A further benefit of the mean score generated by a scale of zero to 10 is that the resultant averages can be recorded on a 10-point scale to one decimal place, effectively making it a 100-point scale. That makes even incremental changes in sentiment far easier to detect, especially when taken over an extended period. For the purpose of reporting, this scale also makes percentage differentials easier to report.
For businesses who already favor the NPS methodology when interpreting their customer data, a scale of zero to 10 also enables you to easily convert the findings into an eNPS score. Zero to 10 employee engagement survey scores can be divided into three groups: Detractors (scores from zero to 6), Passives (scores from 7 to 8), and Promoters (scores from 9 to 10).
- A Detractor is actively disengaged with their working experience and is in need of direct support from their team leaders, and the organization as a whole.
- A Passive employee may not appear disengaged in their work, but they still have concerns that are preventing them from bringing their full self to work.
- A Promoter is the best-case scenario, indicating an employee who has realized their full potential and is motivated in forwarding the success of the organization.
The organizations with the most inclusive employee experience, the strongest support for team managers, and the most involved employee feedback process will have workers who predominantly sit in the promoter category. Regardless, what’s important is knowing which employees are struggling and how you can better support them.
While accurate and appropriate measurement is important, it’s even more important to recognize that these figures are ultimately a means to an end. Using these results as a starting point, you can then start highlighting focus areas, and taking real actionable change. That’s how you give your HR department and people leaders the tools they need to promote higher business performance and success.
How Can You Improve Employee Engagement?
Regardless of your organization’s stage in your employee engagement journey, you probably have one question: How can I improve employee engagement?
A 2022 study by Gallup found that employee engagement in the U.S. had dropped for the first time in a decade, with the percentage of actively engaged employees falling from 36% in 2020, to 34% in 2021. Given that the chaos and tumult of 2020 didn’t see engagement levels falter, those figures should act as a wake-up call. Employees are expecting more from their employers.
Improving employee engagement is a complex process, but the guiding principles are simple. By actively listening to your employees, either regularly or in real time, you can further create actionable up-to-date insights. Those same insights can then be used to enable effective actions across your organization, creating a feedback loop for further engagement and improvement.
Here are five essential steps to consider with your employee engagement strategy, whether you’re well versed in the world of employee surveys, or you’re still figuring out how to put your best foot forward. Through it all, consider the varying experiences of each team and enable them through the support and leadership of your managers. That way, you’ll set them up for success—and your organization, too.
Incorporate an employee feedback solution into your employees’ routine. Continuous participation is essential to success. By making monthly or even weekly listening “business as usual,” you ensure that your people see the significance their viewpoints hold to the business. That means incorporating the survey into their natural workspace flow, considering the proper HR service delivery, and providing integrations with other existing solutions.
Empower your people to contribute to the conversation confidentially. All results and scores should be confidential, which extends to any written feedback employees may provide. In Workday Peakon Employee Voice, employees are given the opportunity to leave confidential written comments, in addition to zero to 10 scores. This promotes psychological safety, promoting greater confidence in the responses you receive.
Create experiences that proactively support employees. Reacting to problems as they arise is sometimes a necessity, but the best approach is a proactive one. Solutions like Workday Journeys provide organizations the ability to deliver personalized guidance through moments that matter, whether in their career, personal life, or a blend of both. Strong engagement rests on your ability to help support employees from onboarding through the rest of their professional growth.
Empower managers to take action. Employee engagement can’t be managed from the top down—your people leaders at each level of the organization have to have visibility on engagement data and how best to respond to it. By enabling them to learn how best to interpret the data and make the resultant actions trackable, you’ll create a successful feedback loop for each team.
Make scores, data, and action transparent. Ensure that all your employees have access to the gathered data on a shared platform, regardless of whether it’s positive or negative. If a number of people give a low score in response to a particular engagement driver, acknowledge it as an area that needs attention, create further space to discuss it, and report back on progress made. Creating a culture of continuous feedback and improvement will benefit your organization long term.
By only measuring output and efficiency, we miss the most important aspect of an employee’s daily working experience: The sincerity of their passion for their workplace. Whether referring to an employee’s enthusiasm toward their work, their working environment, or their corresponding belief in the organization’s mission statement, employee engagement is fundamental to understanding the relationship between your company and your employees.