Special edition: Q2 2024 Employee Engagement Benchmarks

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 April to June 2024 (Q2 2024).

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 with a result of 7 and above indicating a positive score).??

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 Q2 2024 remains stable at 7.1, suggesting consistent efforts to enhance employee engagement are effective. Pride sees a slight uptick to 7.6, reflecting increased satisfaction and pride in work and organisation.Loyalty metrics remain steady around the mid-6 range, indicating ongoing employee commitment. Advocacy stays strong at 7.3, showcasing employees’ willingness to speak positively about their organisation. Overall, these metrics underscore a positive workplace culture with room for continuous improvement in fostering employee satisfaction and engagement.

In Q2 2024, the Engagement Index (EI) data showed some interesting trends across different industries. Construction and Heavy Industry saw a notable boost, climbing from 6.6 in April and May to 7.1 in June. Signalling that their efforts to engage employees are really paying off. Education followed a similar positive trend, with its EI rising to 6.9 in June. Manufacturing steadily improved, reaching 7.2 in June, showing ongoing positive momentum. Meanwhile, Professional Services and Technology sectors stayed strong with high and stable EI scores at 7.8 throughout the quarter.

We know that larger organisations can often face unique challenge that come with engaging bigger teams , however even organisations with 501-1000 employees showed improvement, with EI rising to 7.1 in June. These trends suggest that many industries are successfully enhancing workplace engagement, leading to more motivated and committed teams.

employee Net Promoter Score (eNPS)

April - June 2024 (Q2 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 and finally -11 and below is a low, concerning score.

In Q2 2024, the Employee Net Promoter Score (eNPS) held steady at 7, showing that employees are pretty likely to recommend their workplace. This consistent score suggests that employees generally feel good about where they work and are willing to speak positively about it. While this is great news, it also means there’s an opportunity to keep improving.

Organisations can use this stable eNPS as a starting point to enhance workplace culture even more, listening to feedback and making sure employees feel valued and engaged. It’s all about building on this positive foundation to make things even better for everyone involved.Looking at eNPS for Q2 2024 brought some compelling insights. Construction and Heavy Industry had a huge turnaround, jumping from -10.0 in April and May to 9.0 in June. Though there is not definitive reason for this, things that affect a boost in this industry could include better safety measures, improved communication from leadership, and a stronger focus on employee wellbeing. Manufacturing also showed strong positive momentum, with eNPS rising from 9.0 in April to 11.0 in May and 15.0 in June.

Education saw improvements too, with eNPS moving from -9.0 in April to -2.0 in May and -1.0 in June, reflecting better employee sentiment, this could be due to factors such as enhanced support structures and increased focus on teacher satisfaction.On the flip side, Retail faced some challenges, with eNPS dropping from -4.0 in April and May to -5.0 in June. Interestingly, larger organisations, those with over 5000 employees, saw an improvement in eNPS, increasing from 5.0 in April to 7.0 in May and 9.0 in June. It seems like efforts to boost employee advocacy in larger settings are starting to pay off. These trends highlight both the successes in some sectors and the areas needing more attention in others.