![Employee Engagement KPIs Employee Engagement KPIs](https://cdn.lumapps.com/2020/06/employee-engagement-kpi.jpg)
![Employee Engagement KPIs Employee Engagement KPIs](https://cdn.lumapps.com/2020/06/employee-engagement-kpi.jpg)
Top 10 Employee Engagement KPIs
Communication managers might still wonder how to champion employee engagement to the rest of the organization, but multiple studies have already proven its effects on business goals. See how using the right measurements can help create an effective strategy to improve engagement.
How to Define Employee Engagement KPIs
Contrary to business units like sales, production or advertisement, employee engagement can’t be measured easily with quantifiable data. This complicates the process of estimation and analysis.
Employee engagement boosts loyalty and performance. It can also influence and support key operational objectives, by improving productivity. This is where industry KPIs can provide benchmarks and guidelines for better and more effective analysis.
Choosing your key performance indicators, such as measuring employee satisfaction, is the first step towards measurable improvement. The question is, how do you choose the right ones? We can’t provide a cheat sheet, because each business is different and KPIs depend on companies’ objectives, size, activity, etc. What we can provide you with is a starter list of indicators that you should consider when defining your KPIs and you can adjust them to your business.
Employee Engagement
Time to start or overhaul an engagement strategy? Capitalize on Employee Engagement Opportunities.
![Employee Engagement White Paper](https://cdn.lumapps.com/2022/07/EN WP - Employee Engagement-thumbnail-min.jpg)
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.
Employee Engagement
Time to start or overhaul an engagement strategy? Capitalize on Employee Engagement Opportunities.
![Employee Engagement White Paper](https://cdn.lumapps.com/2022/07/EN WP - Employee Engagement-thumbnail-min.jpg)
6. Online company ratings
Similar to product review websites, there are multiple public sites that allow employees to review their employers. Ratings range from 1 to 5, which provides insight into the opinions of current and previous employees. Make sure to create an internal communication campaign to encourage reviews on similar platforms.
7. Active intranet users
In the digital workplace, active intranet users are an excellent measure of engagement. The analytics featured in internal communication tools can give insights on employees’ posts, likes, comments and overall information consumption. Users are considered ‘active’ when they connect at least once per day. This measurement can also be compared over time, to follow each employee’s onboarding and maturing phase.
8. Active employee social ambassadors
Creating effective brand ambassadors can be hard if the overall employee engagement level is low. One indicator you should follow is the willingness of employees to share corporate news outside of their professional network. Tracking employee social activity can be tricky, but the use of internal employee advocacy tools can help. Similar to active intranet users, active ambassadors are those who have shared any content at least once per a given period.
9. Employee Suggestion Box Results
Collecting employee feedback is just as important as actually implementing suggestions. The first indicator of engagement here is the number of actual participants. The second type of information that can be extracted is the number of valuable suggestions aiming for productivity enhancement.
10. Absenteeism
Absenteeism is closely linked to employee satisfaction. Not showing up for work is an issue for both employees and everyone else on the team. Once someone is falling behind or missing, the whole team may suffer in their work, resulting in a diminished employee experience. A high absenteeism rate can speak to low motivation and low productivity in the workplace.
Measure the things that matter for your employees’ professional development. Strive to strengthen and grow employee experience through every key performance indicator. Define your measurements well and adjust each indicator to support a given business objective.
Other KPIs for employees :
- Percentage of Engaged Workforce: Quantifies the proportion of highly engaged employees, reflecting the effectiveness of engagement strategies.
- Performance Indicators for Employees: Specific metrics tailored to individual roles, measuring contributions to team goals, productivity, and work quality.
- Performance Indicators for Employers: Employee Net Promoter Score (NPS) for instance
- Employee Retention and engagement Rate: Measures the organization's ability to retain talent, indicating the effectiveness of its engagement and satisfaction initiatives, reflected by the percentage of employees and team members that stay with the company.
- Customer Satisfaction Linked to Employee Engagement: Correlates employee engagement factors and levels with customer satisfaction metrics, highlighting the impact of employee engagement and morale on service quality.
- Training and Development Opportunities: Monitors the availability and uptake of professional development programs, emphasizing the organization's investment in employee growth.
- Work-life balance...
LumApps is the leading tool for managing and enhancing these KPIs by ensuring continuous feedback, recognition, and professional development. It provides a centralized platform for monitoring these metrics, engaging employees through personalized content, and driving initiatives to improve employee engagement and job satisfaction.
In conclusion, the strategic application of employee engagement metrics and employee KPIs is pivotal for building a company culture synonymous with high performance, satisfaction, and loyalty. LumApps’ tool is invaluable in this endeavor. With LumApps, organizations can meet the current needs of their workforce and be in a position to adapt and thrive in the future.
Employee Engagement
Time to start or overhaul an engagement strategy? Capitalize on Employee Engagement Opportunities.
![Employee Engagement White Paper](https://cdn.lumapps.com/2022/07/EN WP - Employee Engagement-thumbnail-min.jpg)
Discover our latest content on Employee Engagement
- What is Employee Engagement? Benefits, Strategies & Steps
- Why is Employee Engagement so Important? TOP 20 Benefits
- Best 15 Employee Engagement Strategies in 2023
- What is Brand Advocacy? How do You Build and Drive it?
- 10 Steps to Create a Strong Employee Engagement Action Plan
- 30 Employee Engagement Best Practices to Follow in 2023
- 15 Key Factors Influencing Employee Engagement in 2023
- 50+ Employee Engagement Ideas and Strategies for Companies
- Top 10 Employee Engagement KPIs: The Metrics to Measure
- 15 Best Features for Your Employee Engagement Software
- Top 30 Questions to Conduct an Employee Engagement Survey
- 20 Easy Ways to Motivate Employees
- Top 10 Employee Retention Strategies & Ideas to Set up
- Employee Social Advocacy for HR and Recruiters
- 10 Great Ways to Empower Frontline Employees | LumApps
- How Employee Advocacy Can Help Your Brand Build Trust
- How to measure employee satisfaction: Best methods and key metrics to track
- How to Boost Morale at Work? 30 Strong Ideas
- 15 Proven techniques to keep employees engaged and motivated
- The HR Guide to Effective Employee Engagement Metrics
- Top 10 Ways to Improve Employee Satisfaction
- Social Advocacy for Business Benefits
- 6 Tips To Build a Strong Employee Advocacy Program
- 30+ Virtual Team Building Activities for Companies in 2023
- Employee Advocacy on Social Media: Benefits, Examples & Strategies
- What is Employee Retention and How to Manage it?
- A Guide for Reducing Employee Turnover
Effectively measuring employee performance demands a balanced approach that includes both quantitative and qualitative assessments. Key performance indicators (KPIs) such as productivity metrics, work quality, work-life balance, adherence to deadlines, and contributions to team goals provide essential data points. Qualitative evaluations, like peer reviews, manager evaluations, and various surveys including employee engagement and pulse surveys, add depth with detailed insights.
LumApps enhances this comprehensive evaluation by offering platforms that deliver continuous feedback and performance tracking, seamlessly integrating with performance management systems for a complete overview of employee performance. This integration ensures businesses can effectively monitor and enhance their workforce productivity.
Setting up realistic objectives and KPIs for employees involves aligning individual goals with broader organizational objectives. This ensures clarity, attainability, relevance, and time-bound criteria, and it's crucial to involve employees in the goal-setting process to encourage ownership and commitment to their objectives.
LumApps supports this process by providing tools for transparent communication of organizational goals, collaborative goal setting, and regular updates on progress to keep employees aligned and focused on their targets.