It’s a fact: employee engagement is a source of fulfillment for associates and company performance. Yet this engagement is rarely measured precisely using the right tools. KPIs can give an idea of processes to be optimized and important factors to monitor.
While the NPS was originally created to measure customer satisfaction, it also has great internal applications. The idea is simple: ask employees if they “would recommend a position at the company to a friend,” on a scale of 1 (not at all) to 10 (absolutely). Those who give a score between 1 and 6 are considered “detractors,” those who give a 7 or 8 are considered “passive,” and those who give 9 or 10 are considered “promoters.” To obtain the NPS, simply subtract the number of detractors from promoters, and divide the sum by the number of respondents. The goal is to have a positive NPS, but also to observe its evolution over time.
This indicator is slightly more precise than the NPS, because it's based on three questions:
Here, responses are also given on a scale of 1 to 10. The ESI is calculated by dividing the average score by three and multiplying the result by 100. A high score indicates quality employee engagement.
Beyond these standardized indicators, the best option is to create a tailor-made questionnaire adapted to the company and its industry.
This is another interesting KPI. An employee turnover rate measures a company’s ability to retain their employees. This is an indicator that must be weighted according to its sector. Turnover rate should be calculated often, and can be done using the following formula:
(number of departures + number of arrivals within one year)/ 2
Total workforce on January 1st.
You can also look at the number of employees who stay after their probationary period—an indicator of the quality of company onboarding.
To the extent that the company communicates via social networks, it may be useful to evaluate employee engagement on these platforms, as well: comments on posts, number of shares, or number of likes. In addition, internal communication campaigns launched by email can be used to measure performance—by observing the open rate, click-through rate, and reactivity rate.
And finally, there’s no reason not to conduct an employee engagement campaign using email signature banners. This banner, visible on all internal emails, makes it possible to reach all employees effectively. And a centralized tool designed to manage these signatures facilitates gathering information on click-through rates.
Measuring employee satisfaction and engagement is a critical step for any permanent improvement strategy. In addition to instant reporting, these KPIs allow you to compare various communication campaigns, detect declining motivations, and act accordingly.