6.18.3 Measuring and improving engagement

• Employee engagement signifies how much employees care about their jobs and are willing to go the extra mile
• Job satisfaction is a key component of employee engagement.
• Emotional commitment refers to the emotional bond employees have with their company
• What does discretionary effort in employee engagement refer to?

  Exceeding required duties
• Match the engagement level with its characteristics:

  High Engagement ↔️ Enthusiastic, Committed, Proactive

  Low Engagement ↔️ Dissatisfied, Detached, Unmotivated
• Why is measuring employee engagement important for businesses?

  Improves workplace dynamics
• Engaged employees are more focused, motivated, and productive
• High employee engagement reduces turnover rates.
• What is the impact of engaged employees on customer satisfaction?

  Higher loyalty and satisfaction
• Engaged employees provide better customer service, resulting in higher customer loyalty
• Order the methods for measuring employee engagement from most to least cost-effective:

  1️⃣ Employee Surveys

  2️⃣ Focus Groups

  3️⃣ One-on-One Interviews

  4️⃣ Performance Metrics
• What is a disadvantage of using employee surveys to measure engagement?

  May not capture nuanced opinions
• Focus groups can sometimes lead to groupthink.
• One-on-one interviews provide personalized insights but can suffer from interviewer bias
• What does employee engagement refer to?

  Emotional commitment and enthusiasm
• Discretionary effort in employee engagement refers to the willingness to exceed required duties
• The formula to quantify employee engagement is: Engagement = Satisfaction + Commitment + Effort
• What are the characteristics of highly engaged employees?

  Enthusiastic, committed, proactive
• Low engagement is characterized by dissatisfaction, detachment, and lack of motivation
• Why is measuring employee engagement vital for businesses?

  To improve workplace dynamics
• Order the reasons for measuring employee engagement from least to most impactful.

  1️⃣ Reduce Turnover Rates

  2️⃣ Improve Customer Satisfaction

  3️⃣ Enhance Productivity

  4️⃣ Increase Profitability
• Match the method for measuring engagement with its advantage:

  Employee Surveys ↔️ Cost-effective, quantifiable data

  Focus Groups ↔️ Rich qualitative data, interactive feedback
• One-on-one interviews provide personalized insights but are labor intensive
• What is one factor that contributes to low employee engagement?

  Lack of recognition
• Match the factor affecting engagement with its effect:

  Poor Communication ↔️ Confusion, disconnect from goals

  Inadequate Training ↔️ Reduced confidence, skill gaps
• Clear communication is a key strategy to improve employee engagement.
• Career growth opportunities lead to higher retention and commitment
• What are three characteristics of high employee engagement?

  Enthusiastic, Committed, Proactive
• What are three characteristics of low employee engagement?

  Dissatisfied, Detached, Unmotivated
• Employee engagement includes job satisfaction, emotional commitment, and discretionary effort.
• Emotional commitment in employee engagement refers to an emotional bond with the company
• What is one key reason for measuring employee engagement?

  Enhanced productivity
• Reduced turnover rates from measuring employee engagement lower recruitment costs
• Methods for measuring employee engagement

  1️⃣ Employee Surveys

  2️⃣ Focus Groups

  3️⃣ One-on-One Interviews

  4️⃣ Performance Metrics
• Employee surveys provide cost-effective and quantifiable data but may lack nuance.
• One-on-one interviews offer personalized insights but are labor-intensive
• What is one factor that contributes to low employee engagement?

  Lack of recognition
• One strategy to improve employee engagement is recognition and rewards, which boosts morale
• What is the formula to quantify employee engagement?

  $Engagement =$$Satisfaction +$$Commitment +$$Effort$
• Implementing a monthly employee recognition program can increase job satisfaction and engagement.