Top 10 KPIs for measuring employee engagement
1. Employee NPS
Net Promoter Scores were originally introduced to measure the levels of satisfaction and loyalty of customers. They have since been adopted internally by progressive employers to ascertain the same information from their employees. So they ask the simple question, “How likely is it that you would recommend working at our company to a friend or colleague?”
Generally, the question is answered on a scale from 0 to 10, where anyone answering 0 to 6 is considered a detractor, answers 7 to 8 are considered passive, and 9 to 10 respondents are considered promoters.
2. Turnover Rate
The turnover rate reveals organizations’ ability to retain top talents. It measures the length of workers’ tenure. Usually, rates differ from one department or team to another, which helps employers identify focus points and key issues.
3. Successful hires after a trial period
This indicator shows the percentage of people who stay in the organization after their trial period, which can speak strongly about the successful onboarding processes. If employees are leaving after the first 3 to 6 months, this can either mean that they were not the right fit for the job or that the company failed to integrate them into the team.
4. Internal Promotion Rate
One of the main drivers for employee engagement is the opportunity for professional growth within the organization. This highlights the importance of the internal promotion rate, as it represents the ability of organizations to keep top performers.
If your emphasis is on human resource management, you might want to consider the Internal Hire Rate (employees switching positions internally) and Internal Employee Referral Hire Rate (new hires acquired after an employee suggestion).
5. Employee satisfaction index (ESI)
Using this indicator, organizations are able to measure the link between employee satisfaction and customer experience. Unlike NPS, the satisfaction index is based on more than one question, but they are still answered on a scale of 1 to 10. The results may differ from 0 to 100, where a higher score indicates a more satisfied employee.