What cannot be measured cannot be managed. Knowing how to assess employee engagement is the first step toward improving it. Organizations use employee engagement data to determine employee satisfaction, address productivity concerns, and understand business trends.
Why is it Important to Measure Employee Engagement?
Improving employee engagement makes organizations 21% more profitable and decreases employee turnover by 59%. To boost employee engagement, companies need to understand what motivates and disengages their workforce. Measuring employee engagement allows businesses to create a solid plan for the specific needs of their employees.
Employee engagement measurement reveals what employees think of their company, identifies opportunities for improvement, and ensures that organizational efforts produce tangible benefits.
KPIs To Measure Employee Engagement
Employee engagement is difficult to measure as it is a non-tangible metric influenced by various factors. To correctly assess employee engagement, companies can leverage key performance drivers along with sentiment-based analysis. These engagement drivers give a better grasp of employee engagement. When measuring employee engagement, here are some critical KPIs to consider:
eNPS (employee Net Promoter Score)
Employee Net Promoter Score (eNPS) is a way of knowing how employees feel about a company. It gives a holistic view of employee engagement. It also informs how likely employees are to tell others about the organization.
An eNPS has a simple question: 'How likely are you to suggest your company to others, on a scale of 1-10?' If the employees answer 9-10, they are promoters, if they answer 1-6, they are detractors, and 7-8 are known as passives.
Promoters: These employees are engaged, satisfied, and motivated people.
Passives: These employees are happy but not entirely dedicated to the company.
Detractors: These employees are unhappy and disengaged to varying degrees and will not promote the company.
Organizations can use technology to track employee eNPS and filter the data by department, management, demographics, and other specific variables to get a complete picture of employee engagement and happiness. They can incorporate eNPS into their pulse surveys to obtain a clear understanding of promoters, detractors, and passives. Get daily reports by automating the eNPS process.
Absenteeism & Turnover Data
Employees that are engaged show up not physically but by their efforts. They are more likely to stay with the company for a long time and don't look for work elsewhere. Absenteeism data, excluding health reasons, is a good indicator of how much employees wish to be at work.
Employee turnover data reveals a high level of employee disengagement. Employee churn will occur if firms do not monitor absenteeism.
A healthy turnover rate is 10% per year. If the employee turnover rate is higher-than-average turnover rate, companies need to evaluate their company culture. High turnover rates are red flags that make it difficult for businesses to retain their best employees.
Companies can use absence management software to track employee work hours, overtime, capacity, and activity. Managers can get a detailed analysis of employees' logged attendance and working hours and know who is on time or late.
From this information, companies can identify the causes of absenteeism and alleviate employee concerns.
Here are two practical methods for continuously measuring employee engagement in the workplace.
Conduct Real-Time Surveys
Employee engagement surveys are the most common and proven techniques to determine employee engagement. Companies can use surveys to gain actionable insights on employee satisfaction, employee commitment, and employees' corporate views.
Traditional employee surveys are no longer effective. Companies need to adopt robust employee engagement measurement tools. Real-time surveys help in this regard by providing information about employee issues as they arise. Team leaders and managers can receive real-time employee engagement data and learn how their colleagues are.
Employers can collect input on 1-2 critical questions every day and collate the results in real-time. Simple questions like "How stressed are you today?", “How's it going today?”, etc., can disclose a great deal about an employee's level of engagement.
HR professionals can use the best pulse survey software to assess employee engagement.
An ideal employee pulse survey tool should:
- Gain Real-Time Insights
- Comprise of Meaningful Questions Library
- Capture 360-Degree Feedback
- Manage Negative Feedback
- Generate Actionable Data
- Have Engagement Dashboard
Include Polls In Virtual Meetings
When compared to conventional meetings, virtual polls provide more insights into employee engagement, as employees are more inclined to vote about topics that concern them.
Video conferencing apps are a great way to connect with individuals remotely, measure employee engagement, employee personality, and understand employee challenges.
Organizations can utilize online polling tools in their meetings to assess employee engagement and obtain valuable employee feedback. They can have open Q&As, polls, and word clouds, in their virtual meetings to get real-time responses from employees.
Conclusion
The above KPIs and employee engagement methods are vital to measuring employee engagement in remote settings. Employers can use Hermi's Survey Says activity to examine employee opinions, knowledge, coordination, and other aspects that help them understand employee engagement.
Personal meetings are effective for measuring employee engagement. However, in remote situations, these sessions are time-consuming and necessitate a great deal of coordination. HR managers can use Hermi's Speed Mingle activity to connect with their team up close, network, engage, and learn about employee disengagement concerns.
Team leads and managers can engage with their team on Mingle activity on Hermis weekly and monthly. Create a fun hour, interact with a network, and run group surveys and polls to understand employee thoughts and assess employee engagement.
