How to Measure Employee Engagement for Remote Teams
While employee engagement for remote teams is a priority for most companies, many often overlook the need to measure it. A few simple steps taken today can save you not only time and money but can also lead to employee retention.
Retaining top talent has always been a challenge for most businesses, more so since the “war for talent” is prominent more than ever.
The shortage of skills and high employee expectations has made it challenging to ensure that your team stays happy and is in this for the long haul.
The challenge takes a different turn when you have remote employees who do not get the same chances to interact with other fellow employees and be a part of the company culture up close.
While you have been developing strategies around employee engagement for remote teams to ensure that they stay happy, have you really taken out the time to consider if your strategies are working to their optimum?
After all, employee engagement strategies for remote teams does not merely mean keeping your employees happy.
It means that those who are involved are enthusiastic and committed to their work and workplace.
And the best way to know more if your strategies around employee engagement for remote teams are effective or not is by measuring it.
1Why is it important to measure employee engagement for remote teams?
When you measure employee engagement in real-time, it helps your company achieve real results.
Here are a few benefits of measuring employee engagement for remote teams, much like taking into account other aspects of your company.
1Solve your problems beforehand
How often do you putt a tourniquet on a problem and move on to meet a deadline?
Only because you failed to observe a bottle-neck.
When you keep an eye on your employees and their work, you get to address the issues in a timely manner, identify the root cause, all before any escalation occurs.
Problems only get big when you let them and this proactiveness can save a lot of hassle in the long run.
2Be empathetic and build trust
Making feedback a two-way process is all the more necessary if your employees are working remotely.
Open communication from time to time allows managers to pose better questions and connect on a deeper level to build trust with remote employees and improve the workflow as a result.
While you may think that the human resources department handles the human side of things, however, opening the doors to constant communication can save you from losing a talented individual.
Breaking the ice with your employees helps break the ice, encouraging them to be an active part of positive change-making.
When employees feel more involved and valued, they understand their contribution to an organization and seeing the results drives them to push even harder.
4Open up opportunities for improvement
Frequent communication provides a snapshot of employee activity and the results can help develop game plans for months down the road.
Since it allows to identify loopholes and increase opportunities for improvement and engagement, it also leads to better productivity.
5Develop new company culture trends
It also allows employers to spot trends and take immediate action to improve the “user experience” for the employees.
Once you identify new culture trends, you can then impact engagement in the day-to-day routine to make work meaningful.
2What parameters should you consider measuring for employee engagement for remote teams?
Now that you know the benefits of measuring employee engagement for remote teams, the next step is to identify the parameters that will help you gauge if your efforts are moving in the right direction.
Along with, we have also added a few small and easy to follow tips to help you make things better in case they are not.
1Trust: Trusting your team with their efficiency is one of the crucial elements that can make or break your company’s culture. One of the best ways to ensure that there’s trust between employees and employers is to stay transparent and involve them in decision-making. Daily stand-up meetings are another way to keep things in the open and help avoid micromanagement.
2Clear communication: To run a well-oiled machine, having open communication forms the next criteria to measure engagement. Everyone in your team must know what, where, and when to communicate on which topics. A good way to do so is by encouraging briefing and debriefing meetings to ensure everyone stays on the same page. You can also encourage employees to indulge in ice breaker games from time to time to help them get better at virtual communication.
3Channels: The next step to gauge is identifying how many channels have to you engaged to ensure the communication never breaks. Since the team is working remotely, it is imperative that they use the same tools as you so that the flow stays intact.
4Working infrastructure: Apart from being aware of various communication channels available, the next thing to work on is to make certain that your team is equipped with the appropriate tools, connections, a place to work at home. Since not everyone might have a dedicated space at home to convert it into an office, or might be lacking a few tools, you can help them consult experts to make sure their work and productivity stay unhindered.
5Clarity on roles & responsibilities: One of the best ways to make sure that the work does not suffer is by making employees accountable by clearing communicating their roles and responsibilities towards a project. When it comes to sharing feedback, you can then encourage peer to peer feedback to make certain that they feel involved and understand what their fellow colleagues expect from them.
6Diversity and inclusion: The best way to have a welcoming culture is by identifying and filling out on missing gaps. From having employees who belong to different ethnicities to balancing the men to women employee ratio are a few things that although look small but have a huge role to play in establishing company culture.
7Feedback and recognition: Since your employees are working remotely, they are missing out on the benefits of frequent and prompt feedback that can help them improve their work. Instead of leaving feedback for the last minute, ensure that you make time for once a week one on one meeting to identify areas together with each employee where they need to work on and also appreciate things they have been doing right. Being recognized for their contributions acts like a great morale booster that helps them engage with their work with a revived focus.
Guide to Giving Constructive Feedback
Master the Art of Giving Constructive Feedback to your Remote Teams.
3Ways to measure employee engagement for remote teams
Let us explore a few different and easy ways to measure employee engagement for remote teams.
1Pulse surveys and single-click polls
Short and quick surveys are a great way to maintain a consistent pulse on the vibe in your company.
To keep this process simple, you must use methods like pulse survey with a set of easy questions about how people are feeling at work and what (if anything) they would change.
These must include if employee are pleased with their tasks, working conditions, pay, benefits, supervisor and so on; if the employee is motivated by the goals and missions set by the organization; and if the employee envision a future at the company
2One on one meeting
Nothing compares to using one-on-one meetings with employees to have a detailed discussion on various topics.
Having regularly scheduled, hour-long one on one meetings also encourages informal chat with each member of your team to get a real sense of what’s going on with them.
However, the advantage of one on one meetings is fruitful only if it is a private, safe conversation to get detail about each issue that’s brought up.
Effective One on One Meetings
We built a software that automatically schedules, lets you set agenda, take notes, exchange feedback and track actions – all in one place.
3Stay and exit interviews
Using structured interviews for employees is another great way to collect feedback and find out what kept/makes them engaged and what holds them back from feeling at home.
While exit interviews are common in most organizations, one great idea that should be done more often are stay interviews to ask employees and know what makes them want to stay.
The goal with both formats is to find out what you could have done better to improve engagement.
4Employee Net Promoter Score (eNPS)
This is a small yet effective way to truly gauge loyalty.
While it is one thing to be happy at work, your employees must be willing to recommend the organization as a good place to work.
Or willing to recommend the products/services they sell.
A simple questionnaire can help you find the eNPS score of each employee and act accordingly.
5Turn to employee recognition activity
The frequency at which employees give and receive recognition sheds light on your engagement levels.
After all, recognition has the greatest impact on employee engagement and productivity and measuring the amount of recognition given is a revealing way to measure employee engagement.
6Track productivity metrics
While this may seem like an overused and a general tool for something so specific such as measuring employee engagement in remote teams, however, this metric counts the most.
Since productivity measurement is dependent on KPIs, you can look at individual, team or even company-wide figures.
This metric also helps in identifying what stopped employees from giving their best and helping them with the tools they need to succeed in their careers, which in turn drives the outcomes that you are seeking in the marketplace.
4Summing up – opting the hybrid approach
The ideal way to see what fits your company is by engaging analytics to use hybrid approaches.
While a few find questionnaires for specific employee segments to be useful for specific analyses, a few rely on one on one meetings to figure out issues and work on them proactively.
While choosing the methods that best suit your company, it is crucial that you engage remote employees and take their feedback to help in measuring engagement in a valid and reliable way.
Most importantly, it is necessary to remember that anything around employee engagement for remote teams is an ongoing approach that must also be sustainable to yield results at every step.
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