacations used is one of the most influentialemployee engagement metrics for the modern organization. Workers of today want to be hired for the right reasons. They must feel that they are adding value and efficiency to the firm that employs them.
But they must not feel burnt out, tired, have immense fatigue, feeling of isolation, anger, or anxiety. Because suchemotions lead to absenteeism. When that rate increases, it means top performers in the modern organization are not interested or engaged with their daily KPIs.
Conversely, an organization must boost and promote the active usage of vacations allotted. It helps employees to take time off everyday work.
They need a day at least in a month when they can unwind and focus on nourishing their mind and soul. Or, they might want some days away from work to spend them with near-and-dear ones. There’s nothing wrong or foul in that notion either.
AnduKnowva HRMSis the right example here. It helps HR leaders and admins track absenteeism rates and the vacations used by employees. It shows how invested each employee is in a firm – whether they’re taking much-needed time off the screen or job or not.
Employee performance metrics help to know the efficiency level of an employee. Besides that, several studies have been conducted that point to the fact that more engaged employees complete their tasks on time and gradually increase their performance.
So, there are metrics like:
Quality metrics – check errors, the likelihood of promoters, and 360-degree feedback from all peers to verify the quality work by a single individual.
Quantity metrics – shows the sales, revenues, and profits generated from an employee’s effort. This can be seen in the projects allotted inuKnowva HRMS.
From there, employers can check how many hours a hire invests in a project and whether they complete it on time or not. Because depending on that, the company can accurately bill the immediate client as well.
Efficiency metrics – it aggregates the count of the above two metrics.
Thecollaboration software or theemployee management system must have automation features suited for modern organizations. For today’s generation has proclivities to save time and endeavor in quality work.
However, with the increased bandwidth of employee data as the firm grows and scales, executing daily tasks is a compulsion. Overcoming that is a challenge, but not when employees automate their tasks.
Some of them can be, not but restrained to:
Employees engage morewhen they can save time using such features. They have more room for experimenting or learning new stuff in the firm. Then, they can take up new challenges without fretting over daily tasks or reporting or documentation.
Voluntary employee turnover rate is an evident sign of how well your firm can retain employees. If the calculated percentage is high, it’s obvious that people are ready to switch.
Reasons for that could be multiple: better job offers, shifting to another place, not getting the right tools/technology, etc. But at least this estimation pushes HR leaders to question their employees’ engagement and satisfaction levels.
Employee engagement metrics for the modern organization actually become more prominent when using this scale. This percentage also helps HR and recruiters decipher or open a dialogue related to questions like:
Answers to such customers help tweak algorithms in theuKnowva HRMS suiteso thatemployees' experience improves with time.
This ratio can be the opposite of the previous one as it indicates how many employees are choosing to stay in the firm. And if the ratio is higher, it’s clear that they have a sense of purpose in the firm.
It can be monetary, social, educational, professional and technical.
A promising and expected ERR cuts down the hiring cost for a firm. In other words, if nobody leaves, no one will be replaced. And the longer an employee stretches their tenure, the better they feel connected to the company’s vision.
Again, that understandability of their job roles and company’s expectations helps them become more efficient and accurate in their deliverables.
For that, they should be rewarded timely. If HR professionals and TLs follow that practice, an employee's engagement eventually enhances.
Plus,uKnowva HRMS makes team collaboration easier with open chat boxes, adding multiple employees in a project, tracking employee performance and timesheets.
The 7 employee engagement metrics for the modern organization discussed above help recruiters spot and resolve errors before it’s too late. Then they can boost employee engagement on time using theuKnowva HRMSsuite as well.
Employee retention plans are the organisation’s top-of-mind to reduce turnover and increase internal branding scores. However,employee engagement platforms have to be impressive, agile, and flexible. Only then employees will be interested in using those tools.
Gather enough information from this blog post on “how to keep your current staff engaged effectively?” Use the engagement tools to incorporate those strategies talked about below.
To begin the score ofemployee engagement in your organisation, you must hire right. Carefully choose job and culture-fit candidates out of the available talent pool.
Do not hesitate to onboard over-achieving and higher performing candidates with higher pay. With candidates to hire are self-driven and love to achieve new goals every day, that’s a positive point for any organisation.
Such employees always bring novelty to the firm and corporate culture. However, do not compromise with the talent when you’re hiring right.
As employees who will not be culture or job-fit for the firm will engage less no matter less. Youremployee engagement platform would not be fruitful to motivate such employees for long.
Decide early on how many employees are to be hired in a given period for numerous job openings. You have to work in tandem with the CHROs and senior HR executives for that.
However, with the presence of theuKnowva recruitment engine, such decisions are streamlined without hassle. You can post clear company policies, referral rules, and acceptable company culture.
This way, your HR persons would know whom to hire, from where, and at what cost. Clear communication between CEOs, CFOs, and CHROs is essential here to clarify the onboarding process.
This can happen or take place on the employee engagement platform.
Because when your onboarding policies are clear, it’s easier to hire efficiently from the preferred job portal. It also involves the right cost, time, and talent to onboard.
In fact, new hires’ orientation in the company is seamless with an automated onboarding system and engine.
Your employee would love to communicate, collaborate, and network on theemployee engagement software.
However, that score evolves or improves every quarter as you offer competitive pay to your sincere performers and employees.
Employee benefits & engagement platforms have a strong connection. If your employees don’t feel that they are receiving competitive pay every year, one of their basic expectations to engage will be reduced.
That’s one of the reasons employees are your internal stakeholders. If you fail to offer them better pay, they eventually look for other companies.
However, if you can satisfy basic pay expectations every year, employee engagement will be satisfactory with profitable results.
It’s a universal truth for every company where satisfied employees bring in more customers. They deliver projects on time and serve end customers/clients profoundly.
They will have no reason not to engage with the tool for extending their goal-oriented collaborations and communications.
Another strategy to invite moreemployee engagement is to offer them better channels for open, honest, and purposeful communications. uKnowva employee engagement software offers that to HRs and their companies.
Using this tool, your staff is likely to participate in pulse surveys, polls, quizzes, and discussion forums. Each such participation will have a motive to communicate through.
On the other hand, HR managers and team leaders can gauge the results from these participations.
When they make necessary changes in the company culture, employees realise each of their votes or opinions count. If that importance starts to grow amongst your staff, engagement rates on the tool will soar.
They will be happy to bring new ideas, suggestions, and improvements. Then, CHROs and CEOS can discuss the possibilities of these suggestions with their policymakers.
However, give due credit to each employee if their suggestion flows successfully through the pipeline.
Your nextemployee engagement platform must have provisions for employees to grow and upgrade their talent. That is through various learning materials and courses. You can upload certified courses and modules there.
It will help your employees to learn something new every 3-6 months. Later, they use this skill set in their new and challenging projects. This cycle upgrades your employee's standard of living, business mindset, and overall quality of work life.
They will eventually grow fond of engaging on the given uKnowva HRMS software. Because that is where they get to learn new subjects every month or so. They can become subject matter experts by enrolling in various courses regularly.
If you’re providing this to your team, they have numerous creative and innovative things to look forward to. With that notion, they will stay satisfied and engaged with the software to share their progress.
Make your employee feel special. Not just on the special days like their entry, exit, anniversaries, or birthdays. Ensure to take pride in your employees’ growth. That could be for achievements within and outside the firm.
Make them feel that you’re listening to them using theemployee engagement platform. Show them that you have seen their progress and could not be happier for them.
That could be through live announcements and notices published by relationship managers, HR persons, CHROs, or co-founders.
The higher the position of the post owner, the more will be a positive ego boost for the employee. Plus, if the entire organisation gets to like, share, and comment on such posts, the engagement rates can break records.
Such events and announcements actually help other employees to work on themselves. They feel their inner drive to do better for receiving this much attention and love from their seniors, peers, and juniors.
It’s one of those occasions where employees engage happily without delays.
Use insightful reports in the HRMS to understand the deep connection between employee benefits & engagement platforms. These analytics reports expand your knowledge and perspectives about your staff’s behaviour.
You will verify your employees’ connection to the company culture with their data in the system during a period. From these reports, you will know:
These are a few basic questions. As you drill deeper into this analysis, you will get to the crux of the issue at any point.
Then, your policymakers can help you digitally reform HR communications for better engagements without hampering internal goodwill.
There can be numerous strategies to level up your employee engagement rates. Find out tips that matter and are affordable from the above listicle.
Contact us today to know more about uKnowva HRMS.
Are you sure that you are keeping your workplace engaged enough? If you’re in doubt, the chances are that you’re not working on the provenemployee engagement strategies.
Take the hint and clear idea from this blog post. Then calibrate these strategies in your work culture. The below-stated strategies work even better when you advance with modernuKnowva employee engagement tools.
But before knowing that, let’s read more about the strategies that empower your most talented employees every day. With that, your organisation’s retention and rapport rate will surely improve and become favourable for Gen-Z and millennial workers.
No employee engagement would improve without trust. Employees need to trust you to provide them with a favourable culture. Similarly, you have to trust hired people to work their job.
It will take time for your new hires to adjust. But give them levy to understand the company and KPIs to deliver. Show them the importance of a trusting work environment. Let them regularly know what you expect and how they can deliver the same without burning out.
One of the most reliableemployee engagement strategies is giving your workforce full autonomy. This is an interlinking point with the first one. But with full autonomy, you stay away from micromanagement and bugging your employee for every small detail.
If you believe in your employees, there still is the possibility of full autonomy. Simultaneously, you can watch their progress using uKnowva human resources management’s smart solutions. It won’t require you to disrupt your busy teammates' workflow either.
Employees love working in firms where they can be open about their job roles and career opportunities. For that, they need to build a clear-cut and purposeful rapport with you as their senior or team leader.
Allow them to do so as you catch up on them daily, weekly, or weekly. It depends on the suitability and availability of everyone in the team. But make it a mandate everyone has to follow.
Employee satisfactionwith jobs is pretty high when workers jell well with their project approver or relationship manager.
Another employee engagement strategy that you need to work on is celebrating your teammates or subordinates’ wins/victories. These could be trivial, like disciplined behaviour or as influential as closing a deal with a big client.
Cases to prove an improvement in employee engagement rates with celebrated wins are many. You can narrate your company’s examples, too, if you think of any right now. Such wins bring teams closer. Employees grow fond of each other like a true extended family.
When that notion seeps in, you can expect better engagement rates like no other.
Along with it, useuKnowva Social Intranet to offer a delightful experience they didn’t or wouldn’t expect.
Your staff will connect more to their job roles if there are opportunities to grow and learn. Offer them certificated courses, learning modules, personalised/customised eBooks and other software/hardware modules.
The learning materials based on your organisation’s business process will be more influential. Ultimately, your employees will become eligible to take up challenging tasks and clients.
You watch their progress from the performance management software we offer with the HRMS. This way, theemployee satisfaction score can be nurtured well to progress and be profitable.
Use anemployee engagement tool to be transparent with your teams. They must never doubt any role or duty they have to fulfil or establish. From day one, your teammates must know what you expect from them.
The more clarity in the job roles, the more will their tenure pay off. They will not indulge in unnecessary workplace politics or detour from their daily KPIs to accomplish.
When your staff has this clarity, there is no doubt that they will excel and help your team to grow. Additionally, you must allow your staff to reach you anytime during business hours.
Be ready to solve their queries, be it online or offline. That’s one of your major roles as a team leader or reporting manager. Besides that, you must communicate the risk, reward, and recognition system to your teams.
Accordingly, they can set their goals for earning rewards and timely recognitions.
This is a true motivator for your workers. They learn to perform well or break free from their mental limitations and succeed as they should.
A feedback system is important to close the communication loop and meet its purpose. That’s how you encourage your employees to participate inhuman resources tools for extending their current collaborations.
When employees there is a system where they're being listened to, they give as many suggestions as possible torevitalise the work environment. Evaluate each such opinion. Present those ideas before senior management. Let the C-suite level decision-makers develop new policies in tandem with recommended changes.
Convey the new adjustments in the work culture or environment to your staff. Show them that their vote mattered and see how positively they reform their work attitude.
Their productivity will shoot up within a few days, knowing that their performances and polls matter. That’s why this is the most interesting trip to follow amongst all other employee engagement strategies.
An important factor of a favourable workplace is your employees’ mental and physical well-being. If you overlook that, the entire organisation’s growth and development will suffer.
You must read the live dashboards or analytical reports on the uKnowva HRMS and performance management systems. These reports enable you to make better decisions to allot projects to different manpower.
At any time, you won’t hand over tougher projects with already occupied workers. And you will know when to shift a project to another employee if the system notifies you of alerts on possible cases of burnout or fatigue.
As you incorporate these changes, you excel atemployee engagement tactics like no other.
Follow these 8 important employee engagement strategies to improve your work environment. Make your company future-ready as well when you introduce uKnowva smart solutions simultaneously.
Contact us here today for your next HRMS.
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