Organizations with a highly engaged workforce outperform their competitors by a large margin. Knowing if your organization has successfully kept your employees engaged requires measuring it against their OKRs every quarter. Employee engagement metrics can be derived by learning current levels of engagement and developing a baseline as each organization is unique and has varying business needs.
To start with, here are a few employee engagement metrics that must be kept in mind:
- Net Promoter Score (NPS): NPS is how you measure the answers to a direct question – would they recommend your organization to their friends? It is a starting point to improving the employee NPS to reduce employee turnover.
- Turnover/ Retention: Every organization loses its high performers to the competition at some time or another. Keeping an eye on employee tenure and how long they stay before quitting gives you an idea of how many top players leave and how they can be retained.
- Absenteeism: Organizations big or small face absenteeism issues. When one is absent from the team, the entire team is impacted. This leads to resentment and also slows down the work. Monitoring absenteeism in the workforce and addressing the issue can be a deterrent to losing discontented employees.
- Profitability: One factor that undermines sales or production is a disengaged workforce. Measuring it against their OKRs is a practical approach to improving engagement levels.
- New-hire failure rates: The orientation, training, and tools are integral to employee engagement. Often, employees feel frustrated during the initial 90 days because of disorganized training and limited access to tools. If the number of employees leaves within the first three months, it means that they were not the suitable hires or have become disenchanted with the organization.
- Customer satisfaction: Just as the NPS is measured, so should the customer net promoter score be calculated. Engaged employees are likely to rate much higher on the customer NPS.
- Work-life balance: Employees using their vacation days instead of working through them is a good indicator of how they maintain their work-life balance. You can be sure of their performance since they are not likely to suffer from burnout. It is also an indicator that they feel comfortable with the organization’s values as they ask for their vacation days.
Employee Engagement Software’s Key Metrics
An employee engagement software should have functionalities that offer accurate data and insights into the organization’s pulse. For instance, it must fulfill the objectives of building high performers and retaining them with the right engagement practices. These practices are the drivers that can turn an unhappy workforce into a highly engaged one that is committed to the organization.
Drivers of employee engagement software solutions:
- Two-way conversations to help improve collaboration: Introducing one-on-one conversations between managers and their direct reports works both ways. It gives managers a clear understanding of their team’s need for support and guidance at any juncture. When necessary, the employees also develop a level of comfort to approach their managers for help.
- Recognition of employee contribution: Employees feel motivated and encouraged when their contribution is recognized immediately instead of later during a performance appraisal process.
- Continuous feedback: Providing ongoing feedback to employees helps them stay on track with their goals and the team’s goals. It offers an opportunity to course-correct immediately, if necessary. It also helps meet production deadlines and keeps employees focused.
- Employee engagement surveys to get the pulse of the employees: Short employee engagement surveys sent automatically and at regular intervals help the management keep their finger on the pulse of the organization. These surveys reveal issues such as an employee planning to quit or if an employee is feeling unheard.
- Culture score: Every organization has its unique values, and an engaged employee will demonstrate these values in and outside the organization. Adherence to these values also ensures that employees are perfectly aligned with the organization and its objectives.
Through employee engagement software that helps measure organization-wide metrics, you can gather information such as employee satisfaction and derive actionable insights. The survey questions play a big part in this process if they are well designed. Typically, you can find answers to
- Team related questions
- Manager-related questions
- Questions about the work culture
- Questions related to individual growth opportunities.
Conclusion
Organizations with a work culture that promotes growth and development successfully create active social ambassadors. An engaged employee willingly shares company news outside the professional workspace. Continuous employee performance and engagement are essential to ensure that employees perform consistently. Using intelligent software that makes the job easier for HR and efficient for organizations is an automatic choice.
Employee Engagement Software
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