Do you know how to calculate the commitment of your employees? Business leaders often don't bother to do the math and rely solely on their intuition to decide whether or not their employees are engaged. However, it is important to measure it concretely and regularly in order to be able to observe its evolution and put in place concrete measures so that it increases from year to year. Here are 5 ways to calculate the commitment of your employees.
Commitment: essential for your performance
Collaborative commitment is defined by degree of involvement and attachment that he has in relation to his company and the tasks assigned to him.
It is important for organizations to have a high engagement rate from their employees for various reasons:
- It is a performance factor. Engaged employees are on average more productive, take more initiative, and work more effectively as a team. This generally results in better business results.
- It is a determining criterion of your employer brand. This conveys a very positive image of you to potential candidates. This attracts talent and therefore allows you to recruit competent people. In addition, committed employees are excellent ambassadors and communicate positively about your business with those around them.
- This allows you to have a low turnover rate. By keeping your employees more time in the workforce, you reduce recruitment costs and promote the creation of a strong bond within your teams.
The KPIs to follow
Now you know why it is important to have a high engagement rate in your business. Here are some KPIs that it is interesting to monitor regularly in order to have a measure of the level of employee involvement within your structure.
1 - The eNPS
The NPS, Net Promoter Score, was originally developed to calculate customer loyalty. But it's entirely possible to use this method to measure employee engagement. We then talk about eNPS.
Anonymously, employees answer the following question:” What is the probability that you would recommend that someone close to you come and work for this company? ”. People must respond on a scale of 1 to 10, ranging from “very unlikely” to “very likely.”
Responses can then be classified into three categories:
- Les detractors. In general, people who gave an answer between 1 and 6. They do not recommend working in the company, they could even stop interested people from applying.
- Les Passive. They answer between 7 and 8. They are fairly neutral on the issue and have little impact on the image of your organization in the eyes of those around them.
- Les promoters. They give a score of 9 or 10 and are great supporters of your organization. The more promoters you have, the more people there will be able to recommend your business to those around them, near or far.
This measure is interesting both to know the distribution of detractors, liabilities and promoters in your company, but also to observe the evolution of the index. If your eNPS is increasing year by year, it is because the efforts you are putting in place to engage your employees are bearing fruit. On the other hand, a falling eNPS should definitely alert you. Finally, it is important to couple this measure with other indicators: while eNPS makes it possible to assess the degree of collective and general involvement within your organization, it does not make it possible to establish the points on which your company should focus.
2 - The ESI
THEEmployee Satisfaction Index also makes it possible to measure employee satisfaction, but it is a bit more accurate than eNPS. It should include three main questions:
- How happy are you with your workplace?
- How well does your workplace meet your expectations?
- How does your workplace compare to your ideal?
The answers are also given in the form of a scale between 1 and 10. To get the final result, you must then divide all the notes by 3 to get a score out of 10, and multiply by 100 to get a percentage. The higher the score, the stronger the commitment.
The survey may include more general questions about the workspace or current goals. You can also add requests about what would motivate them more (training, development, etc.)
3 - The turnover rate
The turnover rate, or turnover, is an interesting indicator to observe over given periods of time: a quarter, a semester or a year for example. He Measure your ability to retain employees. To calculate it, you can use the following formula:
You can also calculate the voluntary employee turnover rate, by dividing the number of voluntary departures from the company by the average number of employees over the period.
Ideally, a low turnover rate is under 10%. However, you should keep in mind that turnover rates are very variable from one sector of activity to another, so you must weight your result according to the average in your industry.
Other indicators that can be studied
All the KPIs presented above can be used as a basis for calculating the commitment of your employees. You can also add others to refine your data. Here is a non-exhaustive list of examples:
- The absenteeism rate. When it is too high, it is often a sign of physical or psychological discomfort among employees.
- The Participation rate to events or training courses organized by the company. Committed employees tend to be more involved in such events.
- Les opening rate newsletters and internal communications.
It's up to you to determine the most relevant indicators based on the characteristics of your organization.
Personalized surveys to measure employee engagement
While KPIs that show general results are useful for you to assess the trend in engagement in your business, more personalized surveys can help you get more accurate data. Here are two ways you can gather this information.
4 - Continuous feedback
The first is to collect, throughout the year, Feedback from employees. This feedback can be collected by direct managers, who are people with whom contact is close and regular.
The limitation of this method is that employees must have complete confidence in their manager and not be afraid to report the problems they encounter. Unfortunately, this is not the case everywhere, which can lead to feedback that is uncorrelated with reality. Some may fear the non-anonymous nature of this feedback.
5 - The personalized internal survey
Finally, personalized internal surveys make it possible to collect a large amount of data, to measure employee engagement, perceived well-being and what may be missing in their work to feel better. The advantage is that they can be administered quickly to all employees, and that they can be anonymous. For many, this means remains a way of expressing themselves more freely.
This type of questionnaire is a very good way tohave a clear idea of the points to be improved to further satisfy your employees and make them want to invest alongside you in a sustainable way. This allows you to highlight what's good and what you need to focus on in the coming months.
Measuring engagement is essential in a company, because it partly explains its annual performance. However, knowing these numbers is not enough: once you have established them, you need to analyze them and draw conclusions, with the aim of creating a real action plan for the future. Involving employees in a company on a long-term basis can be long, but if you put in place real actions with the help of management, the results can be edifying. THEestablishment of participatory management With the help ofa dedicated platform such as Teamstarter is a concrete example of action that has immediate effects on employee engagement.
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