6 CORE HR METRICS TO MEASURE EMPLOYEE MOTIVATION
Employee motivation comes from having a sense of purpose, as
well as enough support and security to make their daily work meaningful.
As my colleague Martta wrote in her blog post, the most
successful companies tend to have the most motivated employees. But how do you
know if you've painted a big enough vision and if your employees are motivated
to do their best?
Sometimes it can be difficult to gauge how motivated your
employees are, especially if leaders aren't in daily or even weekly contact
with all of their subordinates. It can also be difficult to put a finger on the
true level of motivation within your organization, as people's perspectives
change from day to day. This is also the reason why, for example,
questionnaires need to be taken with a pinch of salt. However, we've found that
by tracking a basic six-digit range, you can get a pretty good indication of
your organization's pulse.
How to measure employee motivation?
Here are our six
indicators for measuring motivation in the workplace:
1. Number of working days at home
There's nothing wrong with employees working from home
occasionally, as there are countless examples of when it's good for both the
company and the employee. What you should be looking for, however, are changes
in the patterns. Has the number of days worked from home increased dramatically
for no visible reason?
Of course, to see the changes in the patterns, historical
data is needed. The increase in the number of days worked from home could
indicate problems in team spirit, in relationships between individual employees
or simply in the office or workplace.
2. Number of absences
Another sign of a suffering atmosphere in the organization
is an increase in absences. Again, it is worth adjusting the number of absences
to seasonal trends (a typical example is the peak of autumn flu) to help
determine ways to resolve the problem (e.g. whether to simply administer flu
shots or to deepen discussions and analysis with employees).
3. Shorter number of days
Do employees regularly work fewer hours than the employment
contract requires? If so, it could be a cause for concern, especially if the
next three metrics are also starting to indicate a downward spiral.
Visit Also: Hospital
Management Software
4. Inattention
When you are highly motivated, you are also likely to write
down every little detail and provide only the best work. However, the reverse
is also true and particular care should be taken when assessing employee
inattention (or attention). The best scenario would, of course, be to do this
on a regular basis to allow for company-wide analysis and comparisons to
address negative assessments.
5. Asocial behavior
Although there is a clear vision and long-term goals that
provide guidelines, people are less motivated to give their best in a poor
atmosphere at work. Unfortunately, an individual's antisocial behavior can have
a dramatic, more than a proportionate, impact on the atmosphere. Therefore,
antisocial behavior, when not a harmless personality trait, should be monitored
through team leader and peer reviews. Sometimes an employee who could
negatively impact the atmosphere in one place could turn into a positive asset
in a different department or site.
6. Reluctance to take responsibility
or accept new projects
Highly motivated employees take on new assignments and
personally take care that projects are delivered and customers are served
excellently. There can be many reasons why people avoid responsibility (such as
lack of experience or training), but avoiding responsibilities or new roles
often indicates that an employee already has one foot out of work.
These six basic metrics give you a starting point and a
general idea of how your people and organization are doing. The first three
metrics can usually be made visible with the help of an HR solution and / or a
good time tracking system. The last three metrics require a comprehensive HR management software that
also aggregates feedback from team leaders and colleagues.
Regardless of the size of your organization, if you want to
draw a clear and unbiased picture of your people, you should rely on correct HR
data (both current and historical) and a reliable solution to collect and
measure it, not just your opinion or sentiment.
In the coming weeks, we will share more information on which
specific metrics you should use for yourself track your motivation, as well as
tips on how to increase motivation in your organization.
Related Software:
Comments
Post a Comment