What are the methods organizations are using (or want to use) to measure employee engagement and sentiment?
What role should digital marketing techniques play in the measurement of employee sentiment?
How frequently should engagement be measured?
What are best practices for taking action with these data?
How can employee engagement inform business strategy?
When speaking of employee engagement two important facts are frequently discussed.
Employee engagement is critical to business success. Employee engagement drives many positive organizational outcomes such as, decreased absenteeism, lower turnover, higher productivity, and increased safety at work.
Most employees are disengaged. Only one-third of U.S. workers are actively engaged in their jobs and disengagement costs the economy $450 billion to $550 billion in lost productivity per year. The overwhelming majority of business and HR leaders rate engagement as their top challenge for their organization.
The measurement of engagement is an indicator for the overall health of the organization and results should prompt action to address areas of concern in the talent and business strategy. Most organizations rely on annual engagement survey for this feedback. However, in a complex world of constant change is the annual survey enough? Is more frequent or even real-time data critical to understanding the current state?
March 16, 2015 | Bertrand Dussert, Vice President of Human Capital Transformation, Oracle HCM | John Wiley & Sons, Inc.
The 21st-century economy is service driven. Companies that win today are focused on two things: taking care of their employees and taking care of their customers. Winning and keeping loyal and engaged ...
“If we take care of our associates and if we take care of our customers, everything else will take care of itself.” The Home Depot’s culture was founded on this simple premise when it first opened its doors over 35 years ago. ...
The lack of analytic skills in HR professionals is one reason for the low adoption rate of the big data for HR. Another factor is the quality of the information used in analytics. Not timely, unreliable, or data not integrated across the talent life cycle will lead some HR professionals to say, “garbage in, garbage out”. With this research study and associated webcast, we understand how organizations are collecting, cleaning, and integrating data for enhancing their human capital decision-making.