Why Employee Engagement Data is an Important Tool
By: Melonie Boone, MBA, MJ, PHR, Founder, Boone Management Group, Inc.
Change is inevitable in todayâ€™s business world and organizations need to make important decisions. Do they focus on finding a way to meet the demands of a diverse and global workforce, focus on all employees or just the high performers, focus on succession planning to replace retiring employees, focus on how to motivate younger employees that continue to enter the workforce, focus on increasing their social media presence, and or focus on incorporating new technologies? All these questions and more can be answered by identifying employee engagement drivers. A short and sweet way to describe employee engagement is the emotional state and behavioral reaction of an employee in a work environment.
In June 2013, Aon Hewitt published a report on Managing Employee Engagement During Times of Change. The report identifies five different engagement drivers during times of change (merger and acquisition (M&A), restructuring, and or strategy transformation) V.S. time of no change. Below are the five Employee Engagement drivers that are associated when an organization is going through some type of change.
1. Involved in decision-making
2. Understands career path
3. Co-workers make personal sacrifices to help the organization
4. Company provides encouragement for development
5. Company provides a two-way dialogue
These drivers all point to employee engagement when going through change when employees have clear expectations, open communication along with having an impact on organizational decisions.
During a time of change it is necessary for organizations to look at employee engagement data and use the top drivers of engagement to help motivate employees. Employee engagement data can lead to smarter informative decisions by an organization by gaining insight into some very important answers for the current and future state of the organization. Depending on the organization or situation, the approach for driving engagement will look different. However, the most important thing is to continually gather engagement data especially during the time of change. This will ultimately give you the answers to what drives your organization.
Melonie Boone, MBA, MJ, PHR, Founder of Boone Management Group Inc., is a business strategist and executive leader with comprehensive experience in business optimization and human resources strategy. She works as a member of senior management to optimize strategic planning in support of organizational growth, bringing proven results in business strategy advising and directing human resources operations in diverse organizations across multiple states. Contact Melonie directly: firstname.lastname@example.org.