If you can't measure it - you can't manage it

Thanks for your kind emails and further questions. Due to the great response from a recent "Engaging People" Newsletter we have been asked to spell out some key question that you must know in a little more detail.

To make any meaningful change you must first know what you are trying to change. So read this newsletter, then print it out and take 2 minutes exploring your answers.

If you can't measure it - you can't manage it

1. MEASUREMENT:
To what degree do we conduct staff satisfaction surveys / engagement surveys?

• Never
• Informally
• Formally Yearly
• More Than Yearly
• Formally Sporadically

2. IMPLEMENTATION:
How quickly do you implement the findings of these surveys?

• Most within 6 months
• Most within 12 months
• A few within 6 months
• A few within 12 months
• We rarely implement anything

3. ISSUES:
What are the top 3 real reasons for your people leaving or staying?

Leaving: 1._ _ _ _ _ _ _ _ _ _ 2._ _ _ _ _ _ _ _ _ _ 3._ _ _ _ _ _ _ _ _ _

Staying: 1._ _ _ _ _ _ _ _ _ _ 2._ _ _ _ _ _ _ _ _ _ 3._ _ _ _ _ _ _ _ _ _

4. FINANCIAL IMPACT:
What is the financial cost to the business of losing just one employee? If you are unsure go to the Engagement Economics section of www.LifebyDesign.com.au

$ _ _ _ _ _ _ _ _ _ _ to $ _ _ _ _ _ _ _ _ _ _

5. TURNOVER RATES:
What is your turnover rate? How does it compare for your industry?

Our company turnover rate: _ _ _ _ _ _% Our industry turnover rate: _ _ _ _ _ _ _%

6. FOCUS:
Do you put more effort into recruiting new people or engaging your existing people?

Attraction of new employee:

Mthly Hrs _ _ _ _ _ _ _ _ _ _ Mthly Cost $ _ _ _ _ _ _ _ _ _ _

Engagement of existing team: Mthly Hrs _ _ _ _ _ Mthly Cost $ _ _ _ _ _

6. POSSIBLE ACTIONS:
What key 3 things need to change to improve in employee engagement in your organisation?
_ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
_ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
_ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _

The key is; talk to and research your employees. Involve senior management; create a plan and invest more time in your people both formally and informally. The future of your organisation will be in direct proportion to how much time and effort you choose to invest into employee engagement.

The 80/20 Rule of Engagement Employee engagement benchmarking is useful, but the findings provide you with just the 20% starting point. Successful employee engagement results from the remaining 80% - the commitment to strategic and effective implementation.