Employee engagement has been and will one of the most important topics in human race. As I have saying for the last 3 years, employee engagement is a human desire. I will not talk about the factors and what really triggers the employee’s engagement at this blog. Sure, I will be publishing about this section in the upcoming days. Many cannot find out the steps on how to start measuring employee engagement from scratch. If you are using a tool that will be good and time saving. If you do not have any tool or the resource, then here are some steps will help you with. I called these steps as “DADA”.
DADA is a short form of Define, Analyze, Develop and Action. Anything we do in our life should be always get define. In another statement as all of us know it reference to “if you can’t measure it, you can’t develop it”. Within the define step, it is not always defining the technical aspects of the work and employee’s technical requirements. In every job, there will be the experience, skills and competencies, qualifications, and personality aspects. The same happens with defining the engagement factors of the employees’ not only from technical side but, also from skills and behavioral elements. There are 33 factors of employee engagement factors categorized in 8 categories.
After defining the engagement desire of the employees’, then you must analyze them based on your business and organization limitations. Not every employees’ needs, and desire can be met due to the company restrictions and limitations. In this step, there are 2 routes, and every route will have 2 additional routes. In most of the cases, you will only need to take 1 route and sometimes you will only 1 route within the 1 route you that is available to you.
Then, you will start developing these plans either from small micro-level or go big at the macro-level. All the depends on the nature of work, company’s limitations, and leadership adaptation. After developing the necessary plans, the Action step comes into light. The action step is one of the important and difficult steps as it will require a lot of inner-changes, cooperation, adaptation, and follow-ups. Many organizations have one of the best plans in the entire universe but when it comes to the execution, they fail, or the outcomes do not meet the initial plans on paper in huge differences or gaps.
Action and follow-up are not enough. During the implementation process, you will have some flows and challenges. What is in the paper might not be always noticed during the implementation journey. Therefore, continues development will always be needed in any situation in life especially when we are dealing human race that is driven or impacted by emotions which is still a mysterious to the science.
To know more about on how you can engage your employees from Phycological human aspects, check out one and only Employee Engagement and Happiness Masterclass that is based on several years of market insights, phycological research and proven outcomes. To know more click here
About Coach Fahad, Fahad Khalaf:
Fahad has over 19 years of corporate and professional experience in different industry from government, banking, hospitality, leisure and entertainment. In addition of his hyper experience not only in HR, also in business operation, customer experience, strategy management.
- Co-Founder of HR Learnin,
- Accredited Master Coach by IAPC&M,
- Certified Harrison Assessment Practitioner