Employee engagement is among the most telling indicators of an organisation’s health. And although employee engagement surveys are one of the best ways to measure employee engagement, there are multiple ways to measure engagement.
The employee experience spans the entirety of the employee journey, from the first interview to offboarding. So if you want to understand engagement at your organisation holistically, you need to measure and track engagement across all points of the employee lifecycle.
To help you get started, we’ve compiled a brief list of useful metrics to help you measure employee engagement.
Talent acquisition metrics
Use these metrics to understand and expedite your approach to talent acquisition:
1.) Time to fill: Time to fill describes the time it takes for a company to fill a job opening, from the initial job posting to the candidate accepting the offer. This metric helps organisations understand and optimise their hiring process.
2.) Time to hire: Time to hire describes the amount of time it takes for a candidate to accept their offer of employment, beginning from when they apply for the job. This metric allows HR teams to understand the pace of the hiring process and whether bottlenecks exist.
Onboarding metrics
Onboarding metrics help organisations discern, at an early stage, how successfully the hiring process went and whether the onboarding process is setting employees up for success.
3.) Quality of hire: Quality of hire judges how successful a new hire is in their role. Organisations measure the quality of a hire using indicators such as pre-hire assessments, performance ratings, and manager feedback. This metric is beneficial for helping HR evaluate whether they’re successfully hiring the right people for the right roles.
4.) Early turnover rate: Early turnover rate assesses how many employees leave the company within one year. When the early turnover rate is exceptionally high, this metric can suggest fundamental issues beyond insufficient onboarding, such as lack of role clarity or poor management.
Employee experience metrics
The employee experience encapsulates what people encounter and observe over the course of their tenure at an organisation. Use the following metrics to better understand employees’ overall sentiment about working at your organisation:
5.) eNPS: eNPS stands for Employee Net Promoter Score (eNPS). This metric (usually measured on a scale of 1-10) assesses whether someone would recommend their company to a friend, family member, or peer. At Culture Amp, we incorporate the ePNS straight into our employee engagement surveys (“I would recommend [Company] as a great place to work.”)
6.) Voluntary turnover rate: Voluntary turnover happens when employees voluntarily leave their roles. Voluntary turnover can be costly, ranging between 30% to 200% of the departing person’s salary. Moreover, this type of turnover often disrupts succession planning and increases the workload for remaining employees – especially if there’s no plan to backfill the role. This metric can help HR teams isolate engagement issues among specific managers, teams, and departments.
7.) Involuntary turnover rate: Involuntary turnover happens when employees are let go after consistently falling short of performance expectations. Like the “quality of hire metric,” this metric can help you identify weaknesses in talent acquisition or the broader employee experience.
Get a more holistic understanding of the employee experience
Every point of the employee journey plays a fundamental part in shaping an employee’s level of engagement. By keeping a firm on the various employee experience touchpoints that make up the employee lifecycle, you can more accurately track employee engagement and prioritise the high-impact actions that matter most to your people.
For even more ways to listen to your employees and learn how to improve engagement at your organisation, check out the Understanding Your Employees Toolkit.
Source: Culture Amp
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