Most approaches to employee engagement are survey-based, asking employees to rate their employer and managers on a number of different key factors.
The problem with most employee engagement surveys is that they are really a measure of job satisfaction, which can be a much lower bar than employee engagement. Satisfaction with a good health plan is important but it doesn't mean an employee is more engaged on the job. Kevin Kruse
, Forbes writer and author of "Employee Engagement" says "Employee engagement does not mean happy employees…it doesn't mean employee satisfaction".
The definition of employee engagement is a measure of an employees involvement, enthusiasm about their work, company and colleagues. An engaged employee will act in a way that furthers their organizations interest, they are emotionally committed.
The operative word here is "act" and there is no greater measure of enthusiasm and company spirt than those who take the time to recognize their colleagues for doing good work. They are acting in a way that furthers their team work and organizations interest. In our pilot tests at MeritShare
we measured and saw a strong correlation between employees that participated in peer recognition and their overall engagement.
Several years ago, MidlandHR published a study of senior business people measuring their attitude towards employee engagement metrics. According to the research, 86% of private sector respondents believe that employee engagement affects employee productivity. Yet 37.8% of those surveyed didn't think it was important to assess employee opinions about their organizations.
My theory is that most business leaders are results-driven and place a premium on results and action, over opinion and intent.
What say you? Do you think action-based data from a peer-based recognition program could be a good measure of employee engagement and their emotional commitment to their company?
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