At Tradler, we are keen to find out how engaged team members are within your company. However, before we start, let’s take a step back and ask ourselves what is engagement.
Based on our experience, engagement can mean several different things depending on the individual’s needs. For example, for the HR department, engagement means job retention, for operations, it means increased performance and from a team member’s view, it can be about feeling valuable in day-to-day tasks.
So what’s the best industry practice currently?
We can start with large consulting firms which specialize in human resource management such as Gallup and Mercer. These types of companies use the consulting approach. They perform extensive review and surveys in company’s operations and provide insights in the end. It’s often next to impossible to receive original data and even if you do, the data is aggregated. This requires substantial financial investment and doesn’t allow a full understanding of the problem. Additionally, such approach usually comes with a pre-fixed template. It’s often hard to customize the questions to make them more relevant to your business.
Alternatively, companies can just create a survey themselves and send out a questionnaire on quarterly basis to measure the workforce engagement. This allows for full customization, but often questions are selected based on political biases. This results in a survey with a few questions from different departments and often can’t guarantee that people perceive the questions as they were designed. Additionally, dealing with new software can slow down the process and shrink the number of available insights. However, if done regularly enough, it can show comparisons of changes over time.
How do we approach employee engagement?
The are many different perceptions that associate with the word “engagement”. The academics don’t have the ‘right’ type of measuring engagement. They believe the concept to be simply too abstract. To give you an idea how abstract, in 2014 the paper ‘A model to measure employee engagement’ (by Imandin, Botha and Bisschoff) identified 94 measuring criteria!
We took another approach. The starting point was to identify ‘the attitude held by the employee towards the organization and its values’.
For this we used our ‘casual’ set of questions,like:
- How are you feeling?
- How is your day?
- How many coffees will it take you to get through the day?
- What is your mood today?
- How much are you smiling today?
- How is the level of stress today?
- How relaxed do you feel?
- How did you sleep last night?
- How is your week going?
- How calm are you feeling?
- How was your weekend?
Our next step is to use multiple we are able to identify if users are below satisfied,satisfied or above satisfied. After that, managers can have 1-to-1 conversations with employees who indicated they are not satisfied. They can also pay more attention
But that’s not enough for us. We also our selection of questions, by adding Gallup12-type questions, customized for the business. Once we have our complete list of questions, we can add in more questions that validate pre-made assumptions. For example, if after the question ‘What is your level of stress today?’, the user chooses high, then during the next session on the platform we can ask, ‘Is most of your stress work-related or personal?’. This will help us navigate to the core of the problem.
We will create a binary decision tree (a data structure) to show the most relevant questions to users. With this the issues will be located, using simple questions. In the future we will give users an additional text box to write their feedback. This will be an important step as we can then provide actionable insights for the leadership of each team.
We do not claim to have the ‘best’ methodology to measure engagement, because the best methodology simply doesn’t exist. What we do is use a combination of methods, in order to explore which questions are more meaningful to team members and which questions have the highest value to the management team. Using a smart question offering, we are able to boil down to the issue and consistently stay in touch with every team member’s emotional journey. When we act on team member’s feedback, they start realizing its value and will give more honest answers. The reason for this is that often users are inclined to select average satisfaction, because they don’t want their management to misinterpret their answer or get the image of ‘unsatisfied employee’.
To learn more about how Tradler can help your organization to streamline this process to ensure the right reward is given to the right person at the right time schedule a call with our CEO Jasper Deprez following this link: https://www.tradler.co/demo/
Tradler Co – Empower your team