Can I have your attention, please?

By: Elise Lotz, April 25, 2017

In today’s world, it’s all about attention. From advertisers to your employer, everyone wants a piece of your attention or they want to know where most of it is directed. That’s the game – whomever gets the most attention wins. Did someone’s ad catch your eye? There’s a point. Were you curious enough to click and explore their site? Add three more points. Did you ultimately make a purchase as a result? Game, set, match.

Everywhere you look, there are people spending hours developing campaigns and content just to grab a second of your interest. My chosen title of this piece? My intent was to grab you, and you’re here, right?

It’s not just companies anymore creating outrageous commercials or paying for their ads to show up as you’re scrolling through Facebook that want attention to be paid – it’s also regular people just like you and me.

The dawn of social media gave birth to a need for attention: for what we say and do to be seen, recognized and receive a reaction on a whole new spectrum. The lengths to which everyone will go to garner less than a minute of your time is extraordinary and is a true testament to how valuable our time and attention are considered, and how short our attention spans have become.

What goes hand in hand with attention is engagement. The end goal of those seeking your attention is to get you to engage with them. In an environment, full of distraction and new opportunities swirling around you each day, how, as an employer, are you measuring the level of engagement of your employees?

If the answer is simply, “I’m not,” you’re missing a crucial data segment that could hold the answers to a multitude of employment issues you’re experiencing. Surveying your employees for engagement provides insight into how your employees view your company as it relates to their duties, their management, overall culture and general satisfaction. These are questions that surely can be asked in a yearly review, but to provide the opportunity to give feedback anonymously, and measuring each employee on the same scale provides a level of transparency into your organization that you won’t receive otherwise.

If you are using engagement surveys, I applaud you. But maybe it’s time to think a little deeper into your process. At The Devine Group, we provide engagement surveys to not only measure engagement, but to actively help you improve upon the results gathered. We believe in providing the assistance of a seasoned expert to help you understand your results, actionable suggestions to help you along the path to improvement and using previously gathered data as a benchmark in order to accurately measure changes. Want to know more? Come and talk with us.

Now that I’ve sufficiently held your attention long enough to let you know how much you could be missing by not measuring employee engagement, I hope you’ll consider it further. I also believe that’s three points for me. Game, set, match.