Employee Engagement Metrics To Measure Workforce Happiness

Employee engagement metrics provide an indicator of workforce happiness, which is closely linked to business performance.

Employee Engagement Metrics To Measure Workforce Happiness

Measuring employee engagement is vital to understanding if your workforce is happy or not. Employee engagement metrics are useful for knowing if the people who work for you are satisfied and willing to work. This is important because engagement has been linked closely to business performance results. It is becoming more apparent that you need to have an engagement strategy in place.

Since employee engagement is more about a feeling instead of a quantifiable metric, HR struggles to come up with ways to measure the success of their strategy. Here are metrics that you should be tracking to better measure workforce satisfaction.

Definition Of Engagement In This Context

Employee engagement is the bond that your workers have with the organisation. This is usually based on job satisfaction and is continuous as it varies with the needs and experience of the employee. Trust and integrity become the basis for engagement. It is vital that you do not overlook how engaged and satisfied your employees are in their job.

6 Employee Engagement Metrics To Measure

1. Employee NPS

Employee NPS

Developed by Fred Reichfield, the Net Promoter Score is based on a direct question where the score is between 0 and 10. It was initially used as a customer satisfaction score but can also apply to your employees.

You can ask your team questions such as how likely they would recommend a job at the company to a friend or family member. They then answer on a scale of 0 to 10. 0 to 6 being a disparager, 7 and 8 passive, and 9 and 10 being considered promoters.

To calculate your NPS you just need to subtract the percentage of disparagers from your promoters. A negative score indicates that more employees said that they would not recommend the company, whereas a positive score indicates that they would.

When you improve your employee NPS, then you reduce employee turnover and reduce costs.

2. Absenteeism And Employee Turnover

If absenteeism is a massive problem at your company, then employee engagement is also suffering. This not only affects the person who calls in sick but becomes an issue for the team members who have to pick up their work. Of course, this leads to a cycle where employees have a terrible experience and are less likely to show up to work.

According to research done by Gallup, your employee turnover rate should be 10% or less. Remember, engaged employees are present in every way.

3. Employee Engagement Surveys

Survey Happiness

Surveys are an excellent way to measure workforce happiness. As employee engagement metrics, they provide insight into self-reported engagement levels.

You should perform surveys as frequently as possible to ensure that you benchmark your results against other companies in your industry and your historic results. By doing this, you can analyse your progress and compare business units. This is a tool to help you track your successes and failures in your engagement strategy.

4. Employee Health Index

This is a regular check where employees fill out how they are feeling. It is more of a "gut-check" rather than a medical but can give useful insights. For example, employees can select colours or emoticons to show how they are feeling. Green could mean "I'm ready for this week" whereas red could mean "Help! I'm drowning."

During your weekly meetings, you can discuss the employee health index and ensure that everyone is getting the support they need.

5. Leave Days Used

We know that a healthy work-life balance promotes employee engagement. So, are your employees taking advantage of their vacation days? The amount of vacation days your employees use is also an indicator of your company's culture. Do they not take enough time off because they are scared to? Or perhaps they are so overloaded with work that they are unable to take a personal day?

Vacation Days

Vacation days used are a good indicator of how your employees are feeling. If you notice that some of your employees don't use their vacation days, ask them why and encourage them to do so.

6. Work Culture

Most of the time, a company's work culture defines it. When you have an inclusive work environment, you attract and retain employees. In addition to this, the company's work culture impacts employee engagement.

If you have a healthy work culture where there is equality, respect and transparency, then employees are less likely to leave the company. Keeping up your company culture is a continuous process as things may change. Your employees will notice it even if you don't, which is why you must attempt to know when something is wrong so you can act swiftly.

Conclusion

Although challenging, it is not impossible to measure employee engagement. We have covered only a few employee engagement metrics that are important for knowing if your employees are satisfied and engaged with their work.

These metrics allow you to understand how happy your workforce is, which, in turn, will enable you to identify any areas for improvement.