The 8 Questions That Reliably Measure Employee Engagement

Ask your employees to score these 8 statements on a scale from ‘strongly disagree’ to ‘strongly agree.’

  1. I am really enthusiastic about the mission of my company.
  2. At work, I clearly understand what is expected of me.
  3. In my team, I am surrounded by people who share my values.
  4. I have the chance to use my strengths every day at work.
  5. My teammates have my back.
  6. I know I will be recognized for excellent work.
  7. I have great confidence in my company’s future.
  8. In my work, I am always challenged to grow.

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You Can Measure Employee Engagement In Just 8 Questions

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MORE IDEAS FROM THE ARTICLE

We experience” questions “deal with the elements of a person’s experience created in their back-and-forth interactions with others on the team” and include the odd-numbered statements above (#1, 3, 5, and 7).

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marcus buckingham

We ask you to give us this sense of universality — all of us together — and at the same time to recognize our own uniqueness; to magnify what we all share, and to lift up what is special about each of us.

When you come to excel as a leader of a team, it will be because you've successfully integrated these two quite distinct human needs.

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Me experience” questions “deal with the individual experience of work” and include the even-numbered statements above (#2, 4, 6, and 8).

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The more strongly your employees agree with these statements, the more engaged your workforce is.

The statements with the lowest levels of agreement are the ones you should focus on improving to increase engagement.

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Behaviors of highly engaged employees
  1. They do not use their problems as an excuse from mistakes. They don't let the problem affect their ability to perform.
  2. They know how to take accountability for their actions.
  3. They are independent and are proactive in learning how to solve problems on their own until a collaboration is needed.
  4. They explore different methods on how they can do their best work and focus on their strengths, not their weaknesses.

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What Engaged Employees Do Differently

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Measuring Employee Productivity

Fixing employee productivity in the industrial age, when most workers were handling machinery and it’s parts, was a tedious but doable process. The managers had to fix the people who were making mistakes or were inefficient through systematic management.

Today, in the age of software and intellectual property, when half of the workforce is made up of knowledge workers, the old practices are of no use.

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How to Measure Employee Productivity in the Knowledge Economy

doist.com

Inspiration alone is not enough

Just as leaders who deliver only performance may do so at a cost that the organization is unwilling to bear, those who focus only on inspiration may find that they motivate the masses but are undermined by ordinary results.

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How to Be an Inspiring Leader

hbr.org