Employee engagement is more than just a feel-good metric – it’s a critical driver of organisational success. In fact, companies with high employee engagement are 21% more profitable than their disengaged counterparts (Gallup, “State of the Global Workplace,” 2022).

Engaged employees are more productive, innovative, and committed to their work.

Why Measure Employee Engagement?

On the flip side, disengagement can lead to higher turnover, lower morale, and reduced efficiency. To maintain a thriving workplace, businesses must measure and actively manage engagement levels.

Understanding employee engagement helps organisations:

• Identify Strengths and Weaknesses: Gain insights into what’s working well and what areas need improvement, whether it’s leadership communication, career development opportunities, or company culture. For example, a team with strong leadership alignment but limited development opportunities may need targeted training programs.
• Boost Retention: Employees who feel valued and connected to their work are more likely to stay. According to the Corporate Leadership Council, highly engaged employees are 87% less likely to leave their organisations. Regular engagement assessments help catch and address issues before they escalate.
• Enhance Productivity: Engaged employees bring energy and focus to their roles, driving better outcomes for the business. Research from Forbes shows that businesses with high engagement levels experience up to 41% lower absenteeism.

 What Should You Be Assessing?

An effective employee engagement survey should cover multiple dimensions to provide a holistic view:

• Engagement Index: Gauge overall sentiment by asking questions like, “I feel proud to work for [Company]” and “I see myself still working here in two years.
• Leadership and Alignment: Assess how well leadership communicates, inspires, and aligns the team with organisational goals. Include questions like, “The leaders at [Company] keep people informed about what is happening.”
• Enablement and Development: Explore whether employees have the tools, resources, and development opportunities they need to thrive. Questions might include, “I have access to the learning and development I need to do my job well.”
• Company Confidence: Measure belief in the organisation’s future success, asking questions like, “My company is in a position to really succeed over the next three years.”
• Open Feedback: Provide space for employees to share their perspectives in their own words. For example, “What are we doing well, and what could we improve?”

How Often Should You Measure Engagement?

Employee engagement isn’t static, so regular measurement is crucial.

• Annual Surveys: Conduct a comprehensive survey once a year to capture big-picture trends. For example, SHRM (Society for Human Resource Management) recommends annual surveys to benchmark engagement and track changes over time. For example, use year-end data to inform your strategic planning for the upcoming year.
• Pulse Surveys: Use shorter, more frequent surveys (e.g., quarterly) to monitor changes and address issues in real time. McKinsey highlights the value of pulse surveys during periods of organisational change to stay connected with employee sentiment. These can be particularly useful during periods of organisational change.

What to Do with the Results

Collecting data is just the beginning. To drive meaningful change, acting on employee feedback is essential to maintaining trust and fostering a culture of continuous improvement:

1. Analyse the Data: Look for trends, strengths, and areas for improvement. Break down results by department or team for targeted insights. For instance, if one department consistently scores lower on enablement, explore what’s holding them back.
2. Communicate Findings: Share key themes with employees to demonstrate transparency and build trust. Highlight areas of strength to celebrate and outline next steps for addressing challenges.
3. Take Action: Develop an action plan to address key areas. This might include leadership training, process improvements, or new development opportunities. Make sure these actions are visible and measurable.
4. Follow Up: Regularly check in on progress and refine your approach as needed. For example, use pulse surveys to evaluate the impact of initiatives you’ve implemented.

What’s your engagement score?

To help you kick off the new year with a clear understanding of your team’s engagement, download our PDF survey template or access a version of the survey as an online Microsoft form that you can adapt to your organisation’s needs.