6 Ways For Measuring Employee Engagement

Measuring Employee Engagement

Employee engagement is important for a thriving workplace, directly impacting productivity, retention, and overall organizational success. But how do you effectively measure employee engagement? In this blog, we will delve into the importance of measuring employee engagement, the key indicators to consider, and the steps involved in the measurement process. We will explore different methods to gain valuable insights into your employees’ level of engagement and drive positive change in your organization.

What Is Employee Engagement?

What Is Employee Engagement?Employee engagement refers to employees’ emotional and intellectual connection with their work, their organization, and its goals. It involves employees being motivated, committed, and willing to contribute to achieving the organization’s objectives. Engaged employees are enthusiastic about their work, feel a sense of purpose, and are more likely to be productive, innovative, and loyal.

Ways For Measuring Employee Engagement

There are several ways to measure employee engagement, including:

Employee surveys

Employee surveys are one of the most common methods for measuring employee engagement. These surveys can be through online questionnaires or in-person interviews, and they typically ask employees about their job satisfaction, motivation, and overall engagement levels. The survey questions may cover various aspects of work, including workload, work-life balance, relationship with managers and colleagues, opportunities for growth and development, and alignment with the organization’s mission and values. Furthermore, analyzing the responses can provide valuable insights into the level of engagement among employees and help identify areas that may need improvement.

Performance metrics

Monitoring performance metrics can also indicate employee engagement. Engaged employees are more likely to be motivated and perform well in their roles. This results in higher productivity, the better quality of work, and achievement of performance goals. By tracking key performance indicators (KPIs) relevant to different roles and departments, organizations can assess the level of employee engagement. For example, sales teams may be evaluated based on sales targets achieved, while customer service teams may be evaluated based on customer satisfaction scores.

Absenteeism & turnover rates

Absenteeism and turnover rates can be used as indicators of employee engagement. Engaged employees are more likely to be present at work and have lower rates of absenteeism, as they are motivated and committed to their roles. On the other hand, disengaged employees may have higher rates of absenteeism, which can impact team productivity and morale. Additionally, turnover rates can provide insights into employee engagement. Engaged employees are more likely to stay with an organization for longer periods, while disengaged employees may be more prone to leaving the organization.

Employee feedback & recognition

Employee feedback & recognitionEncouraging and collecting feedback from employees can provide valuable insights into their level of engagement. Engaged employees are more likely to provide feedback, share their ideas, and voice their concerns. Regular feedback channels such as one-on-one meetings with managers, town hall meetings, or anonymous feedback platforms can help to gather employee input.

Additionally, recognizing and acknowledging employees’ contributions and achievements can also be a measure of employee engagement. Engaged employees are more likely to feel appreciated and recognized for their efforts, which can contribute to their overall engagement levels.

Employee Net Promoter Score (NPS)

The NPS is a survey-based metric that asks employees if they would recommend their organization as a place to work. It measures the level of engagement and loyalty among employees by gauging their likelihood to recommend their workplace to others. The NPS survey typically includes a single question with a rating scale, followed by an open-ended question asking for feedback or suggestions. The NPS score can provide a quick snapshot of overall employee engagement levels, with higher scores indicating higher employee engagement and loyalty.

Observations & qualitative feedback

Regularly observing and interacting with employees in their work environment can provide qualitative insights into their level of engagement. Managers and leaders can assess employee engagement through direct observations of their behaviors and interactions with others. Engaged employees are more likely to exhibit positive behaviors such as proactivity, collaboration, enthusiasm toward their work, and willingness to go the extra mile. Additionally, qualitative feedback obtained through informal conversations, focus groups, or exit interviews can also provide insights into the level of engagement among employees.

What Do These Measurements Indicate?

The employee engagement measurements can be indicative of the following:

  • Employee satisfaction: While assessing the results of the survey or performance, one can conclude if the employee is satisfied and happy with the job or not.
  • Commitment and loyalty: These measurements can help in evaluating employees’ commitment and loyalty to the organization, including their intention to stay with the company long-term.
  • Job involvement: Assessing the level of employees’ emotional investment in their work and the extent to which they find their work meaningful and fulfilling.
  • Productivity and performance: The results can help in monitoring employees’ productivity and performance levels, such as meeting or exceeding performance goals and targets. Engaged employees tend to be more productive and perform at a higher level.
  • Innovation and creativity: Evaluating employees’ ability and willingness to come up with new ideas, suggestions, and solutions to problems. Engaged employees are more likely to be innovative and contribute positively to the organization’s growth and improvement.
  • Collaboration and teamwork: Assessing the extent to which employees collaborate and work effectively with others can tell about their willingness to support their colleagues and work as a team. Engaged employees tend to be more collaborative and contribute to a positive team culture.
  • Employee feedback and participation: It may evaluate employees’ willingness to provide feedback, share ideas, and participate in organizational initiatives. Engaged employees are more likely to actively engage in providing feedback and contributing to the organization’s success.

Follow Up After Measuring Employee Engagement

Follow Up After Measuring Employee EngagementFollowing up after measuring employee engagement is a crucial step to ensure that the insights from the measurement process are effectively utilized to drive positive change. Here are some key steps for follow-up after measuring employee engagement:

  • Analyze the results: Thoroughly analyze the data collected from the employee engagement measurement process. Look for patterns, trends, and areas that require attention or improvement.
  • Share the findings: Communicate the results of the employee engagement measurement to relevant stakeholders. Such as senior leadership, managers, and employees. Provide a clear and transparent overview of the findings, including both strengths and areas for improvement.
  • Discuss with employees: Involve employees in the process by discussing the findings with them. Encourage open and honest conversations about the results, and actively listen to their feedback, concerns, and suggestions.
  • Develop and implement an action plan: Based on the findings, develop an action plan that outlines specific steps and initiatives. This plan must address the identified areas for improvement. Set clear goals, timelines, and responsibilities for each action item.
  • Provide support and resources: Ensure that employees have the necessary support, resources, and tools to actively participate in the engagement initiatives. Provide training, mentoring, and other forms of support to help employees thrive.
  • Evaluate progress: Continuously evaluate the progress of the engagement initiatives and compare the results against the baseline measurement. Moreover, monitor key indicators and metrics to determine the effectiveness of the implemented actions.
  • Recognize and celebrate successes: Acknowledge and celebrate successes and improvements resulting from the engagement initiatives. Additionally, you can reward employees for their contributions and efforts toward improving employee engagement.


In conclusion, measuring employee engagement is a crucial step to understanding the level of commitment, motivation, and satisfaction of employees. It involves various methods such as surveys, assessments, and feedback to collect data and gain insights. Organizations can drive positive change and create a more engaged and productive workforce by analyzing the results, developing action plans, implementing initiatives, and monitoring progress. If you are an HR manager or professional, consider wellness programs for improving employee engagement. Remember, don’t hesitate to seek help from wellness experts or professionals to design and implement an effective program tailored to your employees’ needs.

Employee wellness programs are the key to improving employee motivation, productivity, and retention. At MantraCare, we have a team of health experts, counselors, and coaches who serve corporate employees with 10+ wellbeing programs including EAP, Employee Diabetes Reversal, Corporate MSK, Employee Fitness, Corporate Yoga, and Employee meditation.

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