ali khan
Ali Khan
Published On
March 21, 2024
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How to Measure Employee Engagement: 10 Proven Strategies for 2024

Hey there, HR pros and company leaders! 

Employee engagement has become a top priority for human resources (HR) leaders and people managers in recent years. And for good reason - highly engaged employees are more productive. They drive higher customer satisfaction, and have lower turnover.

But with the changing times, traditional methods of measuring engagement may no longer suffice.

Not engaged or actively disengaged employees account for approximately $1.9 trillion in lost productivity.

Having spent 6 years in employee feedback and surveys, I've seen firsthand the impact of strong engagement. 

In this blog, I'll walk you through 10 proven strategies to effectively measure engagement in your organization.

What we'll cover:

  • Everything from surveys and focus groups to metrics and best practices really moves the needle.
  • Plus, I'll share some real-world examples and case studies to show you these techniques in action.

And foster a culture of engagement that drives business success.

By the end of this guide, you'll have a set of engagement measurement strategies you can apply today.

So grab a cup of coffee, settle in, and let's dive in.

First, we’ll take a brief look at what Employee Engagement is. 

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What Is Employee Engagement and Why Is It Important to Measure?

Employee engagement refers to the emotional connection and commitment an employee has towards their work and the organization. 

Engaged employees are passionate about their jobs, motivated to contribute to the company's success, and willing to go the extra mile. 

Measuring employee engagement is crucial because it provides valuable insights into the health of your organization. 

By understanding engagement levels, you can 

  • identify areas of strength and weakness, 
  • make informed decisions to improve the employee experience, and 
  • ultimately drive business outcomes.

Moreover, measuring employee engagement helps you:

  1. Keep your best employees by finding and improving what makes them happy and loyal. Highly engaged teams can be 21% more productive.
  2. Create a good workplace environment that keeps and attracts the best employees.
  3. Improve customer happiness and loyalty by having engaged employees who provide great service. They drive a 10% increase in customer metrics.
  4. Use data to make smart choices on where to focus efforts and resources to improve employee engagement.

How to Measure Employee Engagement Levels? 

Let’s ditch the guesswork! 

Here are five powerful methods to get a clear picture of employee engagement in your company:

Employee Engagement Surveys

Employee engagement surveys are one of the most common and effective tools for measuring engagement. 

These surveys are a starting point to see how employees feel over time. Ask questions about:

  • Satisfaction with job role, growth opportunities
  • Connections to manager, team, and organizational leadership
  • Access to tools and resources
  • Workplace culture/ alignment with company values
  • Overall engagement and motivation levels  

Ideally, surveys should be short, simple, and conducted at least twice a year. And try to keep answers anonymous so people are honest.

Here’s how you can create an engaging employee survey in just 4 steps in Wrenly 👇

  1. Create your questions 🔨
Steps to create employee survey in
  1. Wondering what to ask? Use Wrenly suggestions 💡
Steps to create employee survey in
  1. Pick your set of questions 
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  1. Pick your audience who should receive the survey! 👪
Steps to create employee survey in
  1. Schedule your survey 🗓️
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  1. Finalize by adding title and description of the survey 🥂
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  1. Analyze your survey results in the Wrenly dashboard 🔎
Steps to create employee survey in wrenly

To understand better here’s a video of me creating an engaging employee survey:

Do a big employee survey every year, and shorter check-ins every quarter to see if anything changes. 

Pulse Surveys

Pulse surveys are quick check-ins that ask about specific parts of the job. Short surveys let managers check in on employee morale and fix problems fast.

Use easy-to-read reports to see how things are going and if anything needs attention. Ask specific questions about recent changes to see how they're affecting employees.

Pulse surveys can be done through various channels, such as email, mobile apps, or even in Slack or Microsoft Teams. 

By regularly checking the "pulse" of your organization, you can stay proactive in managing engagement and make timely adjustments to your strategies.

One-on-One Meetings

One-on-one meetings between managers and their direct reports provide a valuable opportunity to discuss engagement on a personal level. 

Quick chats with employees help bosses understand what's going on and fix any problems. This keeps employees happy and engaged.

Good one-on-ones mean listening to employees' concerns and taking action. This shows you care and builds a positive work environment, boosting engagement.

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Focus Groups

Focus groups bring together a small group of employees to discuss specific topic related to engagement. They can be about the company culture, leadership, or career development opportunities.

For example, gather employees affected by a recent merger. Or, pull together top talent to explore drivers for retention. 

These sessions provide a platform for employees to share their experiences, ideas, and suggestions in a collaborative setting. 

Group discussions can give you extra details alongside survey answers, helping you see what really gets employees engaged (and what doesn't).

Detailed talks with some employees can help you understand bigger issues. Use what you learn to improve your engagement plan. Do these talks every 6 months or so, depending on what's needed.

Employee Net Promoter Score (eNPS)

The Employee Net Promoter Score (eNPS) is a simple yet powerful metric that measures an employee's likelihood to recommend their company as a place to work. 

Employees are asked to rate their likelihood on a scale of 0-10, and the responses are categorized into promoters (9-10), passives (7-8), and detractors (0-6). 

The eNPS is calculated by subtracting the percentage of detractors from the percentage of promoters. A high eNPS indicates strong employee engagement and loyalty, while a low score suggests the need for improvement. 

You can keep track of the employee Net Promoter Score (eNPS) to see how engagement changes over time. This score also helps you compare your company to others in your field.

What Are the Key Employee Engagement Metrics and KPIs?

In addition to the methods mentioned above, there are several key metrics and KPIs that provide valuable insights into employee engagement levels. By tracking these metrics, you can identify patterns, trends, and areas for improvement. 

Here are five essential engagement metrics to monitor:

Participation Rates

Participation rates measure the percentage of employees who actively engage in company initiatives, events, and programs. 

If lots of employees join training, volunteer stuff, or employee groups, it shows they're engaged. You can aim for 70% or higher.

High participation signals employees care about the company and are willing to share feedback.

It also indicates that employees are invested in the organization and are willing to contribute beyond their day-to-day responsibilities. 

Absenteeism and Turnover Rates

Absenteeism and turnover rates can provide valuable insights into employee engagement. High levels of absenteeism may indicate disengagement, burnout, or dissatisfaction with work conditions. 

Similarly, high turnover rates suggest that employees are not finding fulfillment or growth opportunities within the organization. 

Track absences, turnover, and performance (like sales or customer satisfaction). This can help you find problems and keep employees happy and productive.

Performance Metrics

Engaged employees tend to be more productive, efficient, and committed to delivering high-quality work. 

You can identify potential engagement issues within specific teams or departments by tracking performance metrics such as 

  • Sales figures, 
  • Customer satisfaction scores, or 
  • Project completion rates.

Also, regular check-ins with employees can help you spot those who seem unhappy. So, the managers can provide the necessary support and resources to re-engage them.

Employee Satisfaction Index

The ESI survey asks employees how happy they are with things like pay, benefits, work-life balance, and chances to grow. It gives you a score to see how things are overall.

ESI surveys typically ask employees to rate their satisfaction on a scale, and the results are averaged to create an overall index score. 

Tracking ESI over time can help you identify trends and prioritize initiatives that have the greatest impact on employee satisfaction and engagement.

Employee Engagement Index

The Employee Engagement Index (EEI) is a comprehensive metric that combines multiple engagement indicators. It includes job satisfaction, organizational commitment, and advocacy, into a single score. 

EEI surveys often include questions related to 

  • employees' emotional connection to their work, 
  • their willingness to recommend the company, and 
  • their intent to stay with the organization. 

By regularly measuring EEI, you can track the overall health of employee engagement within your company and compare your performance against industry benchmarks.

What Are the Best Practices for Employee Engagement Measurement?

It's essential to follow best practices that ensure the accuracy, reliability, and actionability of your data. 

Here are five key best practices to consider:

Combine Multiple Measurement Methods

Relying on a single measurement method can provide an incomplete picture of employee engagement. 

It is good to combine multiple methods, such as surveys, focus groups, and one-on-one meetings. So, you can gather a more comprehensive and nuanced understanding of engagement levels. 

This approach allows you to cross-validate findings, identify consistencies and discrepancies. And you gain better insights into the factors that drive engagement within your organization.

Segment Engagement Data

You can segment engagement data by demographics, job roles, departments, or locations. It can help you identify patterns and trends that may be specific to certain groups within your organization. 

After analyzing engagement levels across different segments. You can tailor your strategies and interventions to address the unique needs and challenges of each group. 

This targeted approach ensures that your engagement efforts are more effective. And they remain relevant to the diverse workforce within your company.

Industry Average Check

Knowing how engaged your employees are is great. But it's even better to see how your company compares to others in your field. 

This way, you can find areas where your company is doing well and areas where you can improve. 

Communicate Results and Action Plans

Measuring engagement is only the first step. It's equally important to communicate the results and action plans to your employees. 

You share the findings and outlining the steps you plan to take based on the insights gathered. This is how you demonstrate your commitment to creating a more engaging workplace. 

This transparency 

  • Builds trust, 
  • Fosters a sense of ownership, and 
  • Encourages employees to actively participate in the engagement process. 

Regular communication also helps maintain momentum and accountability. It ensures that engagement remains a top priority for your organization.

Continuously Monitor and Improve

Employee engagement is not a one-time initiative. It requires ongoing monitoring and continuous improvement. 

By adopting a continuous improvement mindset, you can stay proactive. You can address engagement challenges. And also seize opportunities to enhance the employee experience. 

Platforms like offer AI-powered insights and recommendations, helping you stay on top of engagement trends and make data-driven decisions.

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What Are the Common Challenges in Measuring Employee Engagement?

Measuring employee engagement is crucial for organizational success. But it's not without its challenges. 

Here are 4 common obstacles that you may face when measuring engagement:

Ensuring Anonymity and Confidentiality

Create safe spaces for honest feedback and respond constructively without blame or bias. You as leaders set the tone - acknowledge you don’t have all the answers and want collaborative problem-solving.  

Anonymity allows employees to share positive and constructive feedback. It helps overcome the group discussion bias. Look at what Stuart, CFO of a mid sized company has to say about anonymous feedback impact in his organization. 

Wrenly user review on G2

Overcoming Survey Fatigue

Make them short, low-frequency, mobile friendly instruments employees can complete discreetly. Clearly communicate the “why” and showcase how feedback spurs impact. You can also offer incentives when possible.

Addressing Low Response Rates  

You have to get leaders and managers on board to encourage participation. Make sure there's enough time during work to participate. And you can remind people in different ways - email, company website, team meetings.

Interpreting and Acting on Results

Take time to digest insights to craft an informed, phased roadmap supported by leadership and resources. Identify “quick wins” while developing longer-term strategies requiring more investment.

What Are the Latest Trends and Research in Employee Engagement Measurement?

As the workplace continues to evolve, so do the methods and technologies used to measure employee engagement. 

Here are four emerging trends and research findings that are shaping the future of engagement measurement:

Continuous Listening and Feedback

Continuous listening involves regularly gathering information on how employees feel, using different ways. 

This includes quick surveys (pulse surveys) to check on employees' mood. It analyzes the tone of what employees say (sentiment analysis). And using tools like for employees to share their thoughts openly or anonymously. 

This approach allows organizations to 

  • Stay agile, 
  • Respond quickly to emerging issues, and 
  • Foster a culture of open communication and continuous improvement.

Predictive Analytics and AI-Driven Insights

By analyzing vast amounts of data from multiple sources, AI-powered platforms can 

  • Identify patterns, 
  • Predict future engagement trends, and 
  • Provide actionable insights, for instance, uses AI to offer personalized recommendations and strategies. And it is based on your organization's unique data and benchmarks.

Gamification and Interactive Surveys

Interactive surveys that use multimedia, branching logic, and personalized questions can also help. It captures more nuanced and accurate insights while keeping employees motivated to provide feedback.

Surveys can be boring. But this way gets more details and keeps employees interested by making it like a game with challenges, rewards, and leaderboards.

Integration with HR Technology Platforms

Employee engagement measurement is becoming increasingly integrated with broader HR technology platforms.

So, it means companies can see the bigger picture of their employees' experience. For example, they can track how happy people are at work along with other HR stuff.

Wrenly makes it easy!  It works with popular chat apps like Slack and Teams. This lets employees give feedback and find resources right where they work.


Happy employees are good for business! This guide gives HR and managers easy ways to find out how employees are feeling. 

Employee engagement is not a one-time thing, but something you should always be doing. The most important thing is to keep things confidential so employees feel safe to be honest.

The key is to keep listening to your employees in different ways. This will help you spot problems early and fix them before they get bigger.  Once you know what's going on, give your managers the tools they need to make things better for their teams.

By focusing on keeping employees happy, you can create a great place to work where everyone wins!

Try Wrenly for free (no credit card details required) and create an engaging employee survey now! 🥂

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More Articles From Ali Khan

Ali is a co-founder of Wrenly known for his innovative thinking and exceptional drive to create value for every Wrenly customer. His dedication, mentorship, and leadership skills have not only shaped various careers but have also made him an invaluable asset to the Wrenly team.

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