Employee engagement tends to be discussed in aggregate terms – after all, you want every employee, manager, and owner to come to work each day completely engaged in improving the company, delivering exceptional customer service, and bringing their whole selves to the job.
But engagement on the individual scale isn’t often discussed, and if it is, it’s along the lines of “how to look more engaged in front of your boss so you don’t get fired” (that’s our paraphrase of this Psychology Today article).
Personal engagement at work
In helping companies implement Engagement Multiplier, we’ve seen some astonishing things happen when individuals first start measuring their own personal engagement (especially with the help of their personal employee engagement dashboard), and their perceptions of owner engagement.
Our anonymous employee survey, in addition to scoring company-wide engagement levels of teams and staff, also acts as a personal check-in that, on an individual level, is remarkably valuable.
- How would you score your own engagement level, right now?
- Do you feel energized by your organization’s purpose and actively work to support it?
- How would you score the engagement of your company?
- What can you personally do in the next 90 days to improve overall engagement?
Taking a few minutes to answer questions like these makes you pause and consider – how engaged are you? Why? How much of that might be your responsibility, and how much of that is due to outside influences? What can you do to improve your own engagement?
These are such important questions, but most of us don’t take time to think about them – until we’re considering a job change. And by then, it’s often too late.
But what if we check in with ourselves before employee disengagement drivers become too burdensome to bear?
We believe that taking time to check-in with yourself is the first step to realizing what works for you, what doesn’t, and how you can make positive changes to do your job better – and feel better about doing it. Gallup calls this a “personal engagement plan” in which you “think about the strengths you can use to get there… Even small steps will lead to big results.”
“Take responsibility and empower yourself by setting measurable, realistic goals and staying focused on and heading in the right direction to attain them.”
– Ken Royal and Susan Sorenson, Gallup, “Employees are Responsible for Their Engagement Too”
This is why we’ve created an employee engagement free trial for our program. Our single-user version of the platform asks you the same thought-provoking questions included in our regular surveys and allows you to test-drive how Engagement Multiplier works.
Even more interesting insights happen when you invite team members into the trial also – then you can compare your scores with theirs, all completely anonymously, and test the full employee engagement program for an entire month.
If you’re not beginning each day with a sense of purpose and ending each day with a sense of achievement, it’s time to measure your individual engagement. After all, what gets measured gets improved – so why not measure yourself?