Wie man den ROI von Initiativen zur Mitarbeiterzufriedenheit misst
Die Erfassung der Mitarbeitererfahrung geht über Umfragen hinaus - es geht darum, Zufriedenheit, Bindung, Produktivität und Wohlbefinden zu verstehen. Erfahren Sie, wie Sie die Mitarbeitererfahrung anhand von Kennzahlen wie eNPS, Fluktuationsraten und ROX messen können, um einen florierenden Arbeitsplatz zu schaffen.
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Kennen Sie den Subreddit über Mitarbeiter, die eine Gehaltserhöhung oder zumindest ein Erlebnis, das ihnen das Gefühl der Wertschätzung gibt, verdient haben, aber stattdessen ein kitschiges Geschenk bekommen? Hier ist ein Paradebeispiel:
Oder wie wäre es mit dem Fall, in dem das Unternehmen seinen Angestellten anstelle von Urlaubsgeld ein kleines Blatt Luftpolsterfolie schenkte, auf dem stand: "Einfach alle 4-6 Stunden oder bei Bedarf stresslindernde Kapseln einwerfen!
Der rote Faden, der sich durch all diese Beiträge zieht, sind die schlechten Erfahrungen dieser Mitarbeiter; die meisten hatten bereits gekündigt oder hatten es vor. Es gibt immer wieder Unternehmen, die glauben, dass sie ihre Mitarbeiter mit einem Zeichen der Wert schätzung würdigen, aber stattdessen eine enttäuschende Erfahrung machen.
Arbeitgeber, denen es nicht gelingt, den Puls ihrer Belegschaft zu fühlen, verlieren ihre besten Talente und erleiden Geschäftseinbußen. Daher ist es wichtig, dass:
- Verstehen Sie den Wert Ihrer Initiativen zur Mitarbeitererfahrung
- Berechnen Sie die Dividenden des Programms
- Quantifizieren Sie die Rendite Ihrer Investitionen
Quantifizierung des ROI Ihrer Mitarbeitererfahrung
Wie wichtig ist die Erfahrung der Mitarbeiter im Großen und Ganzen?
Forbes elaborates on this by calculating how ‘companies that focus on employee experience tend to see greater improvement in business performance.’
Since calculations require data, a good starting point would be to invest in a digital tool or platform that captures detailed information about your employee productivity, individual and collective, and overall business performance.
ROX (%) = (Total Benefits from Experience Initiatives ÷ Investment in Initiatives) × 100
Let’s break it down with an example. Suppose a company invests $45,000 in employee satisfaction initiatives. As a result, it:
- Saves $50,000 due to reduced attrition
- Gains $65,000 in revenue from improved performance and engagement
Using the formula:
ROX (%) = {($50,000 + $65,000) ÷ $45,000} × 100 = 255.5%
This means the company earns 2.55 times its investment in employee experience.
However, while this formula provides a tangible measurement, true ROX also includes intangible benefits like employee morale, brand reputation, and long-term retention, making it essential to assess both qualitative and quantitative factors.
How do you calculate ROI on employee experience from tangible to intangible sources
Here is a step-by-step approach to measuring employee experience from tangible to intangible sources:
1. Greifbar
Die ROI-Berechnung erfolgt auf der Grundlage konkreter, überprüfbarer Finanzdaten, wie z. B. höhere Jahreseinnahmen und steigende Aktienkurse. Die Plattform/das Tool sollte in der Lage sein, die Zahlen zu berechnen und detaillierte Analysen und datenbasierte Prognosen durchzuführen, um Ihren ROX genau zu berechnen.
- Erhöhung der Einnahmen
- Aktionärsrendite (Anstieg der Aktienkurse)
2. Immateriell
Engagement-Scores bestimmen den immateriellen ROI der Initiativen des Unternehmens zum Mitarbeitererlebnis, den Anstieg des Kundenstamms, die Fluktuationsraten, die Zustimmungsraten zum CEO und die Position auf den Listen der besten Arbeitsplätze von Forbes, Fortune und Glassdoor.
- Employee Engagement Scores (basierend auf den Erfahrungen der Mitarbeiter von der Einstellung bis zum Ausscheiden)
- Jährliche Fluktuations- und Beibehaltungsraten
- CEO-Zustimmungswerte
- Position on the Best Workplace/Best Company/Employer list (Forbes, Glassdoor, Fortune)
Key employees experience metrics to track
Creating a positive employee experience isn’t just about offering perks—it’s about understanding what truly drives engagement, satisfaction, and retention. Companies that track the right metrics can identify what’s working, where improvements are needed, and how to enhance workplace culture for long-term success.
Here are the key employee experience metrics that help measure workforce well-being and performance.
1. Employee net promoter score (eNPS)
Employee Net Promoter Score (eNPS) is a quick way to measure overall employee satisfaction and loyalty. A high eNPS indicates that employees feel valued and engaged, while a low score suggests dissatisfaction and a risk of attrition.
How to Measure eNPS:
Employees are asked a single question:
"On a scale of 0-10, how likely are you to recommend this company as a great place to work?"
Based on their responses, employees are categorized into three groups:
- Promoters (9-10): Highly satisfied employees who actively endorse the company.
- Passives (7-8): Neutral employees who are neither highly engaged nor dissatisfied.
- Detractors (0-6): Employees who are unhappy and may negatively impact workplace morale.
For example, if 50% of employees are Promoters, 20% are Detractors, and 30% are Passives:
eNPS = (50 - 20) = 30
A higher score means employees are more likely to stay, contribute positively, and recommend the company to others.
2. Employee engagement score
Employee engagement is a strong predictor of workplace productivity, innovation, and retention. Highly engaged employees are not just satisfied—they are emotionally invested in their work and motivated to contribute to company success.
How to measure employee engagement score:
Engagement surveys should include questions on:
- Zufriedenheit am Arbeitsplatz
- Relationship with managers and colleagues
- Wachstums- und Entwicklungsmöglichkeiten
- Vereinbarkeit von Berufs- und Privatleben
- Sense of purpose at work
Responses are typically collected on a 1-5 scale or 1-10 scale, and the overall score reflects engagement levels.
For example, if survey results show an average engagement score of 4.2/5, the company likely has a strong workplace culture. A score below 3 may indicate disengagement issues.
3. Retention and turnover rates
High employee turnover is costly, impacts productivity, and disrupts team dynamics. Retention rates, on the other hand, reflect job satisfaction and a positive workplace culture.
Turnover Rate Formula:
Turnover Rate (%) = (Number of employees who left ÷ Average total employees) × 100
For example, if a company has 500 employees and 50 leave in a year:
Turnover Rate = (50 ÷ 500) × 100 = 10%
Retention Rate Formula:
Retention Rate (%) = (Number of employees staying for a set period ÷ Total number of employees) × 100
For example, if 450 employees remain by year-end: Retention Rate = (450 ÷ 500) × 100 = 90%
A high retention rate suggests employees are satisfied, while a high turnover rate signals deeper problems like poor management, low engagement, or lack of career growth.
4. Productivity and performance metrics
Employee experience directly impacts performance. A disengaged workforce often struggles with inefficiencies, while motivated employees drive innovation and productivity.
Wie man misst:
- Task Completion Rates: The percentage of assigned tasks completed on time.
- Quality of Work: Error rates, customer feedback, and peer reviews.
- Project Efficiency: Speed and effectiveness in completing key initiatives.
For example, if productivity levels drop despite employees working the same hours, it may indicate burnout, low morale, or ineffective workplace systems.
5. Employee well-being and work-life balance
A workplace that prioritizes employee well-being fosters higher engagement, reduces burnout, and improves overall job satisfaction. Employees who feel supported in managing work and personal life tend to be more productive and stay longer with the company.
Wie man misst:
- Absenteeism rate: The percentage of workdays missed due to stress, illness, or personal reasons.
- Participation in wellness programs: The number of employees engaging in mental health support, fitness initiatives, or flexible work arrangements.
- Workload balance: Employee feedback on stress levels and the ability to manage tasks effectively.
If absenteeism is high or participation in well-being programs is low, it may signal issues with workload management or workplace stress.
6. Career growth and development
Employees who feel they have growth opportunities are more likely to stay and contribute positively. A lack of career advancement options is one of the top reasons employees leave a company.
Wie man misst:
- Training participation rates: The percentage of employees enrolling in skill development programs.
- Internal promotions vs. external hires: A higher internal promotion rate indicates strong career growth opportunities.
- Employee feedback on learning & development: Survey responses on the effectiveness of training programs and career pathways.
Tracking these factors helps assess whether employees feel supported in their professional growth.
7. Feedback and communication effectiveness
Open communication fosters trust, collaboration, and a positive work culture. When employees feel heard, they are more engaged and productive.
Wie man misst:
- Frequency of feedback sessions: The number of one-on-one meetings, team check-ins, and performance reviews conducted.
- Employee sentiment analysis: AI tools can analyze internal messages, emails, and survey responses to gauge workplace morale.
- Participation in company meetings and forums: Higher participation rates indicate employees feel comfortable sharing their opinions.
If employees are reluctant to provide feedback or communication feels one-sided, it may indicate a need for more transparency and leadership engagement.
8. Use of HR tech and digital tools
Inefficient tools and outdated systems can frustrate employees and slow productivity. Modern HR and collaboration tools improve workflows, automate tasks, and enhance overall employee experience.
Wie man misst:
- Adoption rates of workplace technology: The percentage of employees actively using HR software, collaboration tools, or AI-driven solutions.
- Time saved using automation tools: The reduction in manual processes and administrative workload.
- Employee satisfaction with digital tools: Survey feedback on ease of use and effectiveness of workplace technology.
Low adoption rates or negative feedback may indicate the need for better training or more user-friendly solutions.
9. Customer satisfaction and business outcomes
Happy employees lead to better customer service and stronger business performance. A strong correlation between employee experience and customer satisfaction can validate the impact of workplace improvements.
Wie man misst:
- Customer satisfaction scores (CSAT): A comparison of employee engagement levels with customer ratings.
- Net promoter scores (NPS): Analyzing whether highly engaged employees drive better customer advocacy.
- Revenue growth and productivity trends: If employee experience metrics improve, business performance should follow.
Monitoring these indicators helps determine how employee satisfaction translates to business success.
Measuring employee experience metrics is essential for creating a workplace that attracts, retains, and engages top talent. By tracking engagement, retention, well-being, career development, and ROX, businesses can make data-driven decisions that improve both employee satisfaction and business performance.
Measure and elevate employee experience with Empuls
Understanding employee experience goes beyond surveys—it requires real-time insights and actionable data. Empuls empowers businesses with automated engagement surveys, AI-driven analytics, and sentiment tracking to measure satisfaction, well-being, and workplace culture effectively.
By identifying trends in engagement and retention, organizations can make informed decisions that drive a more motivated and connected workforce.
Unlock powerful employee insights with Empuls. Start measuring employee experience today!
Improving your employee experiences
The impact of employee experience extends beyond individual satisfaction—it directly influences business growth, customer success, and overall workplace culture.
Companies that prioritize measuring employee experience metrics can unlock both financial and non-financial benefits, from improved retention rates to higher productivity and stronger customer relationships.
Organizations where leadership and HR collaborate to value and nurture employees foster a workplace that thrives on engagement, cohesion, and a shared sense of purpose. According to McKinsey, organizations need to evolve their approach to building community, cohesion, and a sense of belonging at work to retain employees.
By tracking key metrics like engagement, well-being, career development, and Return on Experience (ROX), businesses can make informed decisions that drive sustainable growth.
The better the employee experience, the higher the ROI—making it a strategic investment that pays off in stronger talent retention, enhanced performance, and long-term success.
