9 most important Employee engagement metrics you should measure

The time has changed from dragging yourself to work to working with passion. But, passion by itself is not enough to motivate oneself to work, it’s also the responsibility of the management to provide and respond to the needs of the employees to keep them highly engaged and help them improve their performance in return.

Employee engagement is a term often confused with performance. The engagement scores show the likeliness of an individual sticking around a company and their involvement in company affairs when the management shows an interest to be there for their employees.

Here are 9 metrics you should be aware of,

1. Net Promoter Score

ENPS or Employee Net Promoter Score is the score calculated for each individual ranging between 0-10. ENPS helps evaluates the loyalty of an employee and aligning their goals to the company’s vision and mission.

This metric is an important part of the employee engagement towards the organization. Below is the general idea how ENPS is calculated and what it actually means,

If the score is,

  • below 6, they are called detractors. They are less likely to recommend your organisation.
  • between 7 - 8, they are passives.
  • Above 8, they are termed as promoters. Promoters are the ones who are enthusiastic and loyal in promoting the company.

Passives don’t have much impact on the score as the NPS is calculated by subtracting the percentage of detractors from the promoters.

Promoters % - Detractors % = NPS

Higher NPS can indicate a good growth and a lower score throws early warning to look into the issues before things go out of hand.

2. Peer relationship metrics

A workplace without any effort on cultivating peer relationship becomes tiring easily and the employees becomes disengaged often. Everyone needs a friend at work. This is measured in a company with two ways, 360 degree and 180 degree feedback.

  • 360 degree feedback is a collective feedback on an employee from every other employee. This includes the people they haven’t worked with as well.
  • 180 degree feedback narrows the circle and gets feedback from the people who the individual has directly worked with.

180 degree feedback helps a lot with understanding the working of a employee, identify any drawbacks in their work manner, and their involvement with the team.

3. Employee participation metrics

Employee participation is a key factor to determine the involvement of the employee with the company. Participation can vary from period to period. some of the main influencers of participation rate. Employees participate better when they see value in their participation. Values can be imposed by managers and admins. We have curated a list of activities that can help increase the employee participation in an organization. To gain more insight on this read this.

4. Communication metrics

Communication cannot be defined in numbers, but it can be evaluated from performance reviews and one-on-ones. While the easy going communication all employees engage in the office helps with creating a great work culture and great peer relationship.

Employees should be open enough to open up about their issues to the management. This ensure transparency and increases employee engagement.

An Ice breaker for easing the communication between the employees and managers can be group excursions, activities, relaxed one-on-ones, team lunches and outside the office engagements.

The progress in communication is when you can learn about employee satisfaction and problems through the concerned and when you reflect on taking the necessary steps to address them.

5. Performance metrics

Performance is a completely different metric that is important to be accessed. But, there is a connection between engagement and performance metric.

As the engagement of an employee and performance are directly proportional, you can see that a person who engages more with company has an improvement in the performance as well.

Performance can be defined using the 9 grid method like the one shown below.

6. Environment metrics

Environment is also a factor that cannot be depicted in terms of number. But environment plays a major role in defining the engagement of your employee.

There are lot of books, articles, white papers and studies published on how a good workplace environment boosts engagement and productivity.

An open and high functioning environment, where the team can interact openly and where there is balance between work and activity, has seen a better engagement and productivity.

7. Survey metrics

Surveys are under-appreciated channels that open up communication. Obtaining data and metrics prepared from survey responses from employees helps managers in defining the perception of the employees over a certain issue.

Anonymous surveys are more effective. People tend to open up more about problems that they feel might get them into tricky situations when voiced out.

Reports show that surveys are one of the ways where communication and understanding begin in a company.

8. Growth metrics

Growth factor shows the progress of an employee. When the employees are given the scope of growth within the company, they tend to put in more effort to become a better version of themselves and increase the quality of their work.

They are interpreted as appreciation. When a manager notices that there has been no growth in an individual, especially if there is a drop in the performance, it is time to consider giving some token of appreciation.

Everyone expects grow exponentially over a period of time and the prospect of growth motivates people to engage well with the company.

9. Satisfaction metrics

Satisfaction score can be calculated from surveys, one-on-ones and responses to feedback. Job satisfaction plays an important part in determining the employee’s engagement with the organization, what their opinions of the organization is and how they feel about their work responsibility.

When an employee is satisfied with their job and their organization, they tend to take up more ownership of their work.

When asked a question about their growth, the more positive they sound the more satisfied they are said to be. Every factor influence the other in some way.

These 9 metrics are the core metrics in measuring employee engagement. It is not easily measurable so there are tools to support in measuring that. These tools use continuous feedback survey method to engage the employees and measure the attributes. UnderstandBetter is one among those tools!

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