Employee engagement measures the level of connection employees feel with their employer as demonstrated by their willingness and ability to help their company succeed. Largely, this comes by providing discretionary effort on a sustained basis. Engagement surveys focus on the extent to which an employee is personally connected to the organization.
In 2006, the Conference Board, a nonprofit business leadership consulting service, defined employee engagement as “a heightened emotional connection that an employee feels for his or her organization, that influences him or her to exert greater discretionary effort to his or her work.”
Chartered Institute of Personnel and Development (CIPD) by Kingston University defines employee engagement as: “being positively present during the performance of work by willingly contributing intellectual effort, experiencing positive emotions and meaningful connections to others”.
Researchers have demonstrated links between employee engagement and these metrics:
- Increased trust
- Improved communication
- Growing, learning organization
- Focused staff
- Decreased absenteeism
- Increased profitability
- Improvements in customer loyalty
- Higher profit
- Lower turnover
CHCS can help you measure the Employee Engagement level in your organization. Our comprehensive assessment leads to an Employee Engagement Index that you can use as a baseline. We can customize the survey to provide data at the departmental level as well as at the organizational level. In our root cause analysis, we will identify the inhibitors to engagement including specific, data driven suggestions on how to remove the barriers to employee engagement in your organization. Additionally, we can develop a focused, plan of attack to address the findings from the survey results.
You will get answers to questions like, “What percentage of my employees are engaged or disengaged?”
Engaged employees are committed to the organization’s success. This commitment, combined with the other benefits of employee engagement, has a positive impact on the organization’s profits. Increased productivity generally equates to increased revenue, while decreased absenteeism and turnover equate to greater cost savings. These financial factors contribute to an increase return on your human capital investment (roHCi).
