reflection and observation Reflect on your own engagement. When do you feel at your most e

ngaged? What are the

tasks you most enjoying doing, where you can lose yourself in the task? How do you

react when people ask you for help or suggest a new way of doing things? How likely are

you to recommend your company to a friend or relative as a great p lace to work?

To be truly successful and to be able to demonstrate the power of e mployee

engagement, one of the major questions you may be asked is how to measure it.

Traditionally companies have done annual engagement surveys or more frequent pulse

checks; these can be good snapshots in time, but engagement is ab out emotions and

these are ever-changing and hard to capture in a survey.

Another way is to observe and reflect on levels of engagement in y ourself and in those

around you. If you are a manager, you might like to use the followin g action plan:

Observe take the time to look and see how your employees behave currentlyand what traits they display naturally (see opposite) Baseline find out your baseline metrics for comparison (number of sick days,productive hours, attrition, number of quality issues/complaints, etc.) Implement try out some of the ideas for increasing engagement we ve lookedat in this book

Compare see how the same metrics have changed over time (try to measureat least quarterly)

1

2

3

4