Comment mesurer le retour sur investissement des initiatives liées à l'expérience des employés ?

Vous avez déjà vu le subreddit sur les employés qui méritaient une augmentation ou, à tout le moins, une expérience pour se sentir valorisés, mais qui ont reçu un cadeau kitsch à la place ? En voici un bon exemple :

Ou encore celle où l'entreprise a donné à ses employés une petite feuille de papier bulle au lieu d'un pécule de vacances, avec une note qui disait : "Il suffit d'insérer des capsules antistress toutes les 4 à 6 heures ou selon les besoins".

Le fil conducteur de tous ces messages est la mauvaise expérience de ces employés ; la plupart avaient déjà démissionné ou prévoyaient de le faire. Il n'y a pas de fin aux entreprises qui pensent apprécier leurs employés en leur offrant une marque de reconnaissance, mais qui finissent par leur offrir une expérience décevante.

Les employeurs qui ne parviennent pas à prendre le pouls de leur personnel perdent leurs meilleurs talents et subissent une perte d'activité. Il est donc important de :

• Comprendre la valeur de vos initiatives en matière d'expérience des employés
• Calculer les dividendes du programme
• Quantifier le rendement de vos investissements

Quantifier le retour sur investissement de l'expérience des employés

Quelle est l'importance de l'expérience des employés dans le grand schéma des choses ?

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.

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. Tangible

Où le calcul du ROI provient de données financières tangibles qui peuvent être validées, comme l'augmentation des revenus annuels et la hausse du cours de l'action. La plateforme/l'outil doit être capable de traiter les chiffres et d'effectuer une analyse détaillée et des prévisions basées sur des données pour calculer votre ROX avec précision.

• Augmentation des revenus
• Rendement pour les actionnaires (augmentation du prix des actions)

2. Intangible

Les scores d'engagement déterminent le retour sur investissement intangible des initiatives de l'entreprise en matière d'expérience des employés, l'augmentation de la clientèle, les taux de rotation, les taux d'approbation du PDG et la position sur les listes des meilleurs lieux de travail de Forbes, Fortune et Glassdoor.

• Scores d'engagement des employés (basés sur l'expérience des employés, de l'accueil à la sortie)
• Taux annuel de rotation et de maintien en poste
• Taux d'approbation des PDG
• 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.

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:

• Satisfaction au travail
• Relationship with managers and colleagues
• Growth and development opportunities
• Équilibre entre vie professionnelle et vie privée
• 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.

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.

How to measure:

• 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.

How to measure:

• 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.

How to measure:

• 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.

How to measure:

• 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.

How to measure:

• 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.

How to measure:

• 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.