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Employee engagement is a hot management topic - and for good reasons. Research in the private, public and not-for-profit sectors has shown a consistent link between organisational success and staff being engaged. This isn't too difficult to understand: common sense tells us people who know what their organisation is trying
to
 But how do you measure engagement?
Recent work ("Engaging for Success", David MacLeod, 2009) has comprehensively reviewed all the research on this subject and Burton OD has built on this to produce a measurement framework that sets out to identify:
With these measures in place, an organisation can identify what adjustments to policies, processes and management behaviours are needed to build engagement - and organisational effectiveness.
The Engage surveyBurton OD's Engage provides the key measures in a standard survey format that can be used as it stands (to suit modest budgets) or tailored and branded to suit organisational needs. It is available in online or paper versions with scaleable support. It measures:
1. EngagementEngagement is the end product of getting the "simple things" right and motivating people well. A regular check on the organisation's engagement score becomes a key performance measure that is a leading indicator of customer satisfaction (ie, if the engagement score improve, it is likely that customer satisfaction will follow that trend - and vice versa). Engage looks at people's attitudes to a balanced set of topics, such as:
2. Getting the "simple things" rightGetting the basics right is one of the drivers of engagement. NOT getting them right is a restrainer which will act to prevent or dilute engagement. Engage looks at this through measuring attitudes to topics such as:
3. MotivatorsIf getting the basics right sets the conditions for engagement, it's the motivators that finish the job. These drivers are measured by Engage through a range of topics including:
To find out more about Engage contact us |
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Employee engagement |
