The Employee Engagement Benchmarks for Q4 2024

Gain valuable insights for measuring your team’s engagement levels, drivers, and eNPS trends with our benchmark data – collated from over 500,000 employee responses from various industries and organisations.?This data is from October to December 2024 (Q4 2024).

Key insights for Q4 2024

• Engagement remains steady with an overall index of 7.1, but a 24-point drop in eNPS highlights declining employee sentiment across many organisations.
• Smaller companies (0–250 employees) continue to excel in engagement and eNPS, outperforming larger organisations that face challenges in maintaining connection at scale.
• Government and Health sectors struggle with low engagement and eNPS, likely due to systemic issues like burnout, heavy workloads, and limited career growth.

Engagement Index

?Hive’s Engagement Index is made up of the responses to 3 core questions measuring Pride, Advocacy and Loyalty across an organisation (measured on a scale of 0 to 10).

?Compare your organisation's Engagement Index against the benchmark to get a snapshot of how your employees are feeling.

?Not sure what your score is? We can help.

The Engagement Index for the latest quarter sits at?7.1, showing steady and consistent employee sentiment.

Pride is solid at?7.6, reflecting a strong sense of satisfaction and accomplishment among employees.

Loyalty holds at?6.4,?suggesting commitment levels are steady, while Advocacy has nudged up to?7.2, indicating more employees are willing to recommend their organisation.?Overall, these results paint a picture of a stable workplace where employees feel valued, with room to build on loyalty and keep the positive momentum going.

This quarter, the Engagement Index shows some clear differences across industries and company sizes. Technology (7.8) and Professional Services (7.7) are leading with strong engagement scores, reflecting high employee satisfaction and loyalty. Creative and Media also performs well at 7.7, with employees clearly feeling proud and connected. ??

On the flip side, Government (6.5) and Health (6.4) have lower scores, which may point to challenges like burnout or limited growth opportunities affecting employee morale.

Survey Response Rates

In the last quarter, Retail (82%) and Technology (82%) had the highest response rates, showing strong employee engagement and good survey participation. Entertainment and Recreation (79%) and Manufacturing (77%) also performed well, with employees actively sharing their feedback. However, Health (42%) had a much lower response rate, which could indicate challenges with getting employees to engage in surveys, while Housing Association (61%) wasn’t much higher.

Government (66%) and Education (76%) had decent participation, but there’s room for improvement. Overall, while most industries are doing well with response rates, sectors like Health may need to rethink how they encourage employees to take part in surveys. To encourage more participation, organisations can simplify the survey process, communicate its value, offer incentives, ensure confidentiality, and have leadership actively promote employee engagement in surveys.

employee Net Promoter Score (eNPS)

October to December 2024 (Q4 2024)

Employee Net Promoter Score (eNPS) is an internationally recognised measure of engagement using the question ‘How likely are you to recommend our organisation as a good place to work?’ with detractors, passives and promoters. A positive score means an organisation has more advocates (promoters) than it does detractors. It is measured on a -100 to +100 scale.

What does a good eNPS score look like? +41 and above is outstanding +21 to +40 is very good -10 to +20 is a typical score? -11 and below is a low, concerning score.

In the latest quarter, the overall eNPS score is 3, indicating modest employee engagement. However, the standout is a 24-point drop in the overall eNPS, suggesting a decline in employee sentiment over the past quarter, despite the score remaining positive.??

Professional Services (30) and Creative and Media (30) lead with strong scores, reflecting high satisfaction, while Government (-23) and Health (-19) continue to struggle, which could be due to systemic issues like heavy workloads, low compensation, or limited career growth. ??

Smaller organisations (0–250 employees) perform better at 13, likely benefiting from closer teams, while larger companies (5001+) remain at -12, hinting at difficulties scaling engagement strategies.??

While some sectors show promise, others need targeted efforts to address underlying challenges and boost morale.