5 Metrics for Measuring Employee Engagement

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You may be wondering if your company is involved in teaching, psychiatry, social clubs, or hospitality, then why even think about employee engagement. Why should it matter if your employees are happy and satisfied?

It is common to leave employee engagement and satisfaction for your human resources or other related company functions, but it deserves better attention. And here’s why-

Satisfied employees = better finances

Happy employees are less likely to leave your company, they show up to work regularly, and they are more productive, all because they are motivated.

So, how can you measure if your employees are engaged in their work or not? Let’s find out.

When it is about measuring employee engagement, then there are two types- qualitative data and quantitative data. Always remember, in this respect, qualitative data is just as important as quantitative data.

  • Quantitative data is measurable, and it is only good for an overall gist of how your employees feel about their work and your organization.
  • Qualitative data is more about what your employees personally believe, and in this case, they can express what you want to hear rather than what they want to say.

Here are some metrics for measuring employee engagement:


This metric is essential because all this is for nothing if your employees are not satisfied.

You just have to measure how satisfied your employees are on a scale of 10. You can use a survey for this or ask them directly.

Some employees are not comfortable opening up in front of everyone, hence, for them, you can arrange a suggestion box. This will give you a bigger picture of actual employee engagement in your organization, and you can, in fact, help employees gain work satisfaction.


Productivity is the key, and it is the main motive businesses evaluate employee engagement in the first place.

But, before increasing productivity, you have to know it is low. You don’t need to carry out a survey or talk to your employees for this metric. You can simply look at the work they have delivered and figure out if the total productivity is less.

If it is low, then talk to your employees to find out the reason behind. Sometimes they may be going through hard times, or it could be anything else. Once you know the reason, you can find a solution.


Efficiency metricis related to timely work delivery, coming and leaving on time, using resources judiciously, and healthy co-worker relationships.

Although productivity and efficiency mostly go hand-in-hand, there is some difference. Most of the times efficient people are also productive, but that is not always true. We all know people who are always late, but their work is worth all the wasted time.

A little fluctuation is legit, but if it is too much, and especially if an employee was not like that earlier, then you need to clarify things here. This happens because sometimes some things bother your employees and they lose motivation to show up to the office.So, they come late, deliver late, and it all forms a vicious cycle.

Referral percentage

Referral refers to how many people your employees have referred for your organization. If this percentage is low, then you know you are going wrong somewhere. If this percentage is high, you are doing all the right things, and your employee engagement is great. However, if this percentage falls in between, then you need to involve the employees lacking engagement.


This is not really a metric, but you can judge a few things from training and other such engagement activities. If very few employees take part, then naturally your employee engagement is suffering. If the training is mandatory, but the crowd is dull, then also it means low employee engagement.

Try using training as a source of motivation. Arrange motivational sessions, engagement activities, spare a few hours for recreational activities, and most of all give your employees a chance to learn new things. Nobody likes to do the same work every single day, even people who immensely love their jobs keep trying new things. So, why not give a chance to your employees as well, you never know if you’ll find a hidden writer, salesperson, or a marketing expert.

In the end, the goal is to keep your employees motivated and engaged.

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Our inhouse authors have expertise in several areas of HR and Payroll. Their content contributions have been published in leading blogs, websites and print publications.

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