Employee engagement metrics are every HR geek’s best friend. If you like pie charts and graphs and infographics filled with awesome insights, you’ll know that you need hard numbers to draw those babies up. This is where the beauty of regular, ongoing measurement comes in.
When you have relevant statistics at your fingertips, making intricate operational decisions becomes a piece of cake. Well, it still requires a fair amount of assessment, etc. so perhaps not a piece of red velvet – more like carrot cake with walnuts and raisins, etc.
But we digress…
Before we amble off on a baked goods tangent, here are eight key employee engagement metrics every HR professional should be tracking if they want their company’s engagement efforts to be successful:
1. Feedback from engagement surveys
Regular employee surveys should be a tool in every HR team’s go-to arsenal. How often you choose to gather information in this way is up to you. Some businesses choose to do a quarterly or annual survey to get feedback from their team. Some elect to do it more frequently.
Weekly or monthly pulse surveys can help you to keep tabs on important matters such as whether your employees feel valued and supported and if they have all the tools they need to perform their jobs to the best of their ability.
When you use bountiXP as your employee engagement platform, it’s extremely easy to keep your finger on the pulse of hot button issues with on-the-fly pulse surveys that consist of one or two questions. This type of survey normally has a far quicker response rate than longer versions, since it only takes employees a minute or less to tick off their responses using the intuitive bountiXP mobile interface.
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2. Your eNPS (Employee Net Promoter Score)
The original intent of the NPS (net promoter score) was to measure customer satisfaction and how likely a consumer would be to recommend your company’s goods or services to friends and family. This model has now been adapted for use as an employee engagement metric by posing the question of how likely an employee would be to recommend your company as a place of work within their sphere of influence.
Read more: Retaining top talent with an eNPS – what you need to know
3. Employee turnover and absenteeism
According to statistics released by the Human Capital Review, R19 144 billion of revenue is lost due to absenteeism in South African workplaces every year. Absenteeism and turnover rates can also provide useful insight into the employee experience in your workplace. Ideally, your employee turnover rate should be less than 10%. A number higher than this indicates that your employee experience is not up to snuff and needs to be addressed ASAP.
4. Peer relationships
Businesses with positive peer relationships often have higher levels of employee loyalty. After all, when employees enjoy strong bonds of camaraderie with their teammates, they are far more likely to remain loyal to that team. Peer relationship metrics can be measured by means of 360 degree and 180 degree appraisals.
5. Overall employee participation
How active is each one of your employees in terms of participation in company events, etc.? This type of metric takes a fair amount of one-on-one measurement since it can vary from one period to the next, and certain employees may be more active in a given area while others excel in a different arena. One thing is for sure – participation is always higher when employees can see the value in coming to the proverbial (or actual) party, and this value has to be communicated by managers and admins.
6. Communication
This is another metric that can be somewhat subjective and needs to be assessed by HR personnel and other stakeholders on a one-on-one basis when it comes to each employee. In short, you need to gauge how communicative each team member is, and whether they are likely to voice concern about any workplace issues before it leads to attrition down the line.
7. Performance
Employee performance has its own set of KPIs entirely, but overall performance can also be an indicator of employee engagement. In fact, engagement and performance levels have been found to be directly proportional in most cases. To keep the metric measurement consistent, it helps to use a matrix like the 9-box performance values grid.
8. Recognition
According to Gallup, you should be praising your employees at least once every week. However, this can be difficult to achieve if employees are not doing anything that warrants praise. By keeping track of employee recognition and reward trends in your office, it will be easy to see which employees are not frequently called to the podium, so to speak. With this information at your disposal, it becomes simpler to assess which team-members may require some motivation in the form of mentoring etc., or may be experiencing a lack of resources.
Keeping close tabs on these 8 employee engagement metrics will help you to measure the effectiveness of your engagement strategy like a pro.
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