Employee Engagement - How can this be measured?

How do you know if your employees are engaged in the company?  What behaviors might indicate that they are invested in ...


  • How do you know if your employees are engaged in the company? 

  • What behaviors might indicate that they are invested in how well your organization is doing at any given time?

  • What if you had a way to measure that engagement as an intensity score?

  • And if you had that ability, what insights might it provide?

With the current culture of many work-from-home employees -  Zoom, Teams, Google Meet, etc. have become the norm.

  • But which meetings do your employees feel are worth their time?

Rather than have employees bogged down by meetings that have no relevance to them, what if you could engage your employees by having a regular cadence of department meetings that provide actual value to the employee and positively impact morale? 

With a prescribed weekly meeting for your department that has a fixed agenda that everyone expects to cover, your employees will be better prepared for the meeting and ready to participate when provided the opportunity.

Plus, the ability to have any participant suggest additional agenda items shows a level of interest and investment by that individual. 

And, in many cases, that agenda item will be a topic that other members of the meeting would benefit from as well.

  • If any employee is “just there” and maybe multi-tasking, how engaged are they? Not very. 

So attendance is first and foremost critical for keeping everyone in your department on the same page and adds to one’s intensity score. But contributing to the meeting agenda would also add to their score.

Lastly, with the current competitive climate for talent, studies show that engaged employees are typically happier and easier to retain. These invested employees will realize the positive impact of their efforts at the department level and the overall organization. In the end, engaged (and more satisfied) workers can effectively raise the company's overall performance level.

As we drill deeper into this topic, in a future blog, we will talk specifically about how we can tie an individual’s efforts to the company's financial performance, regardless of their department or their role within the company. 

Stay tuned...

Similar posts