Most leaders and managers are either well into their strategic plans for 2017, or their plans were completed weeks ago. For those still working on ways to improve for the coming year, however, one key area to consider is your employee experience. Is it in good shape? Could it use some tweaking? Is it aligned with your business objectives for 2017 and beyond?
When we talk about employee engagement trends, we tend to think of what’s going on with employees overall. It’s an average, a way of lumping every employee from every demographic together and deciding whether or not things are heading in the right direction.
Let's be candid: If you aren't going to take action from your engagement survey, don't bother doing one. On average, employees who are confident that action will be taken are seven times more likely to be engaged than those who aren't, and failing to take action is frequently one of the most disengaging factors when examining an individual employee's responses over time. The objective of measuring employee engagement is to make engagement happen -- not to make a survey happen. The latter leads to engagement being viewed as just one more compliance-driven HR program that fails to deliver value to the organization.
Net Promoter Score or NPS was developed as a means to measure customer loyalty more quickly and accurately. But HR can use it to measure the same things among your workforce. In a Harvard Business Review article the creator of the system, Frederick F. Reichheld, explained that simply measuring customer retention rates isn’t enough. Attracting a high number of customers is great in the short run, but loyalty is what will help your company grow exponentially in the long run. Loyal customers spread word of your business, lower new customer acquisition costs and chose to use your services, even when confronted with a cheaper option.