HR PERSPECTIVE: Do you know your employee engagement index?

HR PERSPECTIVE: Do you know  your employee engagement index?
Employees who are not engaged on one hand are “mentally checked out” or are literally sleepwalking through working hours.

Employees who are not engaged on one hand are “mentally checked out” or are literally sleepwalking through working hours.

EMPLOYEE engagement drives business performance. When your employees are disengaged, it affects the performance of your business significantly. The only way to know the level of employee engagement in your organisation is through carrying out employee engagement surveys using scientifically validated instruments.
In his book Getting Engaged: The New Workplace Loyalty, Tim Rutledge noted that truly engaged employees are attracted to, and inspired by their work. He pointed out that truly engaged employees are willing to put in more effort in their work exceeding the normal call of duty.
Researchers have now indicated that engaged employees are those who are emotionally connected to their organisation. Engaged employees work with passion and feel proud to be associated with their employer. Engaged employees care about the success of their organisation.
Employees who are not engaged on one hand are “mentally checked out” or are literally sleepwalking through working hours.
Such people are not focused and tend to put more effort on activities rather than tangible outputs. You may also find that there are employees who are actively disengaged. Such employees are acting out their unhappiness in the process undermining what engaged employees are trying to achieve.
A Towers Perrin Survey found that only 14 percent of all employees worldwide were highly engaged in their job. In the last national survey that we did (2016), the figure for Zimbabwe was 34 percent. Factors that impact the level of employee engagement include, general work environment, strategic direction, communication, work autonomy, culture of reward and recognition, supervision, learning and development and remuneration.
Best employers strive to make sure that all the above dimensions are at the forefront of their people strategy. Executives should strive to always identify the level of employee engagement in their organisations periodically and find the reasons for low engagement. They also need to come up with action plans to address any areas of concern identified in the survey.
A properly done employee engagement survey should include a deeper analysis showing the connection between employee engagement and important business outcomes. This is very important because employee engagement is not an end in itself.
You can contact me on the details below for assistance on how to carry out an employee engagement survey for your organisation. Also contact me if you want a free sample employee engagement report.

Memory Nguwi is an occupational psychologist, data scientist, speaker and managing consultant of Industrial Psychology Consultants (Pvt) Ltd, a management and human resources consulting firm. https://www.linkedin.com/in/memorynguwi/ Phone 481946-48/481950/2900276/2900966 or cell number 077 2356 361 or email: mnguwi@ipcconsultants.com or visit our website at www.ipcconsultants.com

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