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Happy, engaged, employees make a better workforce. Those people who feel that they are part of a company, rather than somebody whose time is simply drained by a business, are more likely to produce higher quality levels of work. Whilst there will be differing levels of engagement between different members of staff, and across different types of companies, the top performing companies in any market almost always have a core selection of highly-engaged and competent people driving their success. This means that measuring employee engagement , and acting on the results of this measurement, is an essential part of any HR department's function. Most organizations have some form of ongoing evaluation program for their workforce. This often takes the form of monthly or quarterly meetings, where a line manager will speak to individual members of their team on a one-to-one basis, and review their performance. In a company that is committed to driving high levels of staff satisfaction, however, these meetings should also be used to receive feedback from members of staff in an effort to make work flow more efficient and improve processes and similar. The other heavily utilized method of gauging staff satisfaction is through the use of annual or quarterly surveys. These surveys do not have to be excessively long or difficult to complete; but they should usually be anonymous, to ensure that staff answer the questions in an honest manner. By asking a number of questions about how members of staff feel their pay, working conditions, management chain etc. Compares to those of other companies, the HR team can begin to form a picture around what areas may need to be improved, and what areas are working sufficiently well such that they might be emulated across different parts of the business. The best way to measure levels of employee engagement can differ from company to company. Whichever way it is measured, however, it is important to ensure that the insight this activity provides is used to change the business for the better.
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