Saturday, September 20, 2008
I think the best way to make employee engagement data meaningful is to make it actionable. Here are some tips on how to make the data actionable:
1) Ask questions that are specific enough so that you know what to do if you score high or low on that question.
2) Analyze the data so that you know exactly what DRIVES engagement. This does require some extra statistical steps (correlations, factor analysis) but it is worth it. These DRIVERS will enable you to focus on what is really important.
3) Report the data in a way that is meaningful to your audience. Use the "killer slide" concept. Tell the data story in one or two slides at the beginning of the presentation. Spend the rest of the time ACTION PLANNING around what to do about the data.
4) Use the right metric for engagement data. Instead of using mean scores, because after all that is just an average, report data using % favorable instead. Percentage favorable is the % of respondents that gave a question a favorable rating. For example, on a 5 point scale, the respondents that scored a question a 4 or a 5, would be considered favorable.
5) You need to track engagement data over time to really make the data have meaning. By understanding how scores move and why, you will be able to become predictive with your data. By combining other data points like turnover and customer satisfaction your data becomes intelligence that is critical to the business.
Many times after a survey is completed, the engagement data is put away until the next time a survey is delivered. I say take that data and use it, you will be surprised what you learn.