14 Key Employee Engagement Metrics that Every HR Should Track in 2024

In today's competitive business landscape, companies are increasingly recognizing the pivotal role that employee engagement plays in achieving organizational success. Engaged employees are not just satisfied with their jobs; they are deeply committed to the company's mission, values, and goals. To gauge and improve this crucial aspect of the workplace, organizations turn to employee engagement metrics.

Employee engagement metrics are quantitative and qualitative measurements that help HR professionals, managers, and executives assess and enhance the level of employee engagement within their organization.

These metrics offer valuable insights into the workforce's morale, productivity, and overall satisfaction, enabling companies to make data-driven decisions that boost employee engagement and, in turn, drive business performance.

In this blog we’ll take you through some important employee engagement metrics that you must measure in 2023 to keep your employee engaged and reduce turnover rates.

But before that let us understand the basics.

What are employee engagement metrics?

Employee engagement metrics are quantitative measures used to assess the level of engagement, motivation, and satisfaction of employees within an organization.

Employee engagement metrics provide valuable insights into how employees feel about their work, their level of commitment to the organization, and their overall well-being. Tracking these metrics can help organizations to identify areas for improvement and make data-driven decisions to enhance employee engagement.

Why should you track employee engagement metrics?

Tracking employee engagement metrics is essential for several reasons, as it can have a significant impact on an organization's overall performance and success. Here are some key reasons why you should track employee engagement metrics:

• Employee productivity: Engaged employees tend to be more productive. When employees are enthusiastic about their work and feel a sense of purpose, they are more likely to put in their best effort, which can lead to higher productivity levels.
• Retention: High levels of employee engagement can help reduce turnover rates. Engaged employees are more likely to stay with the company for the long term, which can save the organization money and resources associated with recruiting and training new employees.
• Reduced turnover: High levels of employee engagement are linked to lower turnover rates. Engaged employees are more likely to stay with the company, reducing recruitment and training costs associated with replacing staff members.
• Customer satisfaction: Engaged employees are more likely to provide excellent customer service. When employees are happy and engaged, they are more likely to go above and beyond to meet customer needs, leading to higher customer satisfaction and loyalty.
• Team collaboration: High levels of engagement can improve teamwork and collaboration. Engaged employees are more likely to work effectively with their colleagues, leading to better problem-solving and decision-making within teams.
• Strategic planning: Engagement metrics provide valuable data that can inform strategic decision-making. By tracking trends in engagement over time, organizations can identify areas that need improvement and develop targeted strategies to address them.

Now that we know why it is so important to measure employee engagement let's now delve into some essential employee engagement metrics that every organization should consider.

14 metrics to measure employee engagement in 2023

Employee engagement is a crucial aspect of organizational success, and there are various metrics you can use to measure it. Here are the key employee engagement metrics and how to measure them:

1. Employee Net Promoter Score (eNPS)

Similar to the Net Promoter Score used to measure customer loyalty, employee NPS gauges employee loyalty and willingness to recommend the organization as a great place to work.

The eNPS measures employees' likelihood to recommend their organization as a great place to work. It's derived from a single question: "On a scale of 0 to 10, how likely are you to recommend our company as a place to work to a friend or colleague?"

To calculate eNPS, categorize respondents into three groups based on their ratings:

• Promoters (score 9-10): These are highly engaged employees who are likely to promote the company.
• Passives (score 7-8): These employees are somewhat satisfied but may not actively promote the company.
• Detractors (score 0-6): These are disengaged employees who are unlikely to recommend the company.

Subtract the percentage of detractors from the percentage of promoters to get the eNPS score.

A higher eNPS score indicates better employee engagement and a more positive workplace culture.

2. Employee satisfaction score

Employee satisfaction is closely related to engagement and is a key metric to measure. It evaluates how content and fulfilled employees are with their work and overall experience within the organization.

Employee satisfaction surveys are the regular surveys that gather employees' feedback on various aspects of their work environment, such as their relationships with colleagues and supervisors, work-life balance, and job satisfaction. Analyzing survey results helps identify areas that need improvement and opportunities to enhance overall satisfaction.

To calculate the employee satisfaction score, you can use employee satisfaction surveys with questions that gauge overall job satisfaction, work environment, benefits, career development opportunities, and more. These surveys typically use Likert scale responses (e.g., 1 to 5 or 1 to 7), and you calculate the average score across all questions.

A higher score indicates higher overall employee satisfaction, which often correlates with higher engagement levels. Monitoring changes in this score over time can help identify trends and areas for improvement.

3. Employee turnover rate

Employee turnover rate measures the percentage of employees who leave an organization over a specific period. High turnover can be an indicator of low employee engagement, as disengaged employees are more likely to seek opportunities elsewhere.

Tracking the number of employees who leave the company within a specific period can highlight potential engagement issues. It's crucial to differentiate between voluntary and involuntary turnover to understand the reasons behind departures better.

To calculate the turnover rate, divide the number of employees who left the organization during a specific time frame by the average number of employees during that same period. Then, multiply the result by 100 to express it as a percentage.

A higher turnover rate indicates that more employees are leaving the organization, which may signify lower engagement levels. Conversely, a lower turnover rate suggests better engagement and retention.

4. Employee engagement surveys

Employee engagement surveys are designed to measure the overall engagement level of employees. These surveys include questions related to employee motivation, alignment with company values, career development, and more. Analyzing survey responses can pinpoint specific areas that require attention.

Conducting regular employee engagement surveys is another effective way to measure engagement. These surveys typically include a series of questions designed to assess various aspects of engagement, such as job satisfaction, alignment with company values, and relationships with colleagues and supervisors.

Common survey questions might include:

• "On a scale of 1 to 5, how satisfied are you with your job?"
• "Do you feel your work is meaningful and aligned with the company's mission and values?"
• "How would you rate your relationship with your immediate supervisor?"
• "Do you have the tools and resources needed to perform your job effectively?"

Analyze the employee engagement survey results, looking for trends, patterns, and areas where engagement is high or low. To measure changes in engagement over time, you can calculate the overall engagement score by averaging responses to key questions or by using a specialized engagement index.

Regularly administering these surveys allows you to track engagement levels and identify areas for improvement. Be sure to keep responses anonymous to encourage honest feedback.

5. Pulse surveys

Pulse surveys are a real-time, frequent method of measuring employee engagement and gathering feedback. They involve sending out short, targeted surveys to employees on a regular basis (e.g., weekly, bi-weekly, or monthly) to gauge their feelings and sentiments about various aspects of their work environment.

Pulse surveys provide real-time insights and allow organizations to address emerging issues promptly.

To measure employee engagement using pulse surveys:

• Create a set of specific, concise questions that focus on key engagement drivers, such as job satisfaction, communication, leadership, and workload.
• Distribute the surveys to employees through email, an online survey platform, or an employee engagement software tool.
• Collect and analyze the responses to identify trends and areas for improvement.
• Use the feedback from pulse surveys to make timely adjustments to improve engagement, such as addressing specific issues or recognizing achievements.
• The frequency and consistency of pulse surveys allow organizations to track changes in employee engagement over time and quickly respond to emerging issues.

The frequency and consistency of pulse surveys allow organizations to track changes in employee engagement over time and quickly respond to emerging issues.

6. 360-degree feedback

360-degree feedback is a comprehensive method of evaluating employee engagement and performance by gathering input from various sources, including the employee, peers, supervisors, and subordinates. It provides a well-rounded view of an individual's strengths and areas for development and helps foster personal growth and engagement.

To measure employee engagement and performance using 360-degree feedback:

• Identify the specific competencies and behaviors that are important for your organization and relevant to each employee's role.
• Collect feedback from different sources (e.g., self-assessment, peer assessments, supervisor assessments, and direct reports) using standardized surveys or questionnaires.
• Compile and analyze the feedback to identify patterns, strengths, and areas for improvement.
• Share the feedback with employees and use it for performance evaluations, coaching, and development planning.

360-degree feedback can help improve employee engagement by fostering self-awareness, facilitating constructive conversations, and addressing skill gaps.

7. Absenteeism and tardiness rates

Absenteeism rate measures the frequency and duration of employee absences from work. High levels of absenteeism can be a sign of disengagement, as engaged employees are more likely to be present and committed to their jobs.

To calculate the absenteeism rate, divide the total number of days employees were absent during a specific period by the total number of possible workdays in that period. Then, multiply the result by 100 to express it as a percentage.

A higher absenteeism rate suggests that employees are frequently missing work, which may be due to factors like disengagement, burnout, or dissatisfaction. A lower absenteeism rate indicates better attendance and, potentially, higher engagement.

Learn how to reduce employee absenteeism rates with our tried and tested strategies.

8. Peer recognition score

The peer recognition score measures the extent to which employees recognize and appreciate the contributions of their colleagues. This metric can reflect the collaborative and engaged nature of your workforce.

To calculate the peer recognition score, follow these steps:

• Implement a system where employees can recognize and appreciate their colleagues. This can be through a formal recognition platform or simple peer-to-peer recognition programs.
• Track the number of peer recognitions or appreciations given by employees during a specific period (e.g., a month or quarter).
• Divide this number by the total number of employees to get the average number of recognitions per employee.

A higher peer recognition score indicates a culture of appreciation and collaboration, which is often associated with higher employee engagement.

9. Promotion from within rate

This metric measures the percentage of employees who are promoted from within the organization rather than hiring externally to fill higher-level positions. A high rate of internal promotions can signify that the organization values employee growth and development, which can lead to increased engagement.

To calculate the promotion from within rate, follow these steps:

• Track the number of employees who were promoted from within the organization to higher-level positions during a specific period.
• Divide this number by the total number of promotions during the same period (internal and external hires).
• Multiply the result by 100 to express it as a percentage.

A higher promotion from within rate suggests that your organization is committed to providing growth opportunities for existing employees, which can positively impact engagement and retention.

10. Employee productivity metrics

Employee productivity measures how efficiently and effectively employees are performing their roles. Engaged employees tend to be more productive as they are motivated and committed to their work.

To measure employee productivity, you can use various key performance indicators (KPIs) specific to your industry and organization. Some common productivity metrics include:

• Output per employee: Calculate the total output (e.g., units produced, projects completed) divided by the number of employees. This gives you an average measure of individual productivity.
• Revenue per employee: Divide the total revenue generated by the organization by the number of employees. This metric indicates how efficiently each employee contributes to revenue generation.
• Time to complete tasks or projects: Measure the time it takes employees to complete specific tasks or projects. Timely completion often indicates high engagement and focus.

An increase in productivity metrics can be a sign of improved engagement, as engaged employees tend to be more committed and effective in their roles.

11. Retention rate

Employee retention rate measures the percentage of employees who stay with your organization over a specified period. High retention rates are often indicative of a positive work environment and engaged employees.

To calculate the retention rate, you need data for the beginning and end of a specific time frame (e.g., a year). Divide the number of employees at the end of the period by the number of employees at the beginning of the period. Multiply the result by 100 to express it as a percentage.

A high retention rate suggests that your organization is successful at keeping employees engaged, motivated, and satisfied with their work.

12. Employee happiness index

The Employee Happiness Index is a metric that assesses employees' overall happiness and well-being within the workplace. It takes into account various factors like job satisfaction, work-life balance, and personal growth opportunities.

To calculate the employee happiness index, you can create a survey with questions related to different aspects of employees' experiences. These questions can cover topics such as job satisfaction, work environment, work-life balance, and opportunities for professional growth.

Assign numerical values to the responses, and then calculate the average score across all questions.

A higher employee happiness index indicates that employees are generally content and engaged in their roles, while a lower index may suggest areas where improvements are needed to boost overall happiness and engagement.

13.Employee development and training participation rate

This metric evaluates the extent to which employees are engaged in their own professional growth and development within the organization. Engaged employees often seek opportunities to enhance their skills and knowledge.

To calculate the employee development and training participation rate, follow these steps:

• Record the number of employees who participated in training and development programs (e.g., workshops, courses, certifications) during a specific period.
• Divide this number by the total number of eligible employees who had access to these programs.
• Multiply the result by 100 to express it as a percentage.

A higher participation rate indicates that employees are actively engaged in improving their skills and advancing their careers within the organization.

14. Employee referral rate

The employee referral rate measures the percentage of new hires who were referred to the organization by current employees. Engaged employees are more likely to refer friends and acquaintances to work at their company.

To calculate the employee referral rate, divide the number of new hires who came through employee referrals by the total number of new hires during a specific period. Multiply the result by 100 to express it as a percentage.

A higher employee referral rate suggests that your employees are engaged and satisfied with their work environment, as they are actively recommending the organization to others. It also indicates that your organization has a positive employer brand.

Automating the process of tracking key engagement metrics

Most companies do not measure all 14 of these metrics simultaneously. Instead, we recommend selecting the ones that seem most relevant and achievable, or concentrating on a few specific metrics during specific timeframes.

Utilizing a dedicated employee engagement tool like Leapsome can greatly simplify this process. Leapsome offers survey templates that have been scientifically proven to encourage employee participation and yield reliable results. It allows managers to automate surveys and analyze responses while centralizing all metrics within a secure digital platform.

Implementing an automated, efficient process for monitoring your selected metrics will enhance your ability to accurately quantify employee engagement. Furthermore, it will provide you with a diverse range of measurable data, enabling you to take informed, impactful actions to enhance engagement, create a happier workplace, and achieve better business outcomes.