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Build the Bottom Line by Measuring and Improving Employee Engagement


You can get your employees to do more and even go the extra mile by making them feel engaged. It will lead to a chain reaction in following ways

  • They will be more willing to learn,
  • They will accept rewards and recognition for the purpose of growth,
  • They build loyalty to commit to your organization for a long time
  • They happily refer other qualified and skilled persons to your company.

Employees who are engaged in the organization can affect its performance in a significant manner making it the key to bottom-line performance.

Simply accepting this fact is not enough. You need hard data to back it up, some kind of measuring standard to determine the level of engagement and make a connection. But how do you do it? Of course, with reputed human resource management software companies in India by your side.

A good HRMS software in India will let you create a baseline engagement metrics which displays your position on this very day. It will then be compared to data collected in the future year after year.

Metrics to Determine Employee Engagement

Revenue per employee

Consider the revenue a single employee earns by dividing the total annual revenue with the total number of employees at the end of the given year. Determine the revenue per employee for the last two years then once your engagement strategies are in action you can monitor this amount every year. This straightforward stat can be easily programmed into robust HR software solutions in India.

 

Number of awards

Most of the awards presented to business organizations depend on employee surveys. You can apply for an award such as best place in IT, best place to work or great place for mothers. In case you don’t win, use the survey report to study the situation and work on improving future engagement efforts and fine tune your employee engagement strategy.

Voluntary turnover

Turnover and exit interview data can provide you with the exact information about who’s leaving and the reason too. This information is segregated based on employee demographics like department, position, length of tenure, age, race and gender. Analyzing this information with help of HRMS software in India should help pinpoint what your problem is and how you can fix it.

Number of referrals from employees

Many employees who enjoy their job and the atmosphere of their work environment will refer other qualified individuals to the organization. Find out from where your applicants learned of the job opening at your firm to get the number of employee referrals.

Participation in Training

Identify the per year number of hours your organization offers for overall employee training, with help of HR and payroll software in India. Also calculate the number of training hours offered to employees at different levels. Now record the number of employees who participated based on demographics like gender, age, position, length of tenure and so on. Check out the number of attendees and non-attendees. If the participation is low, there will be a high turnover level.

Number of Internal Applicants Per Job Opening

If there are many internal applicants, you know the employee engagement is high. If not, you will need to conduct internal networking or provide courses on interview and resume preparation to increase the level of engagement.

Make sure you inform the senior managers about the benefits employee engagement so that they know how it can affect employee turnover, the quality of work and performance, and the product and service brand.

Team Intellika

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