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Ten Laws of Employee Engagement – Law #2

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YOU CAN’T MANAGE WHAT YOU DON’T MEASURE

You have undoubtedly heard this phrase before, and nowhere is it more relevant than in the field of performance management (or human capital management, as it is also referred to).  We bring lots of scientific and academic rigor to the table when we analyze our business, from financials to supply chain data, but when it comes to managing our employees, we deploy too little science and empirical evidence in the way we manage people. Much of what goes on in typical HR departments is focused on salary/benefits and (as required by law) on compliance. Very little of this work has anything to do with creating highly engaged employees.

The first step in changing this scenario is to actually measure engagement throughout the organization. Better still is to be able to report this critical data by division, location, manager and team.  This then gives leadership a very clear picture of where the organization is hemorrhaging productivity (and profits) and why. Very targeted remedial actions can be directed to exactly those managers and teams where the greatest problem exists. No need to put every employee through “leadership” training when the biggest problem is shipping during the night shift. Fix only what’s broken, saving time and money by dedicating scarce resources to support those individuals most in need.

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The following comments are for Engagient's Employee Engagement Seminar for Managers

We needed to communicate the value of fully engaged employees to our managers and supervisors, and without a doubt, Engagient’s seminar on Employee Engagement clearly told the story. Our entire management staff now understands the value to our business in having a fully engaged workforce. Engagient made sure we had the necessary tools to move forward and we now believe this will help us differentiate ourselves against our competitors.

Don’s delivery is exceptionally engaging, straight forward, and in my experience one of the best facilitators/presenters I’ve worked with. Our junior and mid-level managers were engaged the entire day and they are definitely now on-board with our new initiative. He did an exceptional job in framing the issues, and he was able to link it closely with our company’s core values on this topic.

--Dave Maresca
VP, Administration & Business Development
Perfect Plastic Printing
 
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