Measuring Employee Engagement With the Q12: Question #11

#11: IN THE LAST SIX MONTHS, SOMEONE AT WORK HAS TALKED TO ME ABOUT MY PROGRESS

Why It's Important

For all the complexity of performance appraisals – balanced scorecards, 360-degree feedback, self-evaluations and forced grading reports – the statement that reveals the best connection between perceptions of evaluations and actual employee performance is remarkably simple: "In the last six months, someone at work has talked to me about my progress."

This statement does not specify that the discussion is an official review. What is most important to employees is that they understand how they are doing, how their work is perceived and what the future holds. There is nothing wrong with formal evaluations, and there are many reasons to recommend them.

What the Numbers Say

Globally, one in three employees strongly agree that someone at work has talked to them about their progress in the last six months. By doubling that ratio, organizations could realize 38% fewer safety incidents, 28% less absenteeism and 11% higher profit.

What the Best Managers Do

When a manager regularly checks in on their employees' progress, team members are more likely to believe they get paid fairly, more likely to stay with the company and more than twice as likely to recommend the company to others as a great place to work.

Great managers have frequent conversations – formal and informal – with employees about how they are doing. In short, they are coaches, providing immediate, constructive and motivating feedback to help employees achieve increasingly better results.

Back to Q10: I HAVE A BEST FRIEND AT WORK

Continue to Q12: THIS LAST YEAR, I HAVE HAD OPPORTUNITIES TO LEARN AND GROW