How To Measure Employee Engagement: 5 Awesome Ways to Measure Employee Engagement

Finding a way to measure employee engagement is easier said than done. After all, it isn’t a concrete concept. While concepts such as employee performance or OKRs can be measured or tracked through tasks completed or goals met. While the measurement part might be tricky, there is no denying the importance of employee engagement.

After all, engaged employees are happier, more efficient, and more likely to stick around. But how do you measure employee engagement? Well, there are a few ways. In this blog post, you will not only find ways to measure employee engagement but also tips and tricks we’ve listed that can help you boost employee engagement too!

But wait there’s more! This article comes with a companion piece! If you click right now! We will throw in an article on how to identify and re-engage disengaged employees for free! Just click right here: Identifying Disengaged Employees.

5 Ways to Measure Employee Engagement

1. Employee Engagement Surveys

Surveys are a popular and cost-effective way to measure employee engagement. They can be used to gauge employee satisfaction, motivation, and commitment to the organization. There are various different ways to conduct employee engagement surveys to measure employee engagement. You can choose to conduct employee engagement surveys at different intervals. We are strong believers in conducting them at close intervals, even in the form of pulse surveys.

How to Conduct Employee Engagement Surveys?

These surveys are a valuable part of running a business as the happiness and satisfaction of your employees will directly impact your organization’s success. Here are four steps on how you can conduct your own employee engagement surveys:

Step 1: Define Objective:

Clearly outline the goals of your survey. What aspects do you wish to measure? Do you wish to focus more on job satisfaction, work-life balance, or career development for example? Once you determine the goal of the survey also determine the scope of which you wish to collect this data from.

Step 2: Design the Survey

Develop a well-rounded survey that has a balanced mix of qualitative and quantitative questions. Make sure that your questions are clear and relevant to your goals with the survey. Consider benchmarking the results so that you can make comparisons later on down the road. Don’t forget to keep the survey to a reasonable length to get better results.

Step 3: Administration Method

Decide how you will implement the surveys. Will it be online or on paper? Or will it be a combination of both? Whichever you choose, don’t forget to communicate the purpose of the questionnaire and emphasize confidentiality throughout the process. Remember to give a certain time frame for the distribution, completion, and finally data analysis.

Step 4: Analyze Results

Once all the responses have been recorded, take time to analyze the results with respect to your company objectives. Use statistical tools to derive meaningful insights. Be transparent regarding the results and acknowledge points of improvement. Then, implement strategies for the necessary improvements.

Don’t forget, employee engagement is an ongoing process and it is ever-evolving. Conduct regular surveys so that you can keep gathering data and compare the results from before to see your progress.

2. Performance Appraisals

Performance appraisals are another way to measure employee engagement. While you can choose to have different performance review frequencies, we do suggest that you conduct your performance appraisals at least twice a year. They are a great way to measure employee engagement because as we’ll be discussing below in the employee engagement metrics section of this article, employee performance is a great way to measure employee engagement.

Performance appraisals give leaders a complete look at an employee’s performance within a specific duration, letting team leaders assess and measure employee engagement using that information. There are many different performance review software you can choose between but we do believe that you should invest in performance review software that presents its users with an extensive performance review template gallery.

3. Exit Interviews

Exit interviews are a valuable tool for measuring employee engagement. An increase or decrease in employee turnover rates is a crucial metric for those who wish to measure employee engagement. An employee’s departure more often than not isn’t a very pleasant experience. Exit interviews allow leaders to turn employee departures into opportunities to not only decrease turnover rates but also measure employee engagement.

These interviews are conducted with employees who are leaving the organization and can provide valuable insight into the reasons for their departure. This information can be used to identify and address issues that may be impacting employee engagement.

4. 360-Degree Feedback

360-degree feedback is a comprehensive way to measure employee engagement. This method involves gathering feedback from multiple sources, including supervisors, peers, and subordinates. This approach provides a more well-rounded view of an employee’s performance and can help identify areas for improvement.

There are various different ways to exchange feedback within your organization. There is some incredibly useful employee feedback software available to managers and direct reports alike. If you are in the market for feedback software, your feedback software of choice should come with a feedback template gallery for you to implement into your operations.

5. One-on-one Meetings

Sometimes the simplest answer is the best one. How do you measure employee engagement? Maybe you simply ask your employees how they feel! Regular one-on-one meetings with employees are an effective way to measure employee engagement.

One-on-one meetings provide an opportunity for employees to share their thoughts and concerns, and for managers to provide feedback and support. They also create a sense of connection and trust between employees and management, which can help to improve employee engagement.

How can you integrate these into your flow of work?

All of the ways to measure employee engagement listed above, while being very useful, can be a bit hard to integrate into the daily workflow. This is where you can make use of employee engagement software with strong performance management and feedback capabilities. This is where we throw our hat in.

Teamflect is an all-in-one performance management solution with all the tools you need to measure employee engagement. All the methods listed above are merely a fraction of the features Teamflect offers that you can use without ever having to leave Microsoft Teams.

• Employee engagement surveys
• A massive performance review template gallery
• Customizable recognition to keep your employees engaged
• OKR Management
• Task setting and tracking
• So much more!

What are employee engagement metrics?

Absenteeism

One of the most basic indicators of employee engagement is attendance and punctuality. By tracking attendance and punctuality, employers can identify patterns or issues that may be impacting engagement.

High absenteeism and lateness can indicate that employees are disengaged and not invested in their work. On the other hand, consistent attendance and punctuality are strong indicators of engagement and commitment to the job.

Employee Retention / Turnover Rates

High employee turnover can be a red flag for low engagement. Measuring employee turnover rates is a perfect way to measure employee engagement. By tracking turnover rates, employers can measure employee engagement and identify any issues that may be causing employees to leave. High turnover rates can be indicative of a poor work environment, lack of opportunities for growth, or poor management.

Employee Morale

Employee morale is an important metric to measure employee engagement as it can give you a sense of how your employees feel about their work, their colleagues, and the company as a whole. By monitoring employee morale, you can take action to address the issues that are bringing it down and enhance the factors that are boosting it.

Performance and Quality of Work

Productivity and quality of work are two of the most important metrics for measuring employee engagement. Productivity measures the quantity of work produced, while the quality of work measures the level of excellence of that work. High productivity and quality of work are indicative of engaged employees who are motivated and invested in their jobs. Low productivity and quality of work can indicate disengagement and a lack of motivation.

Low vs. High Employee Engagement

Employee engagement is a highly powerful indicator of an organization’s overall health and sustainability. Let’s take a look at how low or high employee engagement can manifest in a company.

Low Employee Engagement:

1. Lack of Motivation and Commitment: In a low-engagement environment, employees may exhibit signs of disinterest, apathy, and detachment from their work. They may lack motivation to perform at their best and may not feel emotionally connected to the organization’s mission and goals.

2. Poor Performance and Productivity: Low levels of employee engagement often correlate with decreased performance and productivity. Employees can struggle to meet deadlines, produce quality work, and contribute to achieving organizational objectives.

3. High Turnover and Absenteeism: Employees who are disengaged are more likely to seek opportunities elsewhere, leading to higher turnover rates. Additionally, disengaged employees may feel less inclined to show up for work or experience higher levels of stress and burnout.

4. Lack of Innovation and Creativity: Disengaged employees are less likely to contribute new ideas, offer creative solutions, or participate in problem-solving initiatives. As a result, innovation can be stagnant, and the organization may miss out on opportunities for growth.

High Employee Engagement:

1. Increased Motivation and Commitment: In a high-engagement environment, employees are motivated, enthusiastic, and committed to their work. They feel a strong sense of purpose and connection to the organization’s mission, vision, and values, driving them to perform at their best.

2. Enhanced Performance and Productivity: High employee engagement is associated with improved performance and productivity. Engaged employees are more focused, dedicated, and efficient, leading to better quality work, faster timelines, and better overall outcomes.

3. Improved Retention and Attendance: Engaged employees are more likely to stay with the organization and demonstrate higher levels of attendance and punctuality. They feel a sense of loyalty and satisfaction that keeps them invested in their jobs and committed to the organization’s success.

4. Fostering Innovation and Creativity: The more engaged employees are the more proactive contributors who actively seek opportunities to innovate and collaborate they are. They are more willing to share ideas, experiment with new approaches, and take calculated risks, fueling a culture of innovation and continuous improvement.

How to boost employee engagement?

Identifying what engages your team

The first step in boosting employee engagement is to understand what makes your employees tick. Is it a sense of purpose? Recognition for a job well done? Opportunities for growth? Once you know what matters most to your team, you can focus on those areas and make meaningful improvements.

Providing opportunities for professional development and growth

We all want to be challenged and grow in our careers. And as a boss, it’s your job to provide your employees with the opportunities and resources they need to do just that. So don’t be stingy with the training budget! Offer your team the chance to attend workshops and conferences, or take relevant classes.

Not only will it help them grow professionally, but it will also show them that you care about their development and are invested in their future. This can be a great way to boost employee engagement and retention.

Creating a positive and inclusive workplace culture

A happy workplace is a productive workplace. And nothing says “happy” like a culture of inclusivity. Treat everyone with respect and dignity, and you’ll be surprised at how quickly your team will come together.

A positive and inclusive culture can be fostered by promoting a sense of belonging, encouraging diversity, and creating an environment where everyone feels safe to express themselves. By creating a culture that values and respects different perspectives, you can tap into the full potential of your team, leading to increased employee engagement and creativity.

Recognizing and rewarding employee contributions

A pat on the back goes a long way. Recognizing and rewarding employee contributions, whether big or small, is an easy way to boost morale and engagement. Recognition and rewards can be provided through bonuses, promotions, or special perks. Showing your employees that you appreciate and value their hard work can have a powerful impact on employee engagement and motivation.