Top 3 Employee Engagement Metrics You Should Be Tracking

When it comes to running a business and keeping your employees happy, there’s a lot that can go wrong. Each employee has different expectations from the workplace, some expect things you can’t provide, and others yet are leaving for unknown reasons. If this is the situation you find yourself in, it might be a good idea to start measuring employee engagement and try to avoid the problem before it arises.

What Is Employee Engagement?

Employee engagement?is an HR concept designed to explain the level of enthusiasm an employee has for their job. Engaged employees are dedicated, and care about the company beyond just their paycheck, actually taking an interest in the success of the company beyond what directly impacts them as an individual. This type of employee is committed to their job and seeks to do the best work possible.

When a workplace’s employee engagement is low, productivity isn’t the only thing to suffer. Low employee morale and satisfaction can lead to more burnout, lower retention, and of course, a much lower quality of work. This can take a huge toll on companies and employees alike, but fortunately, there are a number of ways to track employee engagement. Tracking engagement is crucial, as it lets you know when there seems to be a problem or worrying trend.

What Employee Engagement Metrics Should You Be Measuring?

There are many ways to track employee engagement and keep tabs on how your employees seem to be doing. The following are some of the most effective:

1. Employee Retention Rate

One of the very first metrics to focus on is your company’s employee retention rate. Companies with low retention rates usually also have lower employee engagement and vice versa. Low retention rates can be detrimental for businesses, as they not only suffer from a lack of talented employees to get tasks done and keep the company running, they also wind up losing the training and onboarding costs associated with each lost employee. This double whammy can be disheartening for employers, but it’s still necessary to keep track of it.

Good retention rates speak well on the workplace culture, treatment of employees, and the compensation of those employees, making it both much easier to keep current employees, as well as attract future ones. Retention rates vary by industry, so what is a good retention rate for some companies might be low for another, so do plenty of research into your sector, and what numbers you should be aiming for. Use this information to improve on those things bringing down your retention, and ask employees for their input as to what would benefit from a change.

2. Employee Productivity

Another important metric to keep an eye on is employee productivity. The percentage of your employees able to consistently deliver output is an important number to know, as there’s a definite relationship between employee productivity and employee engagement. There is no one right way to measure employee productivity, and how you go about it will vary.

Some of the most common ways of measuring employee productivity include measuring the number of objectives met, or the amount of profit earned. Depending on your specific industry, it might be more useful to measure productivity in terms of quantitative measurements, like number of reservations scheduled, amount of calls made, or number of items processed. However you decide to measure productivity, it can be useful in showing how engaged your employees are.

3. Employee Health Index

The employee health index measures the health- both physical and mental- of your employees, giving you insight into their general well-being. This includes things like burnout, fatigue, other physical and mental conditions, as well as any other health issue facing your employees. Employees with poor health, or who are experiencing burnout, aren’t going to be as engaged.

Keeping tabs on the well-being of your team, as well as any individual health concerns or burnout worries of employees is crucial. Check-in frequently with employees to make sure they’re in good health, as well as ask if there’s anything you can do to help make their workload more manageable, or otherwise make it easier for them to perform their job duties. Assessments are a good bet when measuring employee health index, as it gives employees the opportunity to honestly address high-stress levels, or overwhelming workloads, and gives you the chance to do something about it.

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Author - Staff Writer

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