7 benefits of measuring employee engagement
Employee engagement is important for the success of the company, but above all for the development of skills and talents of employees that are in line with future needs.

Measuring employee engagement in real time, unlike traditional surveys, helps companies achieve better results and make a leap toward positive change faster.

What are the benefits of measuring employee engagement?

1. Solve problems before they get worse

Surely, you have found yourself in a situation that required a quick response based on too little information about the problem and a short deadline. In such situations, you had to resort to instant solutions without in-depth analysis of the problem and its cause. Soon, you found yourself in the same or a similar situation again. In order not to constantly spin in a circle with semi-solutions, which gradually increase dissatisfaction in the team, it is extremely important to continuously check the working “temperature” of the organization, because that way you solve problems – and their roots – before escalation.

2. Build trust

Employees and managers need continuous feedback to continue to grow and improve. Let feedback be a two-way process. Open feedback from your employees allows management to ask the right questions – especially those related to the company’s mission and vision.

When management asks good questions and connects with the team, trust is built among employees and workflow improves as a result.

You might think your HR department is running the human side of things, and that’s it. However, thinking in this way leaves room for a negative communication gap between management and employees, which leads to the greatest risk of losing a quality person.

Get to know the problems and difficulties of your employees, whether they are private or business. We are all just people after all.


3. Take advantage of opportunities for improvement

Employee engagement provides a real-time snapshot of employee activity and thinking. With the results you can develop new rules and work organization to increase opportunities for improvement and increase the engagement of teams and organizational units.

4. Take action when it matters

Managers can take action using cost-effective ways to engage their employees and improve job engagement, such as open conversation exploring opportunities to balance employees ’business and private lives.

Therefore, take action according to your specific needs. When you have a strong work culture, employees and managers work together and create values ​​that lead to results.

5. Look for trends that emerge through the results

Technology allows employers to spot trends and take immediate action when used properly. Does your website measure user experience for the user? And what about your employee’s user experience?

When you identify trends, you can influence engagement every day. With meaningful actions, you help each manager take responsibility for trends as well as engagement levels.


6. Share the conclusions transparently

Analyze reports and analytics on workplace engagement trends and share results with employees to shape your mission and engage your employees in dialogue.

Employees must be an active part of creating a positive change. Employees feel more involved and valued when they know how and why they contribute to the organization.

7. Stick to positive influence

Which chain reaction would you rather have – a negative one – in which answers to questions are avoided due to withdrawal and distrust of management, or a positive one – in which employees feel engaged and value their contribution to the job rather than just valuing their salary?

Regularly monitor your employee engagement initiatives and maintain what reflects the positive flow of change.

Try Improv3 and receive real-time feedback

Take advantage of all the benefits of measuring employee engagement! Improv3 will help you get real-time feedback from your employees so you can take the necessary steps in a timely manner.

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Measuring employee engagement is only the first step. What you do after the measurement is equally important.
Sandra Jovović, Regional Director for the Rijeka region at Generali osiguranje, knows how to motivate different personalities within the team, remaining consistent with the company's goals and values.