{"id":4015,"date":"2021-03-01T07:23:17","date_gmt":"2021-03-01T07:23:17","guid":{"rendered":"https:\/\/www.inpulse.com\/?p=4015"},"modified":"2021-03-01T07:23:17","modified_gmt":"2021-03-01T07:23:17","slug":"why-its-beneficial-to-know-your-organisations-engagement-score","status":"publish","type":"post","link":"https:\/\/thirteencreative.co.uk\/inpulse21\/why-its-beneficial-to-know-your-organisations-engagement-score","title":{"rendered":"Why it’s beneficial to know your organisation’s engagement score"},"content":{"rendered":"

Do you know where your organisation stands when it comes to employee engagement? Do you know for certain whether engagement is healthy or not?\u00a0<\/span><\/p>\n

HR leaders <\/span>should<\/span><\/i> know their employee engagement score, and thankfully most do. After all, employee engagement is a high on the agenda amongst most HR teams, especially now when organisation\u2019s are relying heavily on staff performance to remain competitive during the pandemic.\u00a0<\/span><\/p>\n

But pandemic aside, a healthy level of employee engagement is always important – it\u2019s the key to building and sustaining a healthy workplace culture, improving employee wellbeing, recruiting and retaining talent, boosting performance and productivity and so much more. Employee engagement is the fuel that drives a company forward, it is a key ingredient for success.<\/span><\/p>\n

3 of the most important reasons for keeping abreast of your organisation\u2019s engagement score<\/b><\/b><\/h2>\n

1.To address poor engagement before it becomes problematic<\/b><\/h2>\n

It goes without saying, if you find that your engagement score is less than favourable, you can take the necessary steps to improve employee engagement before it becomes even more problematic. When employee engagement is low, problems arise – they may start small, but they grow. When engagement-related problems grow, you\u2019ll find yourself losing grip of crucial areas. Whether it be the sudden and consistent slump in productivity and performance, or the constant loss of talented people. By addressing engagement by conducting <\/span>pulse surveys<\/span><\/a> and tracking employee emotions, you\u2019ll avoid problems in the future, and even dispel the problems that may be simmering beneath the surface at this moment.\u00a0<\/span><\/p>\n

2. To demonstrate your knowledge of one of the most important people-related areas\u00a0<\/b><\/h2>\n

This is the kind of data all HR leaders should know. <\/span>Conscious leaders<\/span><\/a> always keep their pulse on engagement because they\u2019re aware of how impactful it is to other parts of the business. Because HR is people-centric, and engagement greatly impacts the success of an organisation, HR leaders are frequently pressed for this kind of information from top management. An HR leader who\u2019s unsure of where the organisation stands when it comes to employee engagement, is truthfully, an HR leader who has no plans to improve. Even if engagement is expected to be healthy right now (although no one can no for sure without taking an engagement test), employees are human, their feelings towards their role, the organisation, decisions that have been made, changes pretty frequently. HR leaders need to <\/span>keep abreast of employee emotions <\/span><\/a>to ensure employees are not only kept satisfied, engaged and loyal, but are given a voice and are considered when big decisions are made.\u00a0<\/span><\/p>\n

3. To understand areas of strength or weakness<\/b><\/h2>\n

There\u2019s really nothing to lose by finding out the health of your employee engagement (especially during these challenging times). If you discover it\u2019s low, you\u2019ve equipped yourself with pretty powerful knowledge – you know something about your people and your organisation that you didn\u2019t know before, which is highly beneficial for decision-making and for general clarity. A low engagement score tells you there\u2019s something lacking: your employees are feeling badly about something, or many things, and it\u2019s causing disengagement. Finding out what\u2019s provoking those feelings through pulse surveys will address their ill feelings and therefore improve engagement and set the company up for success (and you shine as a leader too). If employee engagement is found to be high, you know you and your team are doing something, and it\u2019s beneficial to investigate further and find out what\u2019s working. This can be found out by conducting pulse surveys too! Knowing what\u2019s working will help you identify what you and your team need to protect and maintain. Knowledge is power!<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

Do you know where your organisation stands when it comes to employee engagement? 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