EMPLOYEE ENGAGEMENT

In 2015, I implemented an employee Net Promoter Score (eNPS) system to measure and evaluate employee engagement. By asking one simple question: How likely are you to recommend your company as a place to work? We learned about our employee loyalty, satisfaction, and engagement.

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We conducted bi-annual eNPS surveys as a company health check and KPI to measure employee engagement. Our leaders and managers used this information to create action plans, drive change, and communicate improvements to the company. Essentially, we gave our employees a voice.

Quickly, we learned that eNPS wasn’t enough. We began to add other data such as regrettable turnover, Glassdoor reviews, participation rates, and unique engagements as indicators of healthy and engaged employees.

If you are interested in measuring employee engagement, ask yourself the following:

• What does employee engagement mean at your company, and why does it matter?

• Do your employees trust you to tell the truth, and is your leadership ready to hear it?

• Will the feedback be a distraction, or something used to drive change?

• Is your organization ready?