Employee Engagement Metrics: 9 Ways Every Manager Should Calculate

As a human resources manager, “employee engagement metrics” should be at the top of your priority list. Furthermore, corporate has come a long way, transitioning from customer satisfaction being the centric role to ensuring that the employees of the company are as engaging as they should be.

As a human resources manager, employee engagement should be at the top of your priority list. Furthermore, corporate has come a long way, transitioning from customer satisfaction being the centric role to ensuring that the employees of the company are as engaging as they should be.

Tracking and considering Employee engagement metrics are key ways to pay attention to employees. Furthermore, it is becoming more important to focus on the workforce of the company as ways of working become more secluded and complicated.

Employee engagement metrics help businesses identify which areas of employment need more improvement and furnishing. Additionally, employee metrics play a vital role in creating a healthy, happy, satisfied, and motivated workforce for the company, which is crucial for long-term success.

What are Employee Engagement Metrics?

The capacity and extent to which a person can commit and be passionate about their work is employee engagement. Moreover, we can describe it as a person’s dedication to their day-to-day work, their investment of time, and the extra effort they put in for success.

Employee engagement metrics help HR professionals and managers understand where their team may need help and support. The metrics also provide job descriptions, job feedback, employee feedback, relationships with their seniors and colleagues, job recognition, and personal wellness for the company’s progress.

There are several ways to measure employee engagement metrics, and as a manager and HR professional, you should definitely measure these 10 metrics for future growth and success.

1.  Employee Net Promoter Scores (ENPS)

ENPS is a very well-known metric to measure employee engagement. This method basically tests an employee’s loyalty to the company.

Simply measure this by conducting a survey in which employees ask: “On a scale of 1-10, how likely are you to recommend our company to your friends and peers?”

The answer is then measured and divided into three different categories of employees, i.e., promoters, passives, and detractors.

  • Promoter: If an employee responds with a 9 or 10, then it is an indication that they are satisfied and happy with the company.
  • Passives: Employees that give a response of 7 or 8 are essentially neutral towards the organization; they are neither happy nor unhappy. Neither will they endorse it nor disparage it to others.
  • Detractors: Responses below 6 fall under this category, they are clearly not satisfied by the company.

2.  Non-attendance

The higher the absenteeism of employees, the lower the engagement rate of the company. If an employee or a bunch of employees are taking too much leave, they’re probably bored or not interested in their office work.

Measuring absenteeism helps us track employee engagement. Furthermore, probable reasons for not attending the office regularly could be a poor working environment, low maintenance of the surroundings, poor governance, lack of work-personal life balance, etc. Consequently, less attendance can result in high-load work for the employee.

3.  Work-life balance

A balance between work and personal life is important for an employee’s health and wellness. Additionally, by supervising an employee’s wellness metrics, you can identify challenges and issues that might not be comfortable enough to bring up in a meeting or employee engagement measurement.

Employees who can balance their work and personal lives perfectly can be more engaged with the company.

4.  Work Recognition

Kindness comes in both directions; Noticing employees completing tasks on time, and appreciating them for it, makes employees feel recognized. This, in turn, motivates them to work harder because they want compliments from their manager.

5.  New Hire Engagement Rate

The new hires quickly commit to their work within the first 90 days, which defines the new hire engagement rate as the percentage.

High new hire engagement rates indicate that the company is doing an excellent job of recruiting new hires and herding them to work quickly.

6.  Customer gratification

The logic behind this key metric is quite simple; happy employees mean happy customers. Furthermore, if your employee is satisfied with their work and is highly engaged with the business, there is a high chance that your customers will be satisfied and happy.

To measure if one is inversely or directly related to the other, measure the ENP score and the customer happiness score. Furthermore, if both of these are high, then the company is doing great with engaging employees. However, if the score is low, then it needs polishing for success.

Engaged employees are always hungry for good work and eager to learn about new things. They surrender to providing high-quality work and customer gratification.

7.  Employee turnover rate

Highly engaged employees are less inclined to resign on their own. Consequently, this contributes to the employee turnover rate. Additionally, the employee turnover rate is known as the percentage of employees who leave the company each year.

Turnover is one of the highest costs of a business; lower turnover leads to more productivity, less disruption, and an increase in cohesion.

Employees expect to receive support, establish good workplace relationships, undergo development, and confront challenges for future growth. Basically, a satisfied employee has more chances for long-term tenure in an organization.

8.  Employee retention

Employee retention is quite the opposite of employee turnover. In fact, this is the ability to keep employees for a long time, which indicates high employee engagement.

If you want to create a productive, long-lasting workplace, you must keep your best employees on staff and devoted to their duties.

9.  Average output

It’s quite simple to understand that if your marketing or business is falling in profitability or productivity, the major reason behind this could be employee engagement.

If employees exhibit full engagement and actively strive to deliver premium quality work, the company will continually experience growth. However, if the business encounters the opposite of growth, then it is advisable to consider that the employees may not be as engaged and motivated as they should be.

Above and beyond employee engagement metric

While ensuring that employees remain highly engaged holds importance. The primary purpose behind measuring these metrics is not to achieve perfect scores of 10/10. Ensuring that you engage your employees offers numerous advantages; it helps you gain insights into identifying areas that require proper attention.

What you do with your employees and how much their feedback in surveys matters to you is just as important as calculating these metrics. Learn the points you find important in surveys and work accordingly. Your employee’s happiness is just as important as your customer’s satisfaction.

In the long run, engaged employees are happier, more loyal, and perform better in the organization.

Your employees are the reason for your present and future success.

If you are looking for great ways to engage your employees, then a good Employee engagement platform like QaizenX can be a good bet.

Get in touch today for QaizenX.

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