Can Employee Engagement Be Correctly Measured?

Employee engagement is a term that represents the level of commitment the employees in a certain organization have to its values and goals. When the workers are engaged, they are inspired to contribute towards greater success of the overall organization and align their individual efforts with the goals of the team. Since employee engagement differs from satisfaction and includes complex factors of involvement, motivation and emotional commitment, it cannot be precisely measured with 100% correct results.

The typical technique of measuring employee engagement includes surveys that have been developed with a specific purpose to tests the commitment of individual workers to achieve the company’s goals. Once the surveys are completed, the company needs to statistically validate and benchmark them against other organizations in order to come up with measurable results. Without this complex procedure, it would be impossible to know whether the engagement is high or low.

Although the surveys don’t need to include many questions in order to indicate the employees’ level of engagement, all points need to be carefully selected in order to provide enough details. Most organizations decide to include up to 80 short questions in their surveys, covering a broad range of topics that showcase the individual and collective commitment. In essence, the surveys need to provide information about the employee’s engagement with the organization, as well as his engagement with the supervisors.

Although it is possible to measure the engagement of employees in a certain organization, this is an exceptionally complex process that doesn’t always lead to an effective solution towards increased performance. Engaged organizations have authentic, strong values based on mutual respect and commitment. The evidence of engagement is clearly shown through the performance of the staff. Improved engagement cannot be achieved through mechanistic measurements in a situation that can be easily manipulated. The employees are rarely truthful when answering survey questions about their levels of engagement.

An engaged employee benefits for the overall success of the organization. However, the company must also make an effort in order to engage its employees. The relation between the performance of the organization and the engagement of its workers is seen through profitability, productivity, customer loyalty, employee retention, and safety. The level of employee engagement is measurable and comparable, but the information obtained through surveys is not an essential performance boosting tool. When a particular employee achieves great results and performs his tasks with commitment and responsibility, the organization does not need empirical data in order to prove the level of his engagement.