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Employee Motivation 2
Article Index
Employee Motivation 2
Expert Opinion
Survey and Research
Example Cases
Measure and Evaluate
Self-Assessments
Summary of Best Practices
Conclusion
References

Measure and Evaluate

 

The following provide some simple ideas on how employee motivation might be assessed:

Employee Commitment and Motivation: This measures the percentage of employees committed to the organisation’s goals and objectives or the percentage of employees considered to be ”highly motivated”. This measure can also be an indicator of employee satisfaction levels.

Employee Involvement – Planning: How frequently are non-managerial employees consulted for planning? What is the percentage of employees involved in the planning process? This measure provides an indication of the importance placed upon the opinions of the workforce. Involving employees in planning processes helps to improve the commitment and alignment of the workforce.

Employee – Bradford Factor: i.e. D (S x S), where D is the total number of days of absence over a set period, and S is the number of spells (or instances) of absence over the same period. (Example: one instance of absence with a duration of ten days results in (1 x 1 x 10) = 10 points; 10 instances of absence; each of 1 day (10 x 10 x 10) = 1000 points.) This measure focuses on short-term, frequent, unplanned absences, which are seen to be disruptive and affect the morale of other staff.

Employee – Recognition: The percentage of employees that are recognised; or the percentage of employees recognised through formal recognition systems; or the percentage of employees recognised through informal recognition systems; or the number of recognition events held per period. This measure monitors the activity of recognition system.

Employee Alignment: The percentage of employees given personal objectives that align with organisational goals. This measure provides an indication of the level of alignment of the workforce to achieve organisational goals.

Employee Development: The percentage of employees that–given the opportunity–enrol or use training and development programmes/facilities. This measure provides an indication of the willingness and/or interest of the workforce towards improving/adding to their work skills.

Employee Targets Met: The percentage of targets met (i.e. personal, group/team, project). This measure provides an indication of the overall success of motivation strategies. 

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