How to Measure Employee Engagement: 6 Different Ways!

Employee engagement is well established as a must-have if you wish to succeed long-term. In that spirit, it is more important now than ever to be able to measure employee engagement to keep track of it appropriately.

Essentially, employee engagement reflects how invested your workforce is in your organization and its goals. In that sense, employee engagement inevitably has a direct effect on how hard your employees work toward your organizational goals.

To ensure you're on the right path, you'll have to measure and track employee engagement accordingly. Without keeping you waiting any longer, this is what metrics and methods you should watch out for!

Metrics to Establish Before Measuring Employee Engagement

First and foremost, let's take a look at the various metrics that you need in your vocabulary before we show you how to measure them.

• Employee Satisfaction Scores: This is a measurement that self-explanatorily tracks the satisfaction of the employees in terms of their role, work environment, compensation, etc. Often measured via surveys.

• Employee Net Promoter Score (eNPS): Again in a self-explanatory fashion, this metric tracks how likely your employees are to recommend your workplace to others.

• Retention Rates: Retention refers to the amount of employees you are able to keep within the organization in percentage over a certain amount of time. In this case, high retention signs that you are able to keep your employees engaged and satisfied as they are.

• Turnover: On the other hand turnover refers to the amount of employees who have chosen to leave your organization in a certain amount of time. If turnover is high, that means your workforce is looking for employment elsewhere at a high rate.

• Absenteeism Rate: If your employees are frequently absent without any explanation that contributes to your absenteeism rate. A high absenteeism rate is often a sign of low engagement and points to the fact that exploring the root cause of such behavior will be in your favor in the long term.

• Recognition & Reward: Keeping track of how consistently and in which ways you are celebrating your employees will give you important insight as to how well you are supporting your employees. Recognition and reward are a must to engage your workforce and give them a reason to stay.

Ways to Measure Employee Engagement

Now that we've covered some of the important metrics you'll need to measure employee engagement, let's swiftly move along with the schedule and show you how to practice the ways in which you measure it!

Measuring Employee Engagement with Engagement Surveys

Engagement surveys are a great and straightforward tool to gain detailed insight into how your employees are feeling about their jobs, their roles, and other aspects of their work life. This way you’re able to get the information you need directly from the source and show that you care.

Our recommendation is to use Teamflect, the all-in-one performance management tool designed for Microsoft Teams. With Teamflect’s survey module, you’ll be able to create your own employee satisfaction surveys. 

If you choose to do so, you may also implement an existing survey template from Teamflect’s library and analyze the results with the strong built-in analytics feature.  

Using NPS Surveys to Measure Employee Engagement

NPS surveys, similar to employee satisfaction surveys, are very straightforward tools to understand how your employees feel about your organization. A simple query on how likely they are to recommend your company to others will say a lot about your organization. 

With Teamflect, it is incredibly easy to implement this query inside your employee satisfaction survey, packing it together to get the most effective results on how engaged your workforce truly is! 

How to Measure Employee Engagement with Exit Interviews

Exit interviews offer a deeper understanding and a more detailed approach to the level of engagement in your organization. In these interviews, you can directly inquire on reasons why an employee is leaving or simply general experiences they have had during their time in your entity.  

The level of focus and detail on the specific employee will allow you to deduce more clearly how engaging your company truly is and will provide an opportunity to plan accordingly for the future. 

Teamflect’s 1-on-1 meetings module is the perfect tool for the job. As you create a new 1-on-1 with your exiting employee, you’ll be able to set details of the meeting from the get-go.  

Set a title, duration, and talking points regarding your interview to create a more transparent process and you can even use the built-in AI suggestions to prepare! 

Measuring Engagement through One-on-One Meetings

Besides exit interviews, you may also opt-in for regular feedback one-on-ones with your workforce. This way you’ll be able to show commitment to continuous growth and use their input in real time to improve engagement in your company. 

The one-on-one module inside Teamflect will give you a detailed Outlook on your employee’s goals, tasks, feedback, and more! With this view, you’ll have a clearer perspective on your employee’s current status in their role as they’re giving feedback. 

Using the check-in feature, you can also choose to conduct these interviews regularly and track progression over a certain period of time. In the meantime, Teamflect will store all previous 1-on-1 data that you put in and give you a progression report when requested.  

Utilizing Turnover and Retention Rates to Measure Employee Engagement

Turnover and retention are important telltale metrics you should regularly track if you wish to understand how engaged your employees truly are. Turnover refers to the percentage of your workforce that has left the organization within a certain time period.  

A high turnover rate in this case will let you know that your workforce chooses to leave the organization more than they choose to stay. This is highly likely to point to a deeper-rooted issue with your company’s overall engagement.  

On the other hand, retention rate is the percentage of employees that you are able to keep within a certain time frame. With a high retention rate, the indication is that your workforce stays with you. Using this metric, you can come to the conclusion that you’re on the right path when it comes to engaging and retaining your employees. 

How to Measure Engagement Through Absenteeism Rate

Last but not least, the absenteeism rate is yet another tell-tale sign of how engaged your employees are. If your absenteeism rate is high, that means you’re frequently having your employees go MIA without notice, unable to contact or reach them.  

Being one of the strongest signs that your engagement is low, a high absenteeism rate is alarming for any organization. That is why this crucial metric needs to be followed closely at all times and when high, other methods need to be implemented in order to address the root cause. 

We recommend utilizing several of these tools in combination to get the best out of these metrics and efficiently track how engaged your employees are. Remember, engaged employees mean happy employees. And happy employees make a productive organization! 

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