On Measuring Employee Engagement

With Gallup’s latest “State of the Global Workplace” report revealing that 63% of the world’s workforce are not engaged – and a further 24% are actively disengaged – employee engagement is as hot a topic as ever.

A recent Ragan article points out four new ways to measure staff engagement levels, as methods such as surveys, mood monitors and focus groups have become increasingly outdated, unpopular and perhaps not entirely accurate.


How a member of staff interacts with others is a good indication of their level of engagement in the workplace. A person’s colleagues significantly affect how they feel, act and operate on a day-to-day level, and the ratio of highly-engaged to lesser-engaged workers impact overall morale.


Similarly, the number of close or strong connections an employee has at work affects their level of engagement. Regular interaction with co-workers increases engagement, and variability is important, exposing employees to different ideas and inspiration outside of their immediate day-to-day network.

Management quality

Generally speaking, the more time an employee gets to spend with their leader or manager – either direct or organizational – the higher you can expect their engagement levels to be.


Having an irregular or disorderly schedule will drastically reduce engagement levels, as will too many distractions in the workplace. Engagement can be determined by the amount of ‘meaningful work’ that an employee is able to do between meetings, events and so on.

Read the full article here: http://www.ragan.com/InternalCommunications/Articles/49278.aspx

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