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5 Things to Consider Before You Invest in Employee Engagement Software

/ 5.2.18

Starting the employee 5-Things-to-Consider-Before-You-Invest-In-Employee-Engagement-Software.jpgengagement software journey is intimidating. There are a million different products, with a million different features, all aimed at helping your organization increase engagement. The number of options and the weight of the decision can be paralyzing.

 

My advice? Start with self-reflection. Take the time to understand your company, your department, and your employees before making any sudden moves with a pen and the checkbook. After years in HR, I can assure you, an authentic examination of the organization will make all the coming decisions much easier. Before you invest in an employee engagement software, consider these 5 questions:

 

#1. What is my purpose?

When most people begin shopping for an employee engagement software, they pay attention to all the cool icons and the flashy graphics, then purchase the software that has, quantitively, the most features. If you follow this approach, however, you’ll soon find yourself unsatisfied with a product that can do a lot of things, but can’t solve a lot of problems.

 

 

So what’s the alternative? Shop for a solution. Shop for features that produce quality. Shop for a program that addresses the biggest challenges your company faces now – and will face in the future. Take the time to examine your organization’s strategic objectives for the next 5-10 years, and search for a solution that will bring you closer to achieving those goals.

 

#2. Who else is involved with this decision?

As with any major organizational decision, purchasing an employee engagement software is going to affect a lot of people – and they’ve all got to be on board if you want this to work. Your CEO, the HR team, frontline managers…this purchase will impact all of them. Take the time to think about their goals, needs, and concerns. You can brainstorm by yourself, but you should also consider interviewing your key stakeholders; you might find something you never thought of.

 

#3. What is my engagement philosophy?

Every organization has a slightly different philosophy on engaging employees. However, the organizations who really have a handle on employee engagement all have one thing in common: They improve employee engagement by empowering managers at a local level to own the activities that drive their individual teams’ engagement.

 

This philosophy recognizes that employee engagement stems from habits and behaviors at the individual level. Those habits and behaviors may be different for every employee or team because drivers of employee engagement differ for every employee and team. Managers and individuals, then, are responsible for determining and executing the actions that will improve employee engagement. Chose a software that understands this philosophy and creates features and tools to support manager and employee empowerment.

 

#4. What are my limits?

All organizations have limits, and it’s smart to be honest about those up front. Be sure to reach out to your key stakeholders for their input, too. Budget, time, and people resources are the three most common limitations when purchasing employee engagement software.

 

#5. What are my needs and wants?

Lastly, let’s think about features. While many organizations cobble together multiple products to fit their needs, the goal should always be to find a single product for your entire engagement strategy. This will make analysis easier for HR and using the system easier for employees. To echo #1, brainstorm needs and wants that help achieve the end purpose; don’t get distracted by the latest, sparkly feature.

 

After thoughtful examination of these questions, you’ll have a great foundation for buying an employee engagement software. For your next steps in evaluating an engagement software, download this employee engagement software buyer's guide.

 

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