Quelles données devriez-vous collecter pour améliorer l’engagement des employés ?

"Con más de 12 años de experiencia en PageGroup y la participación en más de 2,000 procesos de contratación en diversas empresas, he identificado un enfoque clave para impulsar el compromiso de los colaboradores en una organización. El conocimiento profundo de los factores de motivación de cada individuo es fundamental. A partir de esta comprensión, se pueden diseñar programas de incentivos personalizados que conecten a los empleados con el propósito corporativo. Al alinear individuos con la misión de la empresa, se fomenta un sentido de pertenencia que se traduce en un compromiso sólido. Este alineamiento estratégico lleva a que todos los colaboradores, con las herramientas adecuadas, contribuyan para alcanzar los objetivos comunes

In my experience engagement should at the talent attraction, recruitment and resourcing stages. This makes engagement a life of the organization and not just a tool. There are normal and regular engagements, the most important are that resonates more with the employee are engagements that are personal. For example at bereavement, a loss or tragic occasions. At celebrations and when sick. Engagements reflect, authenticate and show that the people matter and its not just about work. Engagements should be original, authentic, impactful and personal.

I support the use of staff surveys, but have often found that they are implemented poorly, or without a strategic objective in mind. In my opinion, a poorly designed staff survey often begins with a failure to communicate the *purpose* of the survey, and *how* the information will be used. Be clear on what the next steps are - and make sure the last step in a survey cycle is to ‘close the loop’ and explaining what happened. I believe regular staff surveys that don’t report back to staff actually reduce staff satisfaction and confidence. Trust your staff with your intentions, and they are more likely to engage with the survey in a constructive manner.

Surveys are the number one way to measure employee satiafaction, wether it's work satisfaction, occupational health and safety, or any other field you want to develop. The key behind a succesfull survey is planning; What do you want to know? How extensive should the survey be? And so on. Remember to make it easy for the participants. Its better to do short(er) surveys around single theme than giving them a behemoth that takes two hours to fill in, time they don't necessarily have. But most important, use the collected data. The surveys are not an end in themselves if the input is just archived and forgotten

Melhorar o engajamento dos funcionários é uma tarefa importante para o sucesso de qualquer organização. A coleta de dados é uma parte fundamental desse processo, pois fornece insights valiosos sobre a satisfação, motivação e necessidades dos colaboradores. Pesquisas de engajamento, feedback contínuo, avaliações de desempenho, métricas de retenção, clima organizacional, dentre outras ferramentas são algumas ferramentas que podem ajudar sua empresa a coletar feedback de seus funcionários. Deve-se atenção ao utilizar tais ferramentas sem um proposito real de mudança, pois os efeitos podem ser devastador para corporação e ao invés de melhorar a satisfação, pode cai em descredito, gerar um ambiente não seguro e superficial.

To understand and boost employee engagement, it's important to look at how people act at work. This includes watching how they collaborate, join events, and use company resources. By combining this with surveys and performance info, companies can get a complete picture and make changes to make employees happier and more effective.

Behavioral data serves as a lens through which we can gain valuable insights into how employees feel and their overall well-being. It goes beyond mere engagement and performance metrics, allowing us to understand the holistic employee experience. Employee well-being is at the core of engagement and performance, making it the primary focus when analyzing behavioral data.

Quer uma dica prática? Fique de olho no que seus colegas fazem no dia a dia. Veja como eles usam as ferramentas, se comunicam, colaboram e lidam com feedback. Observar esses comportamentos pode te dar uma ideia do que motiva e engaja a galera. Ah, e não esqueça de perguntar de vez em quando, uma conversa direta sempre ajuda a entender o que está acontecendo.

El nivel de implicación, predisposición y ENERGÍA que se evidencia en el comportamiento del día a día de un(a) colaborador(a) es fundamental para identificar cuál es el nivel de compromiso que tiene, analizar las variables físicas, psicológicas y sociales que interactúan e influyen, e implementar las estrategias organizacionales que orienten hacia la mejora del compromiso. A veces, las personas ya vienen con cierto nivel de compromiso y se nota en su forma de comportarse en el hogar, con la familia o con amigos. Pero otras veces es el corazón de la organización quien debe activar y mantener vivo el compromiso de su personal. El compromiso organizacional es una energía que atrae y se potencia con más gente comprometida.

Actions speak louder than words. Use the power of behavioral data to give you an honest, unbiased assessment of your current efforts. Complemented by verbatim a from employees, this is invaluable.

The types of data we’ve collected in efforts to improve Employee Engagement have been to rate and tell us about: *Trust in their Leadership *Relationship with their Management *Employee Empowerment *Whether they have a Clear Understanding of their job function and what’s expected as far as goals *Team Dynamics *Training/Career Development Opportunities *Do they feel recognized and appreciated It’s important to then act on the employee feedback. Review the survey results with the leaders of the company and come up with an action plan. Make that commitment toward improvement. It’s not just Human Resources responsibility - It takes EVERYONE in the company to work together to enhance and positively impact employee engagement.

To help in employee engagement you will need an environment where employees feel safe and comfortable in engaging with co-workers and staff without judgement or negative consequences. Strive to be an ALL inclusive staff where co-workers do not feel left out or ignored in part of the work setting. Monitor management to make sure they are leaders and not dictators. I always say communication is key…in the work place to have a thriving team, communication lines should always be open to any topic.

To better understand and improve employee engagement, look at what happens as a result of different things you do at work, like training or changes in how tasks are done. This "outcome data" helps see if your efforts are making work better for employees. By checking the results, you can make smart decisions to keep improving how happy and engaged your team is at work.

Com um plano de carreira as empresas podem direcionar e desenvolver seus colaboradores a seguirem a filosofia estabelecida pela organização. Para cada fundamento estabelecido pela empresa é preciso ter junto ferramentas, recursos e competências para alavancar o nível de profissionais alinhados e dispostos a realizar o extraordinário para ver a evolução da empresa e consequentemente do time. O que vemos hoje são profissionais qualificados que são subutilizados e descartados ou que tentam sozinhos melhorar seus processos e resultados. Grandes empresas tem perdido a visão macro e focado na micro visão, com isso cada área tem olhado para si e acabam brigando com outras áreas parceiras e acabam por não contribuir para o bem comum do cnpj.

TotalEnergies, en bon géant de l’énergie, suit de près les performances de ses équipes. Ils ont constaté que les départements avec des employés plus engagés délivrent de meilleurs résultats. Conséquence ? Ils investissent davantage dans l’engagement.

Creating an organisational culture where feedback is welcomed, considered constructive and, most importantly, acted upon will help encourage employees to provide regular feedback. If you encourage feedback but employees don't see any action as a result, they're likely to become less engaged and stop providing feedback. To be successful with feedback data, your organisation's leadership needs to be comfortable with receiving feedback and making changes on the back of it. Communication is always crucial as the feedback loop needs to be continuous.

Structured 1:1 conversations where you actively ask the employee for what they think you yourself or the company should stop doing, start doing and continue doing and visa versa from you to the employee can provide amazing insight. Do not the 1:1’s to when there is trouble. Have them regularly.

El conocer a tu equipo operativo es crítico, ya que ellos tienen otra perspectiva. Esta vision estrategica permite ver áreas de oportunidad y buscar la mejora continua.

By far the most powerful of all, direct feedback from the people. The challenge is ensuring leaders don’t ‘respond to defend’ rather they see the feedback as the gift which will foster collaborative actions towards change to create the environment people want, get there and everything is more positive for everyone.

To make work better, just chat with your team. Hear what they think about work, what they like, and what could be better. This "feedback" helps you know how to make work more fun and comfy for everyone. It's like making a place where everyone's ideas count, so work feels good for all.

To gauge how content and involved employees are, actively assess engagement data. This involves regularly checking how individuals feel about their tasks and the company. It's like actively monitoring the workplace vibe to ensure everyone is happy and connected to their work.

Engagement data from your employees will tell you the story of where the organization is currently and areas of improvement to move forward. If employees indicate that they aren’t feeling connected to the mission then that gives you tangible feedback from data to start an initiative to increase connection. Although it can feel discouraging if employee engagement scores are low, it can be a gift for employee engagement practitioners to work with to improve the organization.

Pour avoir des employés engagés il faut avant tout qu'ils comprennent : 1/ L'utilité de leur poste 2/ la contribution de leur poste à la stratégie de l'entreprise (quel que soit le niveau hiérarchique) 3/ Connaître la mesure utilisée pour évaluer leurs efficacité 4/ Être reconnus à leur juste valeur

Indicadores só são úteis quando tem finalidade. O arquivamento de dados sem seu devido tratamento faz com que colaboradores não acreditem e nem levem a sério os discursos pomposos de gestores e líderes. A credibilidade se faz com provas de que há mudanças e que tudo que for sugerido será levado em consideração antes de mudar processos, filosofias ou diretrizes. Não envolver quem operacionaliza os processos faz com que não tenha motivação de apresentar melhorias por parte do time. Empresas, olhem para seus funcionários, pois todas precisam de executores, mas nem todos os executores estão dispostos a perder anos em uma organização que não tenha pessoas como um de seus principais pilares.

I personally enjoy engagement data, but often wonder if it creates false expectations or misdirected growth objectives within an organisation. I think of it mainly as a contextual tool, that should be presented in terms of everything else that is happening in the business. I have personally been involved in creating content that went viral, gaining attention around the world, that didn’t make any difference in sales. Fun? Absolutely. But in business terms, a waste of time and effort. Are you concerned about the gamification of engagement data: bots, click-farms, algorithm exploitation? Good. The more emphasis we place on engagement data, the more we need to understand what constitutes ‘good’ data. Measure against your purpose.

When it comes to employee engagement, it is crucial that you look at the whole story. For example, one satisfaction metric standing alone may make you believe one assumption about your teams, but combined with retention data and qualitative feedback, you may learn that the original assumption you made wasn't informed enough to see the bigger picture. In the end, the most impactful solutions and interventions are based on the sum of all of the parts mentioned above.

Anecdotal evidence or data can be hugely important in understanding employee engagement. Listening to employees but without "collecting data". Many employees don't say what they really think in surveys and when asked, but regularly canvassing managers or teams about how they feel or what feeling they get from the team can be hugely important. Often it's what is left unsaid that is the most important data we need to collect. Find a way to regularly gather this and you'll always have your finger on the employee engagement pulse.

Attention de ne pas tomber dans le piège de ne regarder que les datas. Certes elles aident à monitorer les actions mises en place. Mais bien vérifier sur le terrain en personne pour comprendre ce qui se passe au quotidien. L'échange humain avant tout

Para aprimorar o engajamento dos funcionários, é essencial coletar dados abrangentes. Isso inclui pesquisas regulares de engajamento, feedback individual, avaliações de desempenho e monitoramento das taxas de retenção. Além disso, a participação em treinamentos, eficácia da comunicação interna e pesquisas de clima organizacional são cruciais. Analisar o feedback de saída e indicadores de produtividade oferece insights valiosos, assim como avaliar iniciativas de bem-estar, programas de reconhecimento e o feedback de clientes internos. Ao reunir essas informações, a empresa pode desenvolver estratégias direcionadas para promover um ambiente de trabalho mais positivo e produtivo.

Having all the data won't cut it. If organizations aren't leveraging the data to fix what's broken, strengthen what's working, and consistently looping in stakeholders for input year after year, they're only steadily chipping away at their trust and confidence. Organizations need to step up and act on the insights they've got.