5 KPIs To Track Employee Engagement

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Employee engagement can offer many benefits such as increased productivity, improved work culture, and increased employee retention. By utilizing key performance indicators to track employee engagement, you can gain valuable insights into your company regarding ROI, your hiring process, and overall employee satisfaction. 

 

1. Employee Satisfaction Indicators

Employee Net Promoter Score

Employee satisfaction indicators can help you determine employee happiness as well as loyalty to the company. One of the most popular indicators is the Employee Net Promoter Score (eNPS). Employees are asked the question “Would you recommend to your family and friends that they work for the brand X?" based on a scale of 0 to 10. 

Employees are divided into three categories: 

  1. Promoters (score of 9 or 10)
  2. Neutral employees (note of 7 or 8)
  3. Detractors (note of 0 to 6).

The score is then determined  by calculating the percentage of promoter employees minus the percentage of detractor employees. If your organization receives a low eNPS score, employees are likely unhappy or disengaged which can negatively influence revenue growth.

Employee Satisfaction Index

If you would like more insights regarding employee satisfaction, you can also utilize the Employee Satisfaction Index to compare scores from different times and set benchmarks based on your competitors. Compared to eNPS that relies primarily on one question, the ESI utilizes three to measure satisfaction. These questions include:

  1. How satisfied are you with your current workplace?
  2. How well does your current workplace meet your expectations?
  3. How close is your current workplace to the ideal one?

We at CA Short, believe in the eNPS process and have made it a standard piece of our Employee Engagement surveys. You can find out more about our surveys here.

 

2. Turnover Rate

The key to any successful organization is most often the people. Keeping and hiring high-quality employees can make or break your work culture. Your turnover rate reveals your ability to retain employees, while successful hires after a trial period can determine the strength of your on-boarding process. Utilizing the two together can help you determine focus points and key issues within your organization. If your rate of successful hires is low, you may not be attracting employees that are the best fit or there could be underlying issues with management not fully integrating them into the team. Your people are investments, turnover rates can affect your ROI due to hiring and on-boarding costs. ROI measures how much it costs your company to employ a person versus how much they produce. To get the most value out of your money, you’ll want to invest wisely and foster productivity.

 

3. Online Brand Ratings

Online review sites such as GlassDoor and Indeed are becoming more popular with employees being able to give companies scores and reviews. If your company has a bad rating on one of these review sites, it could make it extremely difficult for you to attract quality candidates for open positions.

It also can speak poorly about your organization’s internal processes. Employees should be able to speak and communicate with management openly about their concerns. If your employees are taking to job posting sites to speak their concerns, they likely do not feel comfortable speaking to management in person. This can greatly impact your work culture and can snowball into greater issues down the road. 

 

4. Internal Promotion Rate

One of the main drivers for employee engagement is the opportunity for professional growth within an organization. To calculate the promotion rate, take the total number of promotions during a given time-frame and divide it by the number of employees. Multiply the result by 100 to determine the percentage of employees promoted. 

The internal promotion rate can highlight your ability to keep top performers. Low promotion rates can be tied to your organization’s culture, as well as engagement initiatives. For most companies, employees often have to stick around for a certain period of time to be promoted. If employee engagement is low and turnover is high, there likely won’t be any employees qualified for a promotion. Cultures that support employee development through tailored training programs are likely to have a larger talent pool for promotions, as well as stimulating professional growth. 

 

5. Absenteeism 

Absenteeism is an employee's intentional or habitual absence from work. Employees are expected to miss a few days here and there. However, absenteeism normally involves being gone excessively which hurts productivity and showcases low motivation. Absenteeism is closely linked to employee satisfaction. Not showing up for work is an issue for both employees and everyone else on the team. Once someone is falling behind or missing, the whole team may suffer in their work, resulting in other employees having to pick up the slack. This can overall diminish the team’s employee experience. The problem can be compounded even further if we have "In-Place" Absenteeism. This occurs when employees are "there", but not present. They're Actively Disengaged.

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Utilizing an Employee Engagement Program

Employee engagement programs can elevate your workplace culture. Our People Are Everything software makes it easy for managers to recognize their teams and monitor engagement for every employee. The program simplifies the recognition process by easily bringing low engagement scores to your attention, as well as making rewards available for actively engaged employees. Our platform also offers a variety of reporting tools for managers to monitor trends and boost engagement. By promoting employee engagement you can increase your return on investment, improve productivity, and decrease turnover. To learn more about C.A. Short Company or our People Are Everything software, schedule a demo today!

Topics: Total Recognition, Employee Engagement, Employee Engagement Strategies, Disengagement,

R Scott Russell, CRP, CEP

About the Author
R Scott Russell, CRP, CEP

R Scott Russell is a video host, public speaker, and a sought-after thought leader in the world of employee engagement and recognition. At C.A. Short Company, he is responsible for producing engaging content, helping clients maximize the effectiveness of their programs, and providing ongoing training and education.

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