What are the Best Ways to Measure Employee Engagement?

Employees that are engaged are more motivated and enthusiastic about their jobs and it is so important for an organization to measure Employee Engagement. They receive more out of their roles than they contribute. Getting staff to feel involved, on the other hand, is no easy task. It necessitates excellent leadership communication, acknowledgment of hard work, and the appropriate resources to assist employees in their tasks.


Employee engagement is more important than ever before in a remote workplace to keep employees engaged and encouraged. However, your employee engagement approach must be based on employee input and statistics. As a result, a successful organization relies on measuring and tracking employee communications and engagement.

Related: What is Employee Engagement?

7 Strategies to Measure Employee Engagement

Let's talk about how to measure employee engagement now that we've established why it's important.

Employee engagement is difficult to measure since it is not always easy to quantify. Engagement can be a feeling, an emotion, and a sense of belonging.

The challenges of engaging remote employees are multiplied. In person, you might pick up on an employee's apathy or dissatisfaction by looking at their body language and non-verbal communication. However, doing so virtually is far more difficult.

Fortunately, there are some excellent methodologies and technologies that can be used to measure employee engagement.

1. Define explicit staff engagement objectives.

Employee engagement goals serve as markers for distinguishing between engaged and disengaged employees. This is what your engagement analytics are attempting to determine. While your metrics might be quantitative or qualitative, they should always serve to demonstrate how close you are to meeting your engagement goals.

Here are some examples of benchmarks for employee engagement:

  • Employees believe that their contribution is valued in the workplace.
  • Employees see prospects for professional development and progress at their current workplace.
  • Employees on average have a Net Promoter Score of 9 or higher.
  • Employee absenteeism is at a minimum.
  • For period [x], there is a high level of employee engagement and retention.
  • Employees open their employee newsletter on a regular basis and show an interest in company news.

2. Use email to your advantage

When it comes to measuring employee engagement, don't overlook an old-fashioned email. Internal email is, in reality, the simplest and quickest way to collect hard data.

Keep in mind that email is already your employees' preferred method of internal communication. Because of its accessibility and ease of use, teams of all sizes rely on it on a regular basis.

You can track employee engagement while also helping it grow using an employee engagement tool. This is made possible by extensive data on three critical engagement metrics:

  • Open Rate: This tells you how many people are interested in your company's news and events. High open rates indicate that your employees are happy and engaged. However, you can compare previous and current email campaigns to see where engagement was higher in the past.
  • Click-Through-Rate (CTR): A higher click-through rate means your staff is aware of and interested in important corporate information. It enables you to determine whether or not your employee engagement strategies are effective. You may also see which material is the most relevant and engaging. You can then use previous successful emails to predict future content rollouts.
  • Location: Knowing which departments or corporate branches have the most opens and clicks allows you to determine which teams are the most active. By measuring this metric, you can see what's working and what isn't before making changes to your plan.

Related: Top 7 Activities of Employee Engagement

3. Take advantage of pulse surveys

Employee pulse surveys are a wonderful way to gain quick, consistent, and actionable data when it comes to monitoring employee engagement.

Pulse surveys are short, targeted questionnaires centered on a single subject. They take their name from a quick 'pulse' assessment that gives an overview of employee happiness.

Pulse surveys attract more responses because of their brief length, and they've even been shown to increase employee engagement.

The idea is to ask simple yet insightful questions on employee engagement. We propose focusing on three types of questions as a general rule:

  • Questions about satisfaction: Is your team a source of motivation for you to accomplish your best work?
  • Open-ended questions: Is there adequate room for advancement in your current team?
  • Alignment concerns: Do you believe your leadership team takes your input into account when making significant decisions?

Email-based surveys simplify the feedback process, as staff relies on email, even more, to stay in touch during the pandemic.

You may easily add pulse surveys into your weekly company newsletter with the employee pulse survey tool.

Simply drag the survey tile onto your email template, select your survey type, and include a question.

4. Determine your eNPS

eNPS is a favorite among number crunchers (Net Promoter Score for employees). eNPS is a wonderful way to receive an accurate, numeric employee engagement score, as opposed to other qualitative employee engagement indicators.

The difference between your most and least engaged employees is used to determine eNPS. Simply said, it shows you how likely your employees are to tell others about your organization.

Organize your survey on key employee engagement topics. We recommend that you inquire about:

  • On a scale of 0 to 10, how likely are you to recommend this company to others?

5. Arrange for one-on-one virtual meetings.

One-on-ones allow you to get more specific and meaningful feedback from employees while also allowing you to pick up on nonverbal signs. It's also a straightforward and uncomplicated employee engagement recommended practice.

To create a secure feedback environment in a virtual context, make employees feel seen and heard. It will also result in more insightful responses.

Make sure you get rid of any distractions before the meeting so you can provide your entire concentration. Once you're on your way, summarise major points raised to show that you're paying attention and understanding what's being said.

One-on-ones are an excellent way to receive detailed feedback, so try asking any of the following questions:

  • What has been the most positive aspect of your work experience?
  • Can you think of one aspect of your job experience that may be improved?
  • What three words or phrases best define the culture of your company?

Related: What is Employee-Centric Performance Management?

6. Create a focus group.

Focus groups, which are commonly used in market research, allow you to get a representative sample of employee likes, dislikes, and opinions. This is especially effective in larger companies where one-on-one meetings are more difficult to organize.

Create a callout for participants in your internal newsletter to measure employee engagement through focus groups. Employees from certain departments or the entire organization can be combined for a broader perspective. Guide a discussion about team successes and problems using a set of pre-planned questions.

Ask questions like these to get engagement-focused insights:

  • Do you understand your position in achieving organizational objectives?
  • Is there anything impeding your advancement inside the company?
  • Do you agree with our company's definition of "success"?

7. Look at employee retention.

Employees who are engaged are far more likely to stay with their organization for a longer period of time, as we observed earlier. They're also less likely to be swayed by other career opportunities.

It's crucial to understand how to assess employee happiness through retention, but it's not as simple as other indicators.

You'll need to compare this year's or quarter's staff turnover to the previous year's or quarter's. After you've gathered your statistics, consider the following: If my turnover rate is higher than in the past, what did I do differently? Have our onboarding procedures changed?

Create a fast employee pulse survey focused on learning about staff retention to gain even more insights. Focus your queries on how employees perceive their future prospects at the organization.

  • Do you think you'll be working for in two years?
  • Do you feel proud to be a part of it?

Use a pulse survey instrument with anonymous feedback choices for delicate issues like this. Employees will feel more comfortable revealing their actual feelings in this manner.

Anonymous comment options are available in eNPS-based surveys. Once the results are received, use your analytics dashboard to simply track pulse survey response rates.

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