{"id":6712,"date":"2020-02-18T12:57:08","date_gmt":"2020-02-18T20:57:08","guid":{"rendered":"https:\/\/bwblogdev.wpengine.com\/how-to-measure-employee-engagement\/"},"modified":"2024-07-28T23:25:20","modified_gmt":"2024-07-29T06:25:20","slug":"how-to-measure-employee-engagement","status":"publish","type":"post","link":"https:\/\/www.betterworks.com\/magazine\/how-to-measure-employee-engagement\/","title":{"rendered":"How to Measure Employee Engagement"},"content":{"rendered":"\n<div class=\"wp-block-ht-block-toc  is-style-outline htoc htoc--position-wide toc-list-style-plain\" data-htoc-state=\"expanded\"><span class=\"htoc__title\"><span class=\"ht_toc_title\">Table of Contents<\/span><span class=\"htoc__toggle\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"16\" height=\"16\"><g fill=\"#444\"><path d=\"M15 7H1c-.6 0-1 .4-1 1s.4 1 1 1h14c.6 0 1-.4 1-1s-.4-1-1-1z\"><\/path><path d=\"M15 1H1c-.6 0-1 .4-1 1s.4 1 1 1h14c.6 0 1-.4 1-1s-.4-1-1-1zM15 13H1c-.6 0-1 .4-1 1s.4 1 1 1h14c.6 0 1-.4 1-1s-.4-1-1-1z\"><\/path><\/g><\/svg><\/span><\/span><div class=\"htoc__itemswrap\"><ul class=\"ht_toc_list\"><li class=\"\"><a href=\"#h-defining-employee-engagement\">Defining Employee Engagement<\/a><\/li><li class=\"\"><a href=\"#htoc-what-makes-employee-engagement-difficult-to-measure\">What Makes Employee Engagement Difficult to Measure?<\/a><\/li><li class=\"\"><a href=\"#htoc-rely-on-engagement-drivers-amp-defined-goals\">Rely on Engagement Drivers &amp; Defined Goals<\/a><\/li><li class=\"\"><a href=\"#htoc-ways-to-measure-employee-engagement1\">Ways to Measure Employee Engagement<\/a><ul class=\"ht_toc_child_list\"><li class=\"\"><a href=\"#htoc-surveys\">Surveys<\/a><\/li><li class=\"\"><a href=\"#htoc-one-on-ones\">One-on-Ones<\/a><\/li><li class=\"\"><a href=\"#htoc-small-group-discussions-amp-focus-groups\">Small-Group Discussions &amp; Focus Groups<\/a><\/li><li class=\"\"><a href=\"#htoc-interviews-across-the-employee-journey\">Interviews Across the Employee Journey<\/a><\/li><li class=\"\"><a href=\"#htoc-hr-consulting-providers\">HR Consulting Providers<\/a><\/li><li class=\"\"><a href=\"#htoc-employee-recognition\">Employee Recognition<\/a><\/li><li class=\"\"><a href=\"#htoc-metrics\">Metrics<\/a><\/li><\/ul><\/li><li class=\"\"><a href=\"#htoc-measuring-employee-engagement-best-practices-amp-common-mistakes\">Measuring Employee Engagement: Best Practices &amp; Common Mistakes<\/a><\/li><li class=\"\"><a href=\"#htoc-after-you-ve-measured-engagement\">After You\u2019ve Measured Engagement<\/a><\/li><\/ul><\/div><\/div>\n\n\n\n<p>It\u2019s one thing to say <a href=\"https:\/\/www.betterworks.com\/12-employee-engagement-ideas-to-keep-your-team-happy\/\">employee engagement<\/a> is critical to an organization\u2019s success but another to actually measure and improve it. Much like the adage about a tree falling in the woods, how can a company know if its <a href=\"https:\/\/www.betterworks.com\/13-key-drivers-of-employee-engagement-you-should-know\/\">employee engagement<\/a> strategy is working if it can\u2019t accurately measure the results?<\/p>\n\n\n\n<!--more-->\n\n\n\n<p>To give HR professionals and leadership deeper insights on measuring <a href=\"https:\/\/www.betterworks.com\/magazine\/12-employee-engagement-ideas-to-keep-your-team-happy\/\">employee engagement<\/a>, we\u2019re going to discuss all of the relevant factors, including:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The definition of <a href=\"https:\/\/www.betterworks.com\/magazine\/13-key-drivers-of-employee-engagement-you-should-know\/\">employee engagement<\/a><\/li>\n\n\n\n<li>What makes it difficult to measure<\/li>\n\n\n\n<li>Using engagement drivers and defined goals<\/li>\n\n\n\n<li>Ways to measure employee engagement<\/li>\n\n\n\n<li>Best practices &amp; common mistakes when <a href=\"https:\/\/www.betterworks.com\/improving-employee-engagement-with-slack-bot-surveys\/\">measuring employee engagement<\/a><\/li>\n\n\n\n<li>What to do after you\u2019ve measured engagement<\/li>\n<\/ul>\n\n\n\n<p>Whether your company is new to <a href=\"https:\/\/www.betterworks.com\/magazine\/12-employee-engagement-ideas-to-keep-your-team-happy\/\">employee engagement<\/a> or trying to retool an existing <a href=\"https:\/\/www.betterworks.com\/employee-action-plan-examples-to-jumpstart-your-engagement-strategy\/\" target=\"_blank\" rel=\"noopener noreferrer\"><u>engagement strategy<\/u><\/a>, our thoughts on measuring engagement levels will help you track your progress toward reaching your goals and vision. As you\u2019ll see, greater productivity, lower turnover rates, and an improved culture aren\u2019t as far away as you might think.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-defining-employee-engagement\">Defining Employee Engagement<\/h2>\n\n\n\n<p><a href=\"https:\/\/www.betterworks.com\/employee-engagement\/\">Employee engagement<\/a> is about commitment and a shared vision. It\u2019s the connection your employees feel towards their work, co-workers, and your organization. When employees are highly engaged, they feel motivated to succeed, recognizing that their efforts are an important piece to the overall puzzle. Conversely, low engagement levels correlate with poorer productivity, an unsatisfying employee experience, and unfulfilling culture.<\/p>\n\n\n\n<p>Just how essential is employee engagement to an organization? <a href=\"https:\/\/advisory.kpmg.us\/content\/dam\/advisory\/en\/pdfs\/2019\/employee-experience-personal-customized.pdf\" target=\"_blank\" rel=\"noopener noreferrer\"><u>Research indicates<\/u><\/a> that companies with highly engaged employees have 36% <a href=\"https:\/\/www.betterworks.com\/third-bridge-uses-employee-feedback-to-increase-retention-upskill-during-rapid-growth\/\">greater retention rates<\/a> and outperform their competition by 147%. Suffice it to say, employee engagement can be a significant competitive edge for companies that know how to harness and measure its power.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"htoc-what-makes-employee-engagement-difficult-to-measure\">What Makes Employee Engagement Difficult to Measure?<\/h2>\n\n\n\n<p>Qualitative data points like <a href=\"https:\/\/www.betterworks.com\/magazine\/12-employee-engagement-ideas-to-keep-your-team-happy\/\">employee engagement<\/a> levels are naturally difficult \u2013 but in no way impossible \u2013 to accurately measure. Since engagement largely depends on extremely nuanced factors like emotion, transforming that information into actionable data can be both time consuming and inaccurate, at least when relying on traditional manual methods.<\/p>\n\n\n\n<p>Further, an effective engagement strategy will typically have quite a few moving parts, and, to paraphrase another old saying, your strategy is only as strong as its weakest link. If any of the following steps fail, then the strategy will yield inaccurate results:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Design concise, <a href=\"\/13-employee-engagement-survey-questions-backed-by-academic-research\" target=\"_blank\" rel=\"noopener noreferrer\"><u>insightful survey questions<\/u><\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/blog.hubspot.com\/marketing\/form-builder-tools\" target=\"_blank\" rel=\"noreferrer noopener\">Distribute the surveys<\/a> within the flow of work for <a href=\"\/how-to-increase-employee-survey-response-rates-participation\" target=\"_blank\" rel=\"noopener noreferrer\"><u>maximum participation<\/u><\/a><\/li>\n\n\n\n<li>Collect and analyze the feedback<\/li>\n\n\n\n<li>Create action plans based on the feedback<\/li>\n\n\n\n<li>Implement action plans<\/li>\n<\/ol>\n\n\n\n<p>Any misstep along the way can skew the survey results and give misleading information to your decision-makers. That\u2019s why it\u2019s so important for companies to take an organized, informed, and calculated approach to <a href=\"https:\/\/www.betterworks.com\/magazine\/12-employee-engagement-ideas-to-keep-your-team-happy\/\">employee engagement<\/a>, using tools that allow them to automate the process.<\/p>\n\n\n\n<figure class=\"wp-block-image\"><img decoding=\"async\" src=\"https:\/\/cdn2.hubspot.net\/hubfs\/2242239\/blog%20images\/Hyphen_InternalGFX_1000x000_a.png\" alt=\"Process Automation\"\/><\/figure>\n\n\n\n<p>Without the benefit of <a href=\"\/critical-steps-to-make-the-first-month-with-employee-engagement-software-a-success\" target=\"_blank\" rel=\"noopener noreferrer\"><u>properly implemented technology and processes<\/u><\/a> to propel the strategy forward, the logistics alone are enough to either severely hamper or downright destroy even the best of intentions. This is particularly true for good-sized organizations that generate massive amounts of feedback data that changes with every survey.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"htoc-rely-on-engagement-drivers-amp-defined-goals\">Rely on Engagement Drivers &amp; Defined Goals<\/h2>\n\n\n\n<p>We don\u2019t mean to imply that measuring engagement is so challenging that it\u2019s hardly worth the effort. In fact, choosing the right engagement platform, educating your employees on the importance of feedback and engagement, and using the right engagement tools all go a long way in creating an overall strategy that yields in-depth, timely, and accurate results. Providing employees with a forum to voice their opinions and concerns, listening to that voice, and taking action on their input are all integral parts of an effective engagement strategy.<\/p>\n\n\n\n<p>To that point, an engagement survey is just one of the different tools available to measure engagement levels, albeit an essential one. Therefore, much \u2013 but not all \u2013 of your engagement strategy\u2019s success depends on precise, insightful questions that allow you to identify and explore issues and trends within your organization. When using a, engagement survey, the first step in effectively measuring engagement levels is to ensure that your feedback stems from the right set of questions to begin with. Otherwise, you\u2019re not even measuring the correct data points.<\/p>\n\n\n\n<p>That\u2019s why we developed our <a href=\"\/transform-your-workforce-into-a-powerful-asset-with-hyphens-employee-engagement-framework-templates\" target=\"_blank\" rel=\"noopener noreferrer\"><u><em>Employee Engagement Framework &amp; Survey Templates<\/em><\/u><\/a>, to give companies survey questions rooted in cutting-edge research from industry leaders. Whether you use our templates or create your own questions, however, basing your surveys on these <a href=\"\/13-key-drivers-of-employee-engagement-you-should-know\" target=\"_blank\" rel=\"noopener noreferrer\"><u>13 different engagement drivers<\/u><\/a> we\u2019ve identified as critical to improving engagement levels, will help ensure your feedback is insightful and comprehensive.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Engagement<\/li>\n\n\n\n<li>Company performance<\/li>\n\n\n\n<li>Leadership<\/li>\n\n\n\n<li>Management<\/li>\n\n\n\n<li>Collaboration &amp; teamwork<\/li>\n\n\n\n<li>Communication<\/li>\n\n\n\n<li>Workload<\/li>\n\n\n\n<li>Purpose<\/li>\n\n\n\n<li>Meaningful work<\/li>\n\n\n\n<li>Environment<\/li>\n\n\n\n<li>Feedback &amp; recognition<\/li>\n\n\n\n<li>Growth<\/li>\n\n\n\n<li>Benefits<\/li>\n<\/ul>\n\n\n\n<p>Aside from rooting your surveys in these drivers, starting with distinct goals is another crucial factor in creating measurable results. An <a href=\"https:\/\/www.betterworks.com\/employee-engagement\/\">employee engagement strategy<\/a> is just like any other initiative your organization undertakes, needing well-defined targets to inform your decisions and guide your progress.<\/p>\n\n\n\n<p>Once you\u2019ve identified goals and begin implementing your <a href=\"https:\/\/www.betterworks.com\/ways-craft-ultimate-employee-engagement-strategy\/\" target=\"_blank\" rel=\"noopener noreferrer\"><u>engagement strategy<\/u><\/a>, make it a habit to revisit your goals periodically. After your initial survey, subsequent polls and pulse surveys, or even after reading employer reviews on social media or employment websites are ideal times to check your progress. The entire process should be fluid and agile, where you make needed changes along the way for course correction.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"htoc-ways-to-measure-employee-engagement1\">Ways to Measure Employee Engagement<\/h2>\n\n\n\n<p>Although we\u2019ve focused on survey-driven concepts thus far, a survey strategy is only one way to measure engagement in your company \u2013 albeit a critical one. Let\u2019s look at the different ways you can measure <a href=\"https:\/\/www.betterworks.com\/magazine\/13-key-drivers-of-employee-engagement-you-should-know\/\">employee engagement<\/a> in your organization.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"htoc-surveys\">Surveys<\/h3>\n\n\n\n<p>Surveys are the primary means to measure <a href=\"https:\/\/www.betterworks.com\/magazine\/12-employee-engagement-ideas-to-keep-your-team-happy\/\">employee engagement<\/a>. The initial, longer-form survey, as well as quick follow-up pulse surveys and polls, allow you to probe specific issues over time and across the entire organization without human bias.<\/p>\n\n\n\n<p>Using a small number of open-ended questions in your surveys can reveal even deeper insights, expressed through an employee\u2019s own words, than strictly sticking to the Likert scale or something similar. Assuming you\u2019re using a capable analytics platform with integrated <a href=\"\/drive-smarter-insights-from-employee-feedback-with-machine-learning-nlp\" target=\"_blank\" rel=\"noopener noreferrer\"><u>natural language processing (NLP) and machine learning<\/u><\/a>, you can then convert that open-ended feedback into trackable, quantitative data.<\/p>\n\n\n\n<p>Likewise, you can integrate <a href=\"https:\/\/blog.hubspot.com\/service\/enps\" target=\"_blank\" rel=\"noopener noreferrer\"><u>employee Net Promoter Score<\/u><\/a> (eNPS) questions into your survey strategy to consistently gauge the many different factors and drivers needed for engagement. Just like using NPS with customers, eNPS-based questions will help you measure things like loyalty and satisfaction over a period to identify trends and areas for improvement.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"htoc-one-on-ones\">One-on-Ones<\/h3>\n\n\n\n<p>Conducting frequent one-on-one meetings with managers is a more productive and effective form of the traditional annual review. It provides employees with a consistent forum to voice concerns, provide feedback, and, from the manager\u2019s perspective, create a valuable touchstone with his or her team members.<\/p>\n\n\n\n<figure class=\"wp-block-image\"><img decoding=\"async\" src=\"https:\/\/cdn2.hubspot.net\/hubfs\/2242239\/blog%20images\/Hyphen_InternalGFX_1000x000_b.png\" alt=\"Touchstones\"\/><\/figure>\n\n\n\n<p>Further, as part of a continuous feedback collection strategy, these regular check-ins become crucial in maintaining a healthy, productive, and communicative relationship between a manager and his or her team members. Naturally, this type of relationship lends itself to <a href=\"https:\/\/blog.flipsnack.com\/company-newsletter-templates\/\" target=\"_blank\" rel=\"noreferrer noopener\">greater employee engagement<\/a>, job satisfaction, productivity, and a variety of other benefits.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"htoc-small-group-discussions-amp-focus-groups\">Small-Group Discussions &amp; Focus Groups<\/h3>\n\n\n\n<p>These discussions provide many of the same benefits as one-on-ones but only from a broader point of view. Managers can run a guided discussion on a specific topic or area of concern that might have stemmed from survey results. It\u2019s a way to drill further down into issues through an open forum format.<\/p>\n\n\n\n<p>This is another area where technology can help managers maximize results, using <a href=\"https:\/\/www.betterworks.com\/the-best-employee-engagement-software-every-hr-leader-should-use\/\" rel=\"noopener noreferrer\"><u>digital solutions<\/u><\/a> to drive these discussions and feedback sessions. In doing so, these tools give organizations the ability to measure sentiment through the feedback conversations, also providing every group member an equally powerful voice.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"htoc-interviews-across-the-employee-journey\">Interviews Across the Employee Journey<\/h3>\n\n\n\n<p>Everyone has heard of exit interviews. They\u2019re a mainstay with organizations that want honest feedback on the <a href=\"https:\/\/peoplespheres.com\/employee-experience-everything-you-need-to-know\/\" target=\"_blank\" rel=\"noreferrer noopener\">employee experience<\/a> from people that are no longer as concerned about retribution or negative consequences on their career. However, collecting feedback from <em>every<\/em> stage of the employee journey is imperative in building a satisfying experience, from the recruitment stage to an employee\u2019s last day and beyond.<\/p>\n\n\n\n<p>For instance, onboarding surveys and feedback are instrumental in allowing an organization to better understand the employee experience as a new hire joins the team. It can then take that feedback and use it to continually improve the onboarding process. Likewise, a relatively new iteration of this concept is the stay interview. Used for the middle stages of the employee journey, stay interviews can help measure things like engagement and satisfaction in a more personal and interactive setting.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"htoc-hr-consulting-providers\">HR Consulting Providers<\/h3>\n\n\n\n<p>There are a handful of third-party companies that can come in and conduct surveys, measure engagement, and even make action plan recommendations based on their findings. These are viable solutions for organizations that don\u2019t feel comfortable conducting an in-house engagement strategy, but they\u2019re not without their limitations.<\/p>\n\n\n\n<p>Aside from typically higher price points than implementing a software-driven solution, third parties also lack the consistent, in-depth perspective that is so vital to an engagement strategy. Outsiders simply don\u2019t have the boots-on-the-ground insights that allow organizations to pivot quickly to new trends and dynamics within their people. Still, for companies that prefer a more hands-off, less time-consuming method, there are some reputable third-party survey providers in the marketplace.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"htoc-employee-recognition\">Employee Recognition<\/h3>\n\n\n\n<figure class=\"wp-block-image\"><img decoding=\"async\" src=\"https:\/\/cdn2.hubspot.net\/hubfs\/2242239\/blog%20images\/Hyphen_InternalGFX_1000x000_c.png\" alt=\"More Recognition\"\/><\/figure>\n\n\n\n<p>Recognition is a more indirect but still important barometer for overall engagement levels. Whether you use a designated <a href=\"https:\/\/peoplemanagingpeople.com\/tools\/best-employee-recognition-platform\/\" target=\"_blank\" rel=\"noreferrer noopener\">employee recognition platform<\/a> or a more organic strategy, the frequency of recognition, and who is both recognized or recognizing others can indicate where you fall in engagement levels. As a general rule, the more recognition taking place, the more your people are engaged. Although this is one of the more imprecise ways to measure engagement amongst the different methods we\u2019ve discussed thus far, recognition can still provide a thumbnail sketch of your overall engagement levels.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"htoc-metrics\">Metrics<\/h3>\n\n\n\n<p>Organizations already track a set of metrics to monitor their operations, revenue, profitability, and other key measures. However, metrics go far beyond sales margins and break-even points. A few specific metrics can also provide employers with at least a loose idea of engagement levels within the enterprise. Granted, they don\u2019t afford the in-depth, comprehensive insights that specialized tools do, but certain metrics can give leadership a general pulse on engagement levels, including those measuring:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><u><a href=\"https:\/\/www.shrm.org\/hr-today\/news\/hr-magazine\/book-blog\/pages\/measuring-the-roi-of-employee-engagement.aspx\">Engagement ROI<\/a><\/u><\/li>\n\n\n\n<li>Diversity and inclusion<\/li>\n\n\n\n<li>eNPS<\/li>\n\n\n\n<li>Absenteeism<\/li>\n\n\n\n<li>Employee turnover<\/li>\n\n\n\n<li>Satisfaction<\/li>\n\n\n\n<li>Alignment indicators between employee goals and the company mission<\/li>\n<\/ul>\n\n\n\n<p>For the most revealing and useful results, companies should pair these types of metrics with surveys, one-on-ones, and some of the other ways to measure engagement. Together, these form a comprehensive engagement strategy that lets HR measure and track engagement from multiple angles and perspectives.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"htoc-measuring-employee-engagement-best-practices-amp-common-mistakes\">Measuring Employee Engagement: Best Practices &amp; Common Mistakes<\/h2>\n\n\n\n<p>To help you get the most from your engagement strategy, we have some do\u2019s and don\u2019ts to keep in mind when measuring engagement levels within your organization.<\/p>\n\n\n\n<p><strong>Do:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Start your engagement strategy with a plan and goals, even before distributing your initial survey. Then let the survey results inform and guide your path going forward.<\/li>\n\n\n\n<li>Follow-up your initial survey with consistent pulse surveys of three to five questions as well as one question polls. This approach will help you identify progress as you continue to measure your results, also avoiding the <a href=\"\/your-annual-employee-engagement-survey-isnt-cutting-it-anymore\" target=\"_blank\" rel=\"noopener noreferrer\"><u>inaccuracies and latencies of annual surveys<\/u><\/a>.<\/li>\n\n\n\n<li>Use our engagement drivers to inform which topics to focus on and measure, refining the process as you go.<\/li>\n\n\n\n<li>Use follow-up pulse surveys and polls to drill down into issues within specific employee segments and stages of the employee experience.<\/li>\n<\/ul>\n\n\n\n<p><strong>Don\u2019t:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Bombard your employees with endless surveys. After your initial survey, keep it short and to the point. <a href=\"\/why-some-employees-dislike-or-distrust-engagement-surveys\" target=\"_blank\" rel=\"noopener noreferrer\"><u>Survey fatigue<\/u><\/a> is real and can quickly impede any efforts to measure and improve <a href=\"https:\/\/www.betterworks.com\/employee-engagement\/\">employee engagement.<\/a><\/li>\n\n\n\n<li>Narrow your focus on specific employee segments with your longer-form surveys. Use your follow-ups for drilling down, not your more extensive and comprehensive surveys.<\/li>\n\n\n\n<li>Forget to use open-ended questions. Granted, this might not be feasible for larger organizations that don\u2019t use a capable engagement and analytics platform. However, the combination of Likert scale and open-ended questions will give you the most in-depth, representative picture of engagement levels across your company.<\/li>\n\n\n\n<li>Rely exclusively on surveys. While they form the foundation to any effective engagement strategy, they\u2019re best when accompanied by one-on-ones with managers, small discussion groups, employee recognition programs, and the other measurement tools we discussed.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"htoc-after-you-ve-measured-engagement\">After You\u2019ve Measured Engagement<\/h2>\n\n\n\n<p>As we\u2019ve <a href=\"\/what-to-do-with-employee-survey-results-a-7-step-process-for-hr\" target=\"_blank\" rel=\"noopener noreferrer\"><u>written before<\/u><\/a>, measuring employee engagement is an ongoing endeavor that builds on itself. One iteration of surveys, polls, and subsequent action plans leads into the next, meaning that, if you\u2019re diligent, you\u2019re continually identifying areas for improvement and boosting engagement levels.<\/p>\n\n\n\n<p>Just remember, putting a sound strategy in place doesn\u2019t do much good if you\u2019re not following up with <a href=\"\/how-to-build-an-effective-employee-engagement-action-plan\" target=\"_blank\" rel=\"noopener noreferrer\"><u>targeted action plans<\/u><\/a>. Take your ongoing stream of feedback, measure the results, analyze and act on them, and then repeat the process. This is the best way to make employee engagement a fundamental part of your organization, just as relevant and impactful as financial reporting, R&amp;D, or any of the other critical components of your operations. And as always, Hyphen will be here to provide our insights and industry-leading engagement tools as you go.<\/p>\n\n\n<div class=\"lazyblock-post-resource-cta-ZTSgGI align  wp-block-lazyblock-post-resource-cta\"><div class=\"custom-post-resource-box\" style=\"background:url('https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/12\/PERR-Conversations-Horizontal-740x228-3.jpg;') no-repeat center;background-color:;box-shadow: 0px 0px 18px -5px ;background-color:\">\n  <div class=\"custom-box-heading\" style=\"max-width:500%;\"><p style=\"color:#ffffff;font-size:36px\">How to Strengthen Manager-Employee Relationships<\/p><\/div>\n  <div class=\"custom-box-cta\" style=\"\"><a class=\"et_pb_button\" href=\"https:\/\/www.betterworks.com\/how-to-strengthen-manager-employee-relationships\/\" style=\"color:;background-color:;\">Start Now<\/a><\/div>\n<\/div><\/div>","protected":false},"excerpt":{"rendered":"<p>Learn how to increase employee engagement for greater productivity, lower turnover, and an improved culture.<\/p>\n","protected":false},"author":45,"featured_media":78098,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","content-type":"","inline_featured_image":false,"footnotes":""},"categories":[236],"tags":[],"featured_location":[],"industry":[],"class_list":["post-6712","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employee-engagement"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v18.1 (Yoast SEO v23.9) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How to Measure Employee Engagement - Betterworks<\/title>\n<meta name=\"description\" content=\"Measuring employee engagement levels is essential to improving them. We discuss different ways to measure engagement and some key best practices.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.betterworks.com\/magazine\/how-to-measure-employee-engagement\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to Measure Employee Engagement\" \/>\n<meta property=\"og:description\" content=\"Measuring employee engagement levels is essential to improving them. 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