Metrics to measure employee engagement/satisfaction

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Metrics to measure employee engagement/satisfaction

Every business goal is to grow and diversify beyond local markets. The success of the company is made a possibility by corporate employees who offer their time skills and effort in striving to achieve a company’s set objectives (Ababneh, 2015). The human resource department is tasked with the role of hiring managing and firing employees. however, in the modern market corporations have realized the need to have a strategic human resource team that serves beyond the traditional roles of hiring, managing, and firing. The modern markets demand improved employee management skills, human resources are tasked with enhancing employee productivity, job satisfaction, retention, and working towards attaining competitive advantages (Ababneh, 2015). For employees to remain productive, motivated, and satisfied, the human resource needs to keep them engaged physically, emotionally, and cognitively. The paper will therefore explore the five metrics human resources should apply to improve employee performance and job satisfaction.

Job productivity and performance metric is another tool that can be applied to keep track of employees hours spent at work and the amount of labor accomplishable per shift. Stiff who are highly motivated complete shifts and often report to work on time with minimal or no absenteeism cases. The metric can also help keep track of employee relations. For example, employees who work well with other staff are considered a great asset to the company and often deliver quality services on behave of the corporation. Such metric measures help keep track of employee performance, identify strategies that are working, areas that require advancement, in terms of technology, skill, and job specialization. The metric ensures employees are fully engaged, which translates to work quality improvement. It also helps identify causes for employee’s low motivation, job dissatisfaction, and low productivity.

The turnover rate metric is an import performance measure applied by the human resource team. Any company employs and lets go of employees. Therefore, the management should keep track of employee turnover rate either voluntarily or involuntarily, highlighting cause and reason within a specific period. Such data help to predict a pattern of employee job satisfaction. Employee turnover is used to measure a corporation culture and health, when employees leave a position unexpectedly and involuntary, it is an indicator of an unhealthy company culture that affects employee’s job satisfaction resulting in their exit. Lee, et al (2016), explain that Businesses need to reduce employee turnover by creating employees training and workshops regularly, placing staff in job positions they are skilled in, and also the business must include the employees in company decisions making them feel a part of the company which increases performance and job satisfaction.

Absenteeism is another metric that is applied, but the human resource to determine employee job satisfaction and engagement. Well motivated employees show increased productivity and constant report to work. Employees who are not well engaged are demotivated and often report increased cases of absenteeism. Absenteeism costs the company, the absent person, and the person to cover the role of the absentee person (Ababneh, 2015). To reduce employee absenteeism has and increase job Satisfaction corporations need to consider employees’ individual goals. According to Bhatti, Awan, & Razaq (2014), boosting employees’ individual goals can be achieved through career advancement opportunities, job promotion, and increased compensation. Absentees can be improved by increasing employee involvement in a corporation goal setting. Besides, it is important to make employee’s expectations and concerns realistic and achievable.

Person’s growth is another job satisfaction metric that should be applied to human resources. The human resource should keep track of each employee strength and weakness, through interaction with employees; they should enquire of their wellbeing, and goals and aspiration, information that help strategize on reasonable career-advancing plans. People strive to rise beyond their currents job position, securing career promising jobs, and pay (Aslan, 2017). Nobody wants to stagnate and as result, the human resource team needs to reward skilled employees with job promotion with better pay, which attributes to personal growth. According to Lee, et al (2016), the company should offer training, workshops and offer career advancement opportunity, allowing employees to acquire new skill advancing career, which foster job satisfaction and increased employee engagement at work.

Compensation metric is another measure important of measuring and boosting employee’s engagement and job satisfaction. The human resource should constantly review employee’s compensation packages and apply the salary competitive ratio to evaluate remuneration package competitiveness (Lee, et al 2016). The company completion needs to be in line with the industry and rewarding compared to other competing companies. Apart from competitive remuneration, the company should review their compensation packages, companies need to introduce different allowances such as medical allowance, housing, transports, and retirement benefits. A rewarding package is attractive to employees. Poor compensation is demotivating, result in poor productivity high job turnover as the best employees seek opportunities in competing companies.

References

Ababneh, O. M. A. (2015). Conceptualizing and measuring employee engagement, and examining the antecedents of leadership styles and personality attributes (Doctoral dissertation, Auckland University of Technology). https://core.ac.uk/download/pdf/56365553.pdf

Bhatti, M. I., Awan, H. M., & Razaq, Z. (2014). The key performance indicators (KPIs) and their impact on overall organizational performance. Quality & Quantity, 48(6), 3127-3143. https://www.researchgate.net/publication/334318581_The_key_performance_indicators_KPIs_and_their_impact_on_overall_organizational_performance

Aslan, I. (2017). Measuring job satisfaction, performance criteria, and job life quality: Bingol City banking case. Journal of Business & Management (COES&RJ-JBM), 5(4), 167-187. https://www.researchgate.net/publication/322650525_MEASURING_JOB_SATISFACTION_PERFORMANCE_CRITERIA_AND_JOB_LIFE_QUALITY_BINGOL_CITY_BANKING_CASE

Lee, C., Alonso, A., Esen, E., Coombs, J., Mulvey, T., Victor, J., & Ng, H. (2016). Employee job satisfaction and engagement: Revitalizing a changing workforce. https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Documents/2016-Employee-Job-Satisfaction-and-Engagement-Report.pdf