How Can We Measure the Feelings of Employee Ownership?
Yes, we are talking about feelings. Ownership is a feeling. It is a state of mind or an attitude. This makes it tougher to measure. I believe that all companies rely on ownership to some degree in order to make money and keep the customer happy, whether they recognize that fact or not. How our people feel does affect the quality of our products and services.
Feelings of ownership also affect the pace of their work, the degree that they work safely and follow the rules, and their willingness to let us know when improvements are needed. How do you measure ownership in your company? Do you think you might benefit from improving your ownership measurement practices?
Here are some possible approaches that I have used, and seen used, to measure employee ownership levels:
#1: Internal Customer Survey ‘Ownership’ Statements
The most tangible measure of ownership that I have seen used involves the inclusion of an ‘ownership’ statement on the ‘annual’ internal customer survey. Top box response rate trends for that statement are analyzed over time, across all internal customer segments.
Example statements include “I take ownership in the success of my company” or “I feel a strong sense of ownership in the products we make.”
Unfortunately, not all companies consider their employees to be internal customers. Too many think internal surveys are either a waste of time or something that a company does only every other year or so.
Ownership levels typically don’t improve over time without systemic influences of some type. Example system influencers include compensation plan changes, recognition system changes, leadership development, and personal development opportunity enhancements.
EXPLORE MORE: Does Your Work Team Structure Drive Operational Excellence?