5 Important Employee Engagement Metrics

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We’ve talked a lot about employee engagement before, from top 10 employee engagement software to tips for increasing employee engagement. But one question remains: What are employee engagement metrics?  

Before going all in with this question, let’s remember the definition: employee engagement refers to the level of emotional commitment and investment that employees have towards their work, and towards their employer.

This can include things like job satisfaction, motivation, loyalty, and a sense of purpose. Essentially, when employees are engaged, they’re more likely to put in extra effort, go beyond, and contribute to the success of the company.  

Now, you might be wondering, “Why do we need to measure employee engagement in the first place?” Well, there are a few reasons why it’s important. For one thing, by measuring employee engagement, you can get a better sense of how your team is feeling about their work and their workplace.

Key Statistics About Engagement

This can help you find any areas of dissatisfaction or low morale, and work to address them proactively. Additionally, when you track employee engagement over time, you can see how changes you make to your workplace or policies affect your team’s overall level of engagement.  

All right, so what are some of the employee engagement metrics you can use to measure engagement levels among your team? There are a few key metrics of employee engagement to consider, and each one can give you a unique perspective on how your employees are feeling.

For instance, the Employee Net Promoter Score (or eNPS) is a measure of how likely your employees are to recommend your workplace to others. Of course, there are other employee engagement metrics you can use too – for example, employee engagement surveys or feedback mechanisms – but we’ll cover those in more detail later.  

So, without further ado –let’s dive in!

What are key employee engagement metrics?

1. Employee Net Promoter Score (eNPS) 

Although it started as a way to measure customer satisfaction, Net Promoter Score is now used for measuring employee engagement all over the business world. This is a simple but effective way to gauge your employees’ overall satisfaction with their workplace, and their likelihood to recommend it to others. Let’s look at how to calculate it, and what the results can tell you:  

The eNPS is a metric that asks employees a single question:

“On a scale of 0-10, how likely are you to recommend our company as a great place to work?”

Employees can respond with a score of 0-10, with 0 being “not at all likely” and 10 being “extremely likely”. Based on their response, employees are categorized as Promoters (9-10), Passives (7-8), or Detractors (0-6). 

To calculate your eNPS score, simply subtract the percentage of Detractors from the percentage of Promoters. For example, if you have 40% Promoters, 20% Passives, and 20% Detractors, your eNPS score would be 20 (40% – 20%). 

A high eNPS score shows that your employees are highly satisfied with their workplace and would recommend it to others. However, a low score suggests there may be issues with employee engagement or satisfaction that must be addressed.

It’s worth noting that eNPS is just one metric, and it’s important to use it in conjunction with other measures of engagement to get a more complete picture of your employees’ experiences. 

How to calculate your eNPS

2. Employee Turnover Rate 

There is another answer to the question “How to measure employee engagement metrics?”. And the answer includes measuring employee turnover rates. With turnover rates as an employee engagement measurement, you can see how many employees are leaving your organization over a given time.

This can include both voluntary departures (e.g. employees leaving to pursue other opportunities) and involuntary departures (e.g. layoffs or terminations). The math is simple here, if a lot of your employees are leaving your organization, you might have disengaged employees!

A high employee turnover rate can show different issues, such as low employee morale, poor management, or lack of growth and development opportunities.

Tracking your turnover rate over time is a good way to measure employee engagement KPI since you can get a sense of how your workplace is changing and whether there are any areas where you need to make improvements.

It’s important to keep in mind that some level of turnover is normal and even healthy for an organization, as it can allow for fresh perspectives and new ideas. However, if you notice a sudden increase in turnover, it may be a sign that something is amiss and calls for further investigation. We have already talked about 10 great tips on reducing employee turnover, so check that out if you’d like a more detailed look! 

3. Absenteeism Rate

Absenteeism rate is a critical metric for assessing employee engagement, reflecting the frequency and patterns of unscheduled absences from work.

High rates of absenteeism can often be a red flag indicating deeper issues within the organization, such as low morale, burnout, dissatisfaction with management, or a lack of motivation.

To calculate the absenteeism rate, employers typically divide the total number of unplanned absences by the total period time (often a year) and then multiply by 100 to get a percentage.

4. Participation in Development Programs

Participation in employee development programs is another key metric for measuring employee engagement.

This particular employee engagement metric gauges the extent to which employees are taking advantage of learning and development opportunities offered by the organization.

High participation rates typically indicate a workforce that is engaged, motivated, and committed to personal and professional growth, which in turn can lead to increased job satisfaction and productivity.

If you want to track this engagement metric, all you have to do is keep track of enrollment and completion rates of training programs, workshops, and other educational initiatives.

5. Employee Feedback and Suggestions 

Sometimes the easiest way to understand an employee’s mindset is to simply listen to them.The feedback you receive from your employees on a regular basis is one of the most important engagement metrics you should be keeping track of.

There are many different methods for collecting employee feedback, and the best method will depend on the culture and preferences of your organization.

Some common collection methods include one-on-one meetings between employees and managers, anonymous feedback forms, suggestion boxes, or regular check-ins with team members. The key is to create an environment where employees feel comfortable sharing their thoughts and ideas without fear of retribution. 

Don’t forget to analyze the results from feedback by finding common themes or trends in the feedback, looking for patterns across different departments or job roles, or comparing the results to other examples of employee engagement metrics such as employee turnover rates or survey results.

As with employee engagement surveys, it’s crucial to act based on the results of your employee feedback for your organization to thrive. We recommend using HR analytics software to automatize and visualize your data, which will make taking action way easier.

How to measure employee engagement?

The best way to measure employee engagement metrics is to make use of employee engagement survey software. Now there are many incredible survey tools out there but the best one for you is one that you can integrate into your main communication platform.

In order to cover as much ground as possible, we’re going to show you how you can use an engagement survey tool specifically designed for Microsoft Teams and Outlook.

Step 1: Integrate Engagement Survey Software into Microsoft Teams

The best option for Microsoft Teams or Outlook users has to be Teamflect:

Teamflect: Engagement Survey Software for Microsoft Teams
Teamflect is the highest-rated survey tool in the Teams and Outlook ecosystem.

Teamflect can be found easily inside the Outlook or Microsoft Teams app store. All you have to do is search for it and integrate it into your desired platform. Since you only need your Microsoft account use Teamflect, you don’t need to sign-up.

Step 2: Head over to the surveys module

Teamflect's Engagement Survey Software

Teamflect’s Surveys module is where you can both create new engagement surveys and access surveys conducted in your organization previously. Head over to the Surveys module and click “New Survey”.

Step 3: Select a survey template and respondents

Employee Engagement Questionnaire templates in Teamflect

Sending out a new survey is really simple and intuitive. All you have to do is select the survey template you want to use out of an extensive library of customizable survey templates. Once you’ve chosen your template and respondents, you can send your survey out to be filled.

You also have the option to automate templates at any interval of your choosing and completely eliminate the manual process.

Step 4:Your team fills out the engagement questionnaire

Teamflect's engagement questionnaire

Your respondents can complete these surveys inside Outlook, Microsoft Teams, and even Microsoft Teams Chat! With a wide array of different employee engagement survey question types, you can get detailed reports on your survey results.

Bonus: Don’t Forget To Analyze

Once your surveys are complete you need some detailed reports and analysis on your survey results. If you have large teams this could take some time.

That is why we recommend using Teamflect’s detailed Power BI reports. You can also use AI to not only summarize survey results and compare them with previous surveys.

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Benefits of Measuring Employee Engagement

Understanding Employees’ Relationship with the Workplace

Employee engagement measurement tools reveal how committed your employees are to their jobs. The employee experience can be improved and great outcomes for your employees may be achieved if you use employee engagement surveys.

You have to periodically evaluate employee engagement for a person, team, and your corporation. The information you’ve gathered helps managers in identifying which employees are motivated or require more assistance.

Your company is either performing well and you may delve more deeply into the data to identify the strengths. You may also have a possible risk on the horizon if engagement patterns remain constant within your organization.

Employee engagement benefits statistic

Identifying Which Data Should Be Collected

As you start gathering information on employee engagement, you’ll discover that some employee engagement metrics are more helpful than others for your organization. So, you should start with identifying the data that is appropriate to collect for you.

Identifying the data you can make decisions on is a big step in this process. For instance, if you survey employees about their desire for flexible work environments but you lack the funding required to make it happen, the process is doomed to failure.

As a second option, you could survey your employees to determine interest before deciding if you’re working on next year’s budget and receiving frequent one to one feedback about the need for workplace flexibility.

Retaining Your Employees

People don’t get up in the morning anticipating a day at the office where they won’t be engaged. Sadly, inefficient procedures and excessive demands frequently prevent your employees from performing at their highest level and cause burnout. If you don’t collect and analyze metrics for employee engagement, these information might not become evident.

For instance, you might find that your entire Engineering department has a low engagement score. You might discover one of your employees’ direct reports all exhibit absenteeism that is higher than average.

You’ll be able to identify flawed procedures or unrealistic expectations that are causing low employee engagement by analyzing employee satisfaction metrics.

How to Use Employee Engagement Metrics 

So, you might be wondering “What am I supposed to do with all of this data?” We know analyzing and taking the necessary steps to increase employee engagement is not easy, so here are some tips for using employee engagement metrics:  

Look for patterns: When analyzing your employee engagement metrics, try to identify patterns or trends in the data. For example, you might notice that engagement levels are consistently lower among employees in a particular department or at a certain level within the organization.

Finding these patterns can help you narrow down areas where you may need to focus your improvement efforts. You can use performance management software in addition to measure the relationship between the performance and engagement of your employees.

Prioritize action: Actions speak louder than words! You need to take solid steps to solve issues underlying low employee engagement such as developing new policies or programs, or simply communicating with employees about what changes are being made and why.  

Monitor progress: Finally, it’s important to monitor progress over time. Keep track of how engagement levels change in response to any new initiatives or programs you implement, and continue to solicit feedback from employees to ensure that you are making progress in the right direction. 

Remember, improving employee engagement is an ongoing process, and it’s important to stay flexible and open to feedback as you work to create a more positive and productive workplace culture. 


In conclusion, improving employee engagement is a critical factor in creating a positive and productive workplace culture. Regularly measuring and analyzing your Employee Engagement Metrics helps you gain valuable insights into where your organization stands and improve.

With the right goals, plan, ongoing effort, and help from the right software, you can create a workplace that supports and engages employees, leading to improved productivity, retention, and overall success. 

We hope this article has been helpful in understanding employee engagement metrics and how to use them to benefit your organization. Remember, a happy and engaged workforce is a key driver of success, and ongoing measurement and analysis are key to achieving that success. Schedule a demo with Teamflect to increase employee engagement in your workplace!

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Written by Ezgi Cullu

Ezgi is a content writer and HR enthusiast working in Teamflect. Her goal is to provide creative uptakes on HR trends all over the world as a Gen-Z employee.

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