In the UK, the lack of motivation in the workplace is widespread among companies. A Gallup poll showed that nearly 57% of workers are not engaged and, even worse, more than 26% are actively disengaged or emotionally disconnected from their workplace.

Raising your workplace engagement levels is one of the most effective, and most efficient ways of increasing productivity.

What you might not know is that low involvement of employees is more likely to be related to working conditions than to financial factors – it is just as important that the team feel valued, can trust their employers and colleagues, and have plenty of opportunities for progression.

Employee engagement affects the entire business. When your employees are involved, they are more likely to:

  • Be committed to producing quality work and contribute positively to the business
  • Have lower stress levels, influencing health and well-being at work
  • Be actively involved in finding solutions to problems
  • Keep yourself safe at work. According to one study, companies whose employees were involved reported 70% fewer security incidents compared to organizations where staff were uncommitted in their work
  • Stay at work long-term

Measuring Engagement

The easiest method to measure engagement is by conducting personnel surveys.

Companies often use them annually, but there are also advantages to conducting shorter and more frequent surveys to get quick opinion data about management, leadership, strategy, and benefits.

Here are some examples of the questions which you can adapt to suit your business:

  1. Do I have the right tools to perform my duties?
  2. Do I feel like an important part of the company?
  3. Is there anyone who encourages my development?
  4. Do I have opportunities to grow and learn?
  5. Have I received recognition for the work I have done in the past seven days?

Good communication is key to measuring employee involvement. It is important to ensure transparency among employees and allow them to engage in the decision-making process, to give them the feeling that they are fully involved in the business.


The simplest and quickest way to measure productivity levels is to divide revenue by the number of employees you have.

For large organisations, it may be interesting to measure different levels of productivity according to specific departments.

Try splitting the projects into individual tasks and assigning each task to an employee. This provides a better assessment of individual productivity levels.

What is the team saying?

A good way to measure productivity is to listen to employees – there is no better way to find out directly what makes them more productive and if there is any problem that might limit their performance.

Here, communication is the key. Poor communication can affect productivity in a number of ways, causing businesses to sour the costs of misunderstandings or misinformation.

Tools like the internet and social media can be used to supplement more traditional employee evaluation surveys.

Customer Feedback

And finally, measuring productivity should also include customer feedback and of course customer retention. Happy consumers and customers are the best indicator of how your business is functioning as a whole.

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