Article Drive: Measurement of a Sleeping Giant

You may find some answers in here.

Basically, the measurement of employee employees is part of the measurement of human capital or human scorecard. Using this appropriate measure or metric, as an application of quantitative Human Resource or HR measurements to see how much performance expectations can be realized, to compare engagement standards, adjust existing gaps and other measures. Quantitative engagement analysis will provide hope about quality and commitment to the work or environment in which employees are located.

Measurement of engagement metrics is related to aspects, such as: Percentage of employee time allocation participation, attachment to work colleagues, attachment to work scheduling, attachment to work environment, attachment to leadership, attachment to the company, attachment to work teams, and so on. Whatever can be improved, here is a quantitative measurement that can be implemented:

1. The number of jobs that occur outside of normal working hours (for example, evenings and weekends). This is a good indicator of the extra effort of employees to find solutions to work problems.

2. Number of network connections and time spent with people outside the direct team or work area. Building a broad network outside the core team is a sign of high engagement.

3. Percentage of participation in ad-hoc meetings and work initiatives versus meetings or periodic processes. Participation in periodically structured events can be an indicator of low engagement.

4. Time spent collaborating directly with customers outside the normal work environment. This and other steps like that can show employees with high engagement to help their peers even though they might not get credit for it.

Whereas the measurement of quality management can include:

1. Time spent one by one with their supervisor per week. Engagement tends to increase if employees individually have time such as coaching with their superiors.

2. Time attendance with leaders / superiors is higher.

3. The quality and breadth of their employer's network. Engagement levels are increasing for employees who are well connected with their direct supervisor.

4. The amount or percentage of time shared by the manager / boss with the team. The low number tends to give an indication of low engagement.

By running the engagement calculation metrics above, it will get more real time engagement levels, directly and better than measurements through surveys that tend to spend time, cost and effort. This is where finally the level of employee engagement can be monitored in a better context, getting an overall picture and more importantly, being able to find out the tendency of employee engagement levels to be more accurate.