Measuring Employee Engagement In The Flow Of Work
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Companies with engaged employees out perform other by up to 202%. Learn more reasons why your business should be measuring employee engagement. Also learn what companies are doing today to capture it and the pros and cons of each method.
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Measuring Employee Engagement In The Flow Of Work
- 1. 1P o w e r P o i n t G u i d e 2 0 1 5 Measuring Employee Engagement In The Flow Of Work
- 2. 2P o w e r P o i n t G u i d e 2 0 1 5 Today We Will Cover Why Measure Employee Engagement What Are Companies Doing Today Measuring Engagement In The Flow Of Work
- 3. 3P o w e r P o i n t G u i d e 2 0 1 5 71% of business leaders said that employee engagement was very important for the success of the organization. H ar var d Bus ines s R eview
- 4. 4P o w e r P o i n t G u i d e 2 0 1 5 Companies with engaged employees out perform others by up to 202%.
- 5. 5P o w e r P o i n t G u i d e 2 0 1 5 Organizations with a high level of engagement report 22% higher productivity.
- 6. 6P o w e r P o i n t G u i d e 2 0 1 5 Actively disengaged workers cost American companies an estimated $300 billion annually in lost productivity.
- 7. Engagement Surveys 7P o w e r P o i n t G u i d e 2 0 1 5 ENGAGEMENT SURVEYS
- 8. Engagement Surveys 8P o w e r P o i n t G u i d e 2 0 1 5 ENGAGEMENT SURVEYS PROS • Easy to execute • Easy to analyze • Multiple “out-of-the-box” solutions • Initially creates a benchmark and then checkpoints CONS • Not highly detailed • Not real time • Doesn’t take into account other work environment factors • Hard to make actionable
- 9. Mood Indicators 9P o w e r P o i n t G u i d e 2 0 1 5 MOOD INDICATORS
- 10. Mood Indicators 10P o w e r P o i n t G u i d e 2 0 1 5 MOOD INDICATORS PROS • Real-time data • Existing technology solutions • Multiple “out-of-the-box” solutions • Initially creates a benchmark and then checkpoints CONS • Doesn’t always answer “why?” • Typically anonymous • Doesn’t take into account other work environment factors • Can be superficial
- 11. 11
- 12. Wearables To Track Activities & Emotion 12P o w e r P o i n t G u i d e 2 0 1 5 WEARABLES
- 13. Wearables To Track Activities & Emotion 13P o w e r P o i n t G u i d e 2 0 1 5 WEARABLES PROS • Multiple, real-time data points • Automatic – not relying on employee action • Can measure behavior, emotion, and physical signals CONS • Employees may consider the approach invasive: “big-brother” • Expensive • Requires significant analysis & follow-up
- 14. 14S o u r c e : C o r n e r s t o n e o n D e m a n d Would you wear one of these devices?
- 15. 15P o w e r P o i n t G u i d e 2 0 1 5 IN THE FLOW OF WORK
- 16. 16P o w e r P o i n t G u i d e 2 0 1 5 IN THE FLOW OF WORK PROS • Multiple data points from different systems • Integrated into daily activities • Answers the “why” question better than other options CONS • Needs more planning and coordination • Requires significant analysis & follow-up • Measures engagement more than happiness
- 17. 17P o w e r P o i n t G u i d e 2 0 1 5 TAP IN TO EXISTING SYSTEMS SYSTEM/TOOL CRM KNOWLEDGE BASE HELP DESK SOFTWARE SHARED CALENDARS INTRANET
- 18. 18P o w e r P o i n t G u i d e 2 0 1 5 TAP IN TO EXISTING SYSTEMS SYSTEM/TOOL WHAT YOU CAN MEASURE CRM Logins/Activities logged KNOWLEDGE BASE Posts contributed/Views/Visits/Comments HELP DESK SOFTWARE Questions asked and answered/Number of logins SHARED CALENDARS Number of meetings set/Number of meeting invited to INTRANET Logins/pages viewed/Comments & interactions
- 19. 19P o w e r P o i n t G u i d e 2 0 1 5 TAP IN TO EXISTING SYSTEMS SYSTEM/TOOL WHAT YOU CAN MEASURE CRM Logins/Activities Logged/ KNOWLEDGE BASE Posts contributed/Views/Visits/Comments HELP DESK SOFTWARE Questions asked and answered/Number of Logins SHARED CALENDARS Number of meetings set/number of meeting invited to INTRANET Logins/Pages Viewed/Comments & Interactions What if there was a system to aggregate all of this data?
- 20. 20P o w e r P o i n t G u i d e 2 0 1 5 Takeaways There are no wrong answers – all of these can help measure engagement. Surveys are good and easy, but shouldn’t be the only thing you do. A system to aggregate all data sources would be extremely helpful. We still need to talk to our team members.
Editor's Notes
- Welcome. – spent a lot of time researching the topic of employee engagement, trying to learn what works/what doesn’t. Excited to present. Questions are welcome.
- And first let me say that employee engagement is a massive issue at all companies…
- This proves it’s important to the majority of business leaders… The quesion is why...
- And this is why. There is tremendous evidence around this…. Engagement equals performance.
- Engagement equals productivity. I actually think this number should be higher. Lack of engagement – employees checked out is a terible thing.
- And this is the cost to the country. It’s massive. So, with that as a backdrop, we’re going to look at technologies for measuring engagement. I’m biased about this. I have strong opinions backed by my own very informal primary research. But there’s been very little research on best ways to measure engagement – it’s new. We’ll look at XX – surveys, mood indicators, wearables, and technologies you’re likely already using -- in the flow of work – and how they may be used…
- Old, not extinct but not as often discussed because of new tech
- A lot depends on method of delivery – how it’s delivered. And the length – long vs. short. And how often these are delivered – once a year or once a week. INTRODUCE AGILE…. MVP and iterate. Learn/iterate.
- Mood indicators are the rage – Was at a conference recently – many providers. Lots written on them – you’ve probably read about them or have them.
- Depends on use… While it’s helpful to know that 65% of employees in an organization rated their current mood with a frowny face, determining how to turn that frown upside down requires additional effort and further exploration that necessarily involves direct feedback from previously anonymous sources. Or, do you hit them again with new info? Second, require employees to stop what the work they are doing, consider their current mood, reflect on how their response will be perceived by the company, and choose how to respond. They are less adept at capturing how an employee is engaged in the work.
- My kindergarten daughter’s school
- A team from Deloitte that was moving from a cubicle setting to a more open space. To attempt to gauge levels of satisfaction and mood, they wore badges that collected data from microphones to track changes in tone of voice and accelerometers to track how often employees pushed away from their desks. Hitachi employees are outfitted with a device that collects data 50 times per second to help gauge “happiness of the group.” Another company helps large companies like Boeing, Facebook, Qualcomm, and Seagate gather information from employees’ address and subject fields of email and calendar appointments to “chart how workers are spending their time and with whom.”
- The big question: will employees wear them. Reviews seem mixed. Some employees love getting information like this – others will not put them on. Also a cultural impact – countries like Germany will not do this. Others are OK with it. A lot depends on what’s measured and how the data is being used. It’s clear from some articles that regardless, some employees will not participate…
- http://www.cornerstoneondemand.com/blog/future-workplace-wearables-employees-are#.VkDLDq6rRBw
- That brings us to a more holistic but less specific method of measuring employee engagement – in the flow of work. SO what is this? Using existing tools & technologies to measure engagement.
- A note on intranet – a social intranet can go a long way – somewhere that gives employees a voice, that allows them to create their own posts – work-related and social. Where they can comment on others’ posts and LIKE stuff they like. This is partly generational. Riot Games & Livestrong vs. financial services companies.
- Questions?