9 important Employee engagement metrics


The time has changed from dragging yourself to work to working with passion. But, passion by itself is not enough to motivate oneself to work, it’s also the responsibility of the management to provide and respond to the needs of the employees to keep them highly engaged and help them improve their performance in return.

Employee engagement is a term often confused with performance. The engagement scores show the likeliness of an individual sticking around a company and their involvement in company affairs when the management shows an interest to be there for their employees.

Here are 9 metrics you should be aware of

Net Promoter Score:

ENPS or Employee Net Promoter Score is the score calculated for each individual ranging between 0-10. ENPS helps in understanding the loyalty of the employee and also their support in promoting the company to others.

If the score is,

  • below 6, they are called detractors. They are less likely to recommend your organisation.
  • between 7 -8, they are passives.
  • Above 8, they are termed as promoters. Promoters are the ones who are enthusiastic and loyal in promoting the company.

Passives don’t have much impact on the score as the NPS is calculated by subtracting the percentage of detractors from the promoters.

Peer relationship:

Relationship is measured in a company in two ways. 360 degree and 180 degree feedback.

  • 360 degree feedback is a collective feedback on an employee from every other employee. This includes the people they haven’t worked with as well.
  • 180 degree feedback narrows the circle and gets feedback from the people who the individual has directly worked with.

180 degree feedback helps a lot with understanding the working of the employee, identify any drawbacks in the work manner, and the involvement with the team.

Employee participation:

Employee participation is a key factor to determine the involvement of the employee with the company. Innovation, Teamwork˙ and Collaboration are some of the key factors in the employee participation. To gain more insight on this read this.


Communication factor cannot be defined in numbers, but it can be evaluated in performance reviews and one-on-ones. An Ice breaker for the communication between the employees and managers can be group excursions, activities, relaxed one-on-ones, team lunches and outside the office engagements.

The progress in communication is when you can learn about employee satisfaction and problems through the concerned and when you reflect on taking the necessary steps to address them.


Performance is a completely different metric that is important to be accessed. But, there is a connection between engagement and performance metric. As the engagement of an employee and performance are directly proportional, you can see that a person who engages more with company has an improvement in the performance as well.

Performance can be defined using the 9 grid method.


Environment is also a factor that cannot be depicted in terms of number. But environment plays a major role in defining the engagement of your employee. There are lot of boos, articles, white papers and studies published on how a good workplace environment boosts engagement and productivity.

An open and high functioning environment, where the team can interact openly and where there is balance between work and activity, has seen a better engagement and productivity.


Surveys are underappreciated channels that open up communication. Obtaining data and metrics prepared from survey responses from employees helps managers in defining the perception of the employees over a certain issue.

Anonymous surveys are more effective. People tend to open up more about problems that they feel might get them into tricky situations when voiced out. Reports show that surveys are one of the ways where communication and understanding begin in a company.


Growth factor shows the progress of an employee. They are interpreted as appreciation. When a manager notices that there has been no growth in an individual, especially if there is a drop in the performance, it is time to consider giving some token of appreciation. Everyone expects grow exponentially over a period of time and the prospect of growth motivates people to engage well with the company.


Satisfaction score can be calculated from surveys, one-on-ones and responses to feedback. Their positivity in the tone in response to different sectors can be taken as inputs to define their satisfaction.

When asked a question about their growth, the more positive they sound the more satisfied they are said to be. Every factor influence the other in some way.

This is a companion discussion topic for the original entry at https://understandbetter.co/blog/9-important-employee-engagement-metrics/