Perception, organization and increase employee engagement has always been a task for the HR Department. In the last 10 to 15 years, but more and more leaders on this topic. It finds its way into the culture of the company: The It is obvious that the Employee Experience is to the success of a company, the impact, and yet many companies have difficulties in this topic to approach. For managers, the employees may have commitment, priority, however, between Vision and reality is a big gap but still.
Directly to the right answer
How can I measure employee engagement?
How can I influence the commitment of my employees?
What is employee engagement?
Employee engagement determines how employees in the organization feel obligated, whether you are the employer and the company emotionally connected to and how high is the willingness, objectives, and strategies.
There are different gradations of employee engagement:
- A high level of commitment: Such employees at the end of every day to the point, full of Motivation, and work with full Commitment in mind, the business forward. You are the best of the Best, the bottom line of a company.
-
Moderate commitment: These employees perform at a satisfactory level, but do little to raise the bar to set.
Their contribution to the overall success is not specific enough. They help to maintain the Status quo.
- Lack of Motivation: Uncoordinated and indifferent employees, to track non-directional activities without Motivation and view on the success of the company. Unmotivated employees are bad for business and ultimately cost money.
The Problem with unmotivated employees
An American Gallup study (These employees, there are only commitment, they are also emotionally indifferent to your employer and work actively against their interests.
You are less productive, influence their colleagues, negative, have more missing days, and sell to customers. It is estimated that 18 percent in the United States make each year in productivity losses of between 450 and 550 billion dollars. The companies with the highest Engagement metrics are significantly more productive, and more profitable than the competition.
Lack of commitment among employees, for example, is a crucial factor in the failed times: In Germany the German economy, according to the Gallup Engagement Index, one of the most extensive studies of job quality in Germany, cost of EUR 14.3 billion alone due to absenteeism, inadequate emotional attachment of employees to be caused.
You need motivated employees
The Gallup studies confirm what you know in powerful business: Engaged, productive and loyal employees with a positive attitude to their work and the company’s leadership is the key to increase market share, profits and customer satisfaction.
What is the difference between employee satisfaction and commitment?
Employee satisfaction is not the same as employee engagement. The satisfaction of the employees is the prerequisite for committed employees
– but only increased Engagement with more performance hand-in-hand. Satisfaction may, however, provide a good working climate, but they can also cause inertia – if we are, for example, in the evening on the Sofa, we are satisfied, but a very productive one. Thus, employees will be motivated to give their Best, is a high level of employee commitment is essential.
How can I terminate the commitment of my staff measure?
Similar to the Net Promoter Score (NPS), customer loyalty measures, the Employee Net Promoter Score (ENPS) is an indicator for the loyalty and commitment of employees. In order to measure the value of cooperation, asked the end, how likely is it on a scale of one to ten, that they would recommend the company.
The question is specifically:
The Answer will be in three groups split:
- 0 to 6 points: critic.
These employees also Detractors, they will appreciate the recommendation probability of the lowest and seem to have a bad emotional attachment to the company. Consequently, the commitment is below average.
- 7 to 8 points: Passive.
Employees assigned this value will be referred to as passive satisfied. The employee engagement is capable of expansion.
- 9 to 10 points: the Promoter.
The Promoter or promoters are emotionally connected strongly with their employer, and would recommend with high probability the company of your friends and Acquaintances.
It is assumed that these employees have a disproportionately high level of employee engagement.
In order to determine the ENPS, subtract the percentage of detractors from the percentage of promoters.
ENPS = percentage Promoter – percentage critics
So, any value between -100 and +100 can come out. If there is, for example, 40 percent of the Promoter and 30 percent of critics in the company, is the ENPS score of +10.
Any value greater than 0 is already a good value, since it shows that it is apparently more conveyor as a critic out there.
Make it easy and use them Tivians Employee Engagement Software. With the solution-based survey platform, you will increase thanks to a regular employee surveys continuously the Engagement of its employees.
TIVIANS EMPLOYEE ENGAGEMENT SOFTWARE TO MEET
You want to know more about it? You can get even more information about the commitment of your employees effectively measure can.
How can I affect employee commitment?
Commitment begins with the supervisor
What is the Gallup Engagement Index clearly shown, is the
enormous importance of leadership for employee engagement. A low employee retention and high turnover in the company often go on the account of the chief: According to the study, in the twelve months prior to the survey, 45 percent of employees without an emotional bond with the thought of their jobs because of the supervisor to change. In contrast, there were only 5 percent of the emotionally committed employees. Termination is usually the equivalent of a red card to the Management. Conversely, wins, who is out on the company management. But how vulnerabilities can reveal?
Employee engagement increase insights in real-time
The economy has changed, often but not in the way companies an employee survey to perform. You trust too often on paper and pen or inflexible survey forms by a third party. Employee surveys are time-consuming and error-prone. To collect data manually and analyze a huge amount of work to be carried out, which is why such employee surveys to a maximum of once or twice per year. In addition, the cooperation with a specialized third-party makes the process expensive and often the implementation of months.
These approaches do not take into account the fact that business activity is taking place in real-time. Company, it has to be possible, a continuous stream of information to collect, on a regular basis, the employee engagement measure and manage to.
Only enterprise-wide, real-time Feedback brings the necessary insights to improve employee engagement. For example:
- Empowering Teams: everyone has the information he or she for the effective Management of one’s own work is needed. And everyone understands exactly how his or her work to the big picture helps.
- Accurate and timely Feedback: Instead of Feedback only for an annual performance evaluation to collect, get managers the information necessary for the training of their employees and the leadership of meaningful performance conversations.
- A voice for the employees: employees will feel encouraged, if you are your managers will regularly for Feedback to be asked and if you have experience, like your Input in the company is used to the long-term part of the corporate culture.
Lack of employee motivation
Seven warning signs for lack of Motivation
Employees who do not feel that your Feedback is the necessary appreciation, often suffer from a lack of Motivation. This can be detected early enough to counteract her:
1. Your employees do not recognize the value of its own
You can create more frequent assessments of an ongoing performance dialogue and improve the communication about the challenges, priorities, and goals in their entire workforce.
2. Your employees will feel anonymous
If your employees are not valued, invisible feel and believe that their special qualities to be misunderstood, then your Engagement will suffer. Listen to your employees, you’ll learn what drives you and where you are in your life.
3. The employee’s needs are met
They will give you more social support, make resources and information more readily available, encourage your employees to develop and offer greater flexibility. You realize how valuable it is to support the growth and improvement of their employees.
4. Your employees are in the dark
Let employees want to know something or need to know something, not in the dark, but they also give you access to the information they need for greater productivity and Motivation.
5. Your employees will show little Initiative and commitment
If an Employee pending tasks will no longer comply willingly, then keep your eyes open: Maybe something has taken care of at your workplace for the disappearance of the former enthusiasm.
6. Employees get no recognition for their work
Let your employees know, formally, or as part of a private, honest conversation that you appreciate their efforts. If you feel appreciation for his work, also work well in the future.
7. Your expectations are not realistic
Even the most outstanding employees may not perform any (the nowadays rarely coated) expectations – at some point he just shuts down. It is a project for a greater number of better-connected steps. Thus, employees will be motivated, not overwhelmed.
No one person is like another. The better you know the people around you, the better your Business will work.
How Tivian of committed staff ensures the end
We Tivian help our customers in the development of Feedback processes, at the end of the increase in the employee engagement is. What we preach, we are also in the act! Here are a few examples of how Tivian for dedicated employees provides the end.
1. By common values
Beyond our value proposition, we also hold certain core values high. They fall into three categories: Care, Innovation and drive.
Care helps to connect us with others and the wider community. It allows us to do something Good for others. One of many examples: In the case of the JP Morgan Corporate Challenge employees took part in the end of Tivian and have money for a good purpose collected. Innovation means that we think of our employees, encourage unconventional to say the ‘But as we have always done it’mentality Adieu. You should try new approaches, and dare to do something.
The drive includes passion and additional steps. When hiring new employees, we look for this drive, we ensure through recognition and reward for your appreciation. We are fortunate to have many passionate people found the Great things and was even more of a quest – this has become our corporate culture.
2. Feedback is important
We say it to our customers: insights can come from anywhere, and Innovation often develops not in the center, but on the edge of the fields. Therefore, we have installed an open and transparent platform that we use to our employees to continuously motivate and valuable Input to come. Of course, we can ask our staff, specifically on the possible improvements (and do), but the real catalyst for change in the unsolicited Input we receive about our always available in-house Community platform. We register everything that reaches us, and categorize the Feedback. At least once a month, our Management Team prioritizes the best inputs and outputs instructions and responsibilities. We do this constantly, regularly, and without exception, in order to maintain our momentum and to effect change at an early stage.
3. This is our common thing
Our business model is designed to be progressive so that the skills, experience, and ideas of each individual – regardless of title, Department and length of service usage. Perhaps the most important elements of our employee program are the regular reference to Feedback and the common measures up to the final result. Our employees know that their Feedback is taken seriously, and you can make your own contribution to the improvement of the company. Even if one of your suggestions did not get the highest priority, can motivate the visible success of the colleagues, you, again and again, thinking about what I can do better. Whether it’s to finish a thing to operate on a larger scale, or to try new. The combination of our values, the loop feedback, and the corporate culture has helped us to make our company better – internally, as in the contact with customers. And thanks to the transparent nature of our employee program, our coffee are turning kitchens-one and group discussions more and more a common goal: to do The Best we can do.
The bottom line is: committed employees are a success factor
To pay attention to the aspects mentioned above, and warning signs and to follow the above strategies, you will be secure in the long term, the commitment of its employees. In the last 15 years, in which we Employee Feedback solutions to offer, we have learned one thing: It’s about people. And if you can listen to them and motivate you, decides on the success of your business. Get to know your employees, you can collect regular Feedback and find out how you really tick.
The data of an employee survey have a measurable impact on day-to-day business of a company and help to create a positive corporate culture with the help of dedicated employees. In the long term, the company can increase its overall performance, as problems are quickly identified and addressed – from-low-power problems with individual leaders, up to termination risks. And that in turn has a positive impact on business results.
In short: Effective employees are a competitive advantage. And to keep their commitment to high, is not only good for business, but is a critical success factor.