Engagement

4 Myths Surrounding Increasing Employee Engagement

Arne Van Damme

COO at intuo

Egyptians aren't the only ones with myths. They had the sun god Ra, we have employee engagement. So many things are said and written about engagement, it's hard to know what is fact and what is fiction.  

  1. When You Measure Employee Engagement, It Will Automatically Increase

    When measuring your employee engagement and sending out surveys, chances are people will let you know their biggest frustrations and concerns. In almost all companies, HR is the one processing and responsible for that data. They look at the results behind the scenes and don't really openly communicate about it. Consequently, people will feel they aren't being heard, that they wasted their time filling in the engagement survey and, inevitably, the surveys start having a reversed effect. That's why it's very important to always let the organisation know that their input is being processed and measures will be taken soon. Don't leave them hanging.

    Not only should HR process the data and take measures, but especially managers must be engaged with employee engagement since they will benefit from it the most. If managers acknowledge engagement as their responsibility, they will be the first ones to be able do something about it and make sure engagement levels stay as high as possible.

  2. Engagement Is Always A Big Project 

    One of the biggest misconceptions is that increasing your organisation's engagement is a big hustle. This is not the case at all, you can already change a lot by just listeningThe problems around engagement are often not that big, it's the expectations around solving these problems that make it bigger than it is. 

    HR always want to do big projects on employee engagement and these projects take time. However, when we fill out a survey, we want to see results and change as soon as possible. This is not as straightforward as it seems. HR can take a lot of different actions based on the survey results, but they have to make sure these actions please everyone. So, it's normal they have some difficulty keeping up the pace and as a result, employees stay with their frustrations much longer than they should be.

  3. HR should let managers handle employee engagement
  4. You can take a great deal of these frustrations away by moving employee engagement responsibility to the frontline; the managers. They are the first people to come into direct contact with the consequences of unengaged employees. If they know the pulse of their teams, they will be able to act quickly in good and bad days.

    Use our free DIY Engagement Pack to help you easily measure your organisation's engagement. Check it out here!
  5. Everyone Is Concerned About Employee Engagement

  6. Because HR is concerned about engagement, they automatically think everyone is. But the truth is, not everyone cares about how engaged someone is. 

  7. There are three main reasons why managers might not care about employee engagement:

    • Managers are not engaged themselves. They only care about their pay cheque. This inevitably reflects on their team that will not be engaged as well.

    • Managers don't realise employee engagement has such a big impact on all aspects of the organisation. They think too much about short-term goals because they want to reach their personal target. They experience a lot of stress and are not aware of their own or others' feelings. Caring about engagement is something that is implemented in your company culture. If you want to get rid of this short-term mindset and have your managers genuinely care about employee engagement, you will have to actively take measures.

    • Managers don't know what engagement really is consequently, they don't see the point in measuring it. They think engagement is HR's worry. It's important managers know what engagement is, and why they are key to keeping employees as engaged as possible.
  8. The Engagement Survey Is Scientifically Correct

    A lot of organisations buy huge survey questionnaires and think these are scientifically correct. 90% of the time this is not the case. These surveys give the impression that by asking a lot of questions, people will be able to draw a scientific conclusion and that conclusion is the only right one. My advice here is to not overestimate the scientific value of your engagement survey. If you ask 100 or 30 questions, you will still measure your organisation's pulse and the latter will give you more time to take focused action.

 

Do you want an in-depth engagement measurement? Check out intuo's Engage feature.