Employee Engagement Scores Can Help an Organisation Grow and Thrive
November 14, 2016
Brown Mark (23 articles)

Employee Engagement Scores Can Help an Organisation Grow and Thrive

Measuring employee engagement first started in the 1990s and is a way for employers to measure the effectiveness of their staffs. Nowadays there are scores attached to employee engagement, with the theory being that those companies with higher scores will out-perform companies with lower scores provided that all other aspects are equal. Engagement scores are important to many employers and organisations and there are several things that, at least in theory, can affect these scores. Although many people place little importance on these scores, other companies take them very seriously. In any case, it is important to know what goes into the making of a specific score and what employers might be able to do to raise the score so that their employees are more engaged and functional.

Engagement Scores Involve Numerous Aspects

Just what goes into the making of this score? An employee engagement score is affected by involvement, commitment, and productivity, which can be measured several ways. In addition, employee engagement can be improved by doing things such as improving internal employee communications, clarifying the expectations of employees, providing regular feedback and critiques to supervisors, and raising the perceptions attached to your organisation’s value. Even if the score increases, there are things to consider before taking the trend too seriously including current workforce changes, certain economic factors, and the fact that the net scores do not necessarily mean that there has been a lot of movement in the engagement of the employees. In short, engagement scores are not the only consideration when determining whether or not your employees are truly engaged because many other factors can contribute to the score itself.

Real Versus Insignificant Changes in Engagement Scores

Employee engagement scores can rise when a company has a workforce that is more than 10% new over a given year. Also, engagement scores tend to be cyclical, rising in the first one to two years of a business’s existence and then dropping for three to four years before rising yet again. There is a lot of information regarding these scores on the Internet, both through individual websites and through blogs, that can help managers figure out why that score is so important and what it really means. The more you study these scores, the better you become at figuring out why your particular company’s score is high or low and what you can do to improve the score. Business and HR managers are always studying this score and its impact on a company’s growth and productivity, but in the end, each individual company’s executives have to determine for themselves the importance of the score and how much emphasis to place on it.

All companies, both small and large, can use employee engagement scores as a way to determine how successful and productive their workforce is. By studying the score and the reasons behind the score, in addition to the “big picture” that the score is only a small part of, company executives can better help their staff become better employees and in the end, help their businesses to grow and thrive.

Brown Mark

Brown Mark


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