5 reasons why HR should love (real-time) Employee Engagement metrics

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Real-time HR

Employee engagement metrics aren’t just about providing a real-time KPI for HR.

It’s about showing the whole company how their colleagues feel at work. It’s about where you’re coming from, and where you’re heading in order to create a smooth, money-making organization.

So how come so many from HR hold on to just a once-per-year metric?

 

Track employee engagement progress in real-time

There’s a growing trend of HR harvesting numbers that look good on spreadsheets, but don’t really give key insights to move your company forward.

For HR Business partners to make an impact in the board room and engage people consistently, you need a people KPI that hits the bull’s eye: How do your people feel at work?

Yearly employee surveys let you dig into detail about employee engagement, working conditions, etc.

But when it comes to actually doing something about it – how do you know you’re on track?

Here are 5 reasons why HR should love realtime employee engagement metrics:

1. “I think “versus “I know” how employees feel

Are you really improving things at work? How much value are you getting out of each dollar spent on your HR initiatives?

Let your employees guide you as they daily tell you how they are feeling.

With systems like wall-mounted devices, HR and team leaders get real-time feedback from employees to the online dashboard, encouraging coworkers to give their opinion in 2 seconds:

How was your day? Press the green or red smiley.

They are then shown the collective mood among coworkers, today’s results.

Your current employee engagement metrics are your starting point, your baseline.

hr metrics dashboard

HR metrics dashboard

Your future metrics will monitor if you’re on the right track so you can continuously make changes and improve HR programs, processes, etc. to sharpen organizational effectiveness.

By HR having tangible metrics to support their “I think” and replace it with “I know”, it will be easier to reach company goals and make sure that team leaders ACT on the results.

The methodology is to Measure, Talk, Improve, repeat.

The key to success?

Involve your team leaders. Without people who lead in the day-to-day, you won’t go far. Your role is more to coach them.

Employee engagement metrics real-time

2. Fresh HR facts in the board room

HR Directors often appear nonaligned with upper management who use near real-time KPI’s to run the business.

Sales and financial numbers are tracked and analyzed on a frequent basis.

With a People KPI that monitors how your employees are feeling at work and how they react to key events, you can focus on things that are most likely to generate an impact on the decisions being made at the top.

“We use Daily Pulse in our leadership meetings to discuss what we can do to make people stay positive on any given day, and long term,” says Unilever Kleve’s Dutch factory manager, Eugène Kusse.

3. Act when necessary

Metrics are an indication of the type of service your employees are giving your customers today, this week, or this month.

In one company that uses real-time employee feedback, providing customer service for one of the hottest companies around, they compare their service levels with their employee mood.

They continuously take action when needed to avoid a further drop in employee morale.

That drop in employee morale would most likely impact further how the customer on the other side of the line experiences a brand worth billions.

They also use their People KPI to make a case for why their outsourced customer service is better than their competitors when attracting new clients. Transparency is key.

With the data flowing in from each office, HR and interested parties can remotely keep an eye out to act timely.

4. Analyze the impact of a current crisis on employee engagement

Companies typically have a couple of small or big crises per year.

Comparing your employee mood statistics will help you the next time something RED happens.

It’s valuable as you can compare how low you typically go, and how fast you get up.

Your metrics are your starting point for further investigations.

“Last month our mood dropped 14%” doesn’t automatically mean that the new branch manager isn’t liked by her or his peers. But it’s an indicator that something is up, and that you should investigate further.

5. Find out things HR otherwise wouldn’t

In today’s world, your coworkers are likely to be publishing their opinions on sites like glassdoor.com.

Are they having good days or bad days at the office?

Make sure you hear the answer before the rest of the world does.

We’ve heard many stories from HR Directors where their real-time HR analytics have given them surprising insights.

One company had 100% green employee mood for 3 consecutive days.

HR had no clue as to why they suddenly spiked.

Asking around it turned out that their employees had themselves organized a table tennis tournament. During every lunch break, they would get out their rackets, and coworkers would join to watch the games.

This sparked a positive effect among the workers that left a measurable effect even several days after.

This in turn can have a positive impact on productivity and revenue. When employees feel engaged and inspired, it’s easier to find your best strategy for customers.

Company events that backfire

There are also stories where company events have backfired.

For example, ‘fun’ parties organized by the company can produce more red feedback than green.

Oops..!

Why is this?

Do your employees prefer to spend celebration dollars differently? Do they feel obliged to stay after hours at the office to participate?

If HR (you!) organized the event and ask them how it went, would they be truly honest when answering?

Getting people data in real-time means you can quickly take action and correct your course.

Anonymous real-time analytics helps team leaders and HR find out what brings your culture forward.

“Metrics are a tool, an indicator – they’re not the answer and may have multiple interpretations.” – Martin Klubeck

 

 

Smiley feedback terminal Celpax

Curious about real-time HR and Employee Engagement metrics? Wanna get a HR metrics dashboard? Try 1 Celpax device.


Rebecca Lundin, CelpaxHej! I’m Rebecca. HR analytics enthusiast and co-founder at Celpax, a for-profit helping workplaces continuously improve employee engagement, using real-time people data. I might appear in our chat, or say aloha on Twitter?

 

 

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Our methodology: Baseline Measurement

Employee Morale KPI

 

 

The perhaps hardest thing about leadership is to be sure you’re doing the right thing.

When trying to fix problems, how do you know that the changes you make are effective?

Unless you know how big the problem was before it started, it’s tricky, right?

What are you going to compare with?

With Baseline Measurement, you establish a starting point.

In this case:

 

 

How was your day?

 

How can you measure employee morale in an easy and fun way?

The Celpax device always measures the same variable: How Was Your Day?

As a result, you get a baseline of how your employees feel at work.

I.e 75% press green on average.

That is your Mood KPI.

After that, you can check how effective an improvement or a change initiative is.

And see how employees react:

 

 

Measure employee engagement

 

Track your improvement journey

 

Above to the left, you see the negative impact of the new machinery.

To the right, the positive effect as a new manager joined.

Check the impact of important communications, staff rotation, organizational change…

 

 

“If a pulse survey is sent every Friday we’ll never know how our Mondays are.

Your last day might have been bad. But maybe not your whole week”

 

 

Celpax Review

Scott Oremland, Zerorez Minnesota

 

 

 

 

 

A tool for managers that are DOERS :)

 

Some managers keep asking for more reports. More details.

Hey, how was the mood at 2 pm? At 3.30? At 4.15?

They don’t get the concept, they just want reports.

And then they fail to take action.

One organization hired a consultancy firm to do a big leadership training. That’s great!

Meanwhile, their employees kept pressing red because “there’s never any freaking toilet paper”.

See the gap?

 

Start a culture of conversation

Another manager took over a factory in receivership. Soon, their employee morale data climbed.

Fast!

So what did he change in the organization?

One day a worker gave him some spontaneous feedback:

 

Employee Engagement in factories

What was the new manager doing?

To sum up: walking around and talking with employees on the shop floor.

He opened up conversations about what worked (green smiley button!) in their day to day.

And also, what they could improve (red button) in their organization.

That is to say, small things make a big difference over time.

 

 

Measure employee engagement with a terminal

 

 

The Celpax is all about small, incremental changes, week on week that add up to big improvements.

 

 

Many years ago we sat down to analyze those who measure employee morale with our Celpax. The data sent a clear message:

Which companies get the best scores?

Those who frequently talk with their employees about how they feel at work.

At all levels!

So not just the team managers.

Consequently, our users say that the Celpax sparks conversations.

It’s a neutral number that you can discuss, to improve internal communications.

When there’s a lot of red, leaders ask what causes it. And take action to boost morale at work.

 

 

 

See immediately if your improvements work

 

As a manager, there are a thousand things you can do to help employees feel more engaged.

With a baseline, you will immediately see if it works when you introduce a change.

Are you getting more green over time?

Or more red?

Here’s our recipe to boost employee morale, in a simple way:

 

 

 

MEASURE.

 

TALK.

 

IMPROVE.

 

Repeat.

 

Employee Engagement Data

KPI HR Manufacturing employees Leadership data for blue collar employees

High performance organization Employee feedback real time

 

 

Smiley feedback terminal Celpax

 

 

 

Daily, Weekly, Monthly Data

 

When you measure employee morale with a Celpax, your analytics are available 24/7.

All online.

You can compare the Mood KPI between all your devices at different departments, teams, shifts, factories, etc.

Check all the survey results and data on the dashboard sections.

 

 

Online dashboard for employee engagement analytics

Compare locations

Most companies detect that employees feel different, depending on where they work.

Besides, the employee experience varies depending on if it’s a blue-collar position or office-based.

The impact of the site location and manager is also big when it comes to overall engagement and employee turnover.

And retention!

What’s the upside if you compare the data and the overall engagement strategy between locations? You can learn and improve employee morale, faster.

 

 

 

 

Compare day and night shifts

 

Most companies have differences between their shifts.

Sometimes it’s related to the time when people work (“the graveyard shift”).

Sometimes employees feel more engaged because of the shift manager.

Or a shift was really green because there was no manager around in the first place :)

To measure is to know.

What can your shift managers learn from each other?

And finally, what action can leaders take to get higher success with their team?

 

shift workers employee engagement

 

Why is the Celpax device different?

 

What separates us from other pulse surveys?

Firstly, the simplicity. Secondly, the aim is to transform and change behaviors.

Further, the frequency.

Let’s say you launch your weekly survey the same week you pay yearly bonuses. The outcome is that your questions will show a more positive result.

And what if your pulse survey asks employees to “Rate their manager” the same week they are given new, uncomfortable, protective gear? Well, you’ll get a more negative result.

Hence, are your people rating the manager? Or rather rating the blo*dy protective shoes they have to wear?

You need a solid baseline to compare to.

 

 

 

 

Want to show the Celpax to your people?

 

Here’s a presentation

 

Employee morale

 

 

Smiley feedback terminal Celpax

 

 

Celpax reviews

 

 

‘We compare our Mood KPI to productivity’

 

Lean KPI for employee morale

‘It’s amazing how our efficiency index correlates with our Employee Morale KPI”

A manufacturer’s story

 

 

 

Continuous Improvement at Metzo

 

Leadership Skills Examples

“People need to be encouraged to speak out. Even if what they say is not positive”

Leadership skills examples

“Once SAP went live everyone was unhappy.

We realized we had to do refresher trainings.

Our Mood KPI went up again!”

 

 

McDonalds change management Philip Shum

Philip Shum
Director, Change Management

Logo McDonalds

 

 

 

 

Track morale as you implement and manage change

pulse survey results

Pulse survey results

 

What companies measure employee morale with a Celpax?

All sorts of organizations!

  • 60 countries
  • From 10 employees to Fortune 500’s
  • All sectors: Factories, Offices, Private, Public, Startups

 

Employee morale survey

 

 

Employee engagement survey

“Instead of a yearly survey, we continuously try to steer in the right direction”

Eugène Kusse, Unilever

 

Unilever - Real time employee mood

 

 

Smiley feedback terminal Celpax

 

 

 

 

What is the Celpax device?

 

The Celpax is a physical device that continuously measures how your people feel at work.

Just press a smiley button!

This is about small, incremental changes, week on week that add up to big improvements.

Leaders in 60 countries verify the impact of their leadership actions, day after day.

 

 

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