APGAR: Birthing A Playful New Employee Engagement Gage
Time for a new gage? In my last post: Is Your Employee Engagement Gage Working I was critical of the over-reliance on surveys as our employee engagement gage. I recently presented at a woman and child healthcare conference and I decided to get playful with the participants and create an employee engagement gage they could relate to. I created an employee engagement APGAR test.
The Apgar Score was devised in 1952 by Dr. Virginia Apgar as a simple and repeatable method to quickly and summarily assess the health of newborn children immediately after birth. It looks at activity, pulse, grimace, appearance, and respiration. The test is generally done at one and five minutes after birth, and may be repeated later if the score is low. Scores 3 and below are generally regarded as critically low, 4 to 6 fairly low, and 7 to 10 generally normal.
Newborns and the APGAR score. The APGAR is our first assessment at birth. We start getting measured early in life. I vividly remember my oldest son’s birth and the APGAR assessment within moments of his birth. His score was low but action was taken immediately and he is doing very well as an adult. It sure would be nice to have that kind of response around employee engagement or employee disengagement — quick assessment leading to immediate intervention.
Shorter assessments – quicker action. Perhaps we don’t need elaborate surveys — just a 5-item assessment of how we are “birthing” employee engagement leading to immediate action. As I examined the actual assessment it seemed to me that the key APGAR terms translate nicely to engagement:
- Activity: Getting Resuts
- Pulse: Caring for Your Work
- Grimace: Happiness at Work
- Appearance: Fully Engaged at Work
- Respiration: Work Inspiration
Playful pulse. Please note the quick assessment below was given to participants at the conference to have some fun and make a link between their jargon and the jargon used in employee engagement. This is not used as an actual assessment but I believe we should be striving for assessments of this length.
An engaging survey. In addition I found because of the humor participants found the quick survey very engaging as opposed to the dread of the annual 45 minute 100-item organizational employee engagement survey. Does anyone actually believe employees find these annual lengthy surveys engaging?
Click the image above for a larger view of this playful assessment.
Still breathing? This was a playful assessment. I don’t intend for you to actually put this exact assessment into practice but perhaps you can create a short assessment that relates strongly with the work of your organization, have some fun, make your measurement engaging, and take engaging actions immediately.
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David Zinger, M.Ed., is an employee engagement writer, educator, speaker, coach, and consultant. David founded and moderates the 2400+ member Employee Engagement Network. His personal website offers 1000 posts/articles relating to employee engagement and reached over 1,000,000 page views in under 4 months in 2010. David is involved in the application of Enterprise 2.0 approaches to engagement and the precursor, creating engaging approaches to communication, collaboration, and community within Enterprise 2.0.
Connect with David Zinger today for education, speaking, and coaching on engagement.
Email: firstname.lastname@example.org Phone 204 254 2130 Website: www.davidzinger.com