How to Measure Employee Engagement [2025 Complete Guide]

Employee engagement isn't just a buzzword—it's the heartbeat of successful organizations. Teams that feel connected to their work and valued for their contributions are more productive, loyal, and motivated. But here's the challenge: you can't improve what you can't measure.

At Matter, we understand that businesses face increasing pressure to engage employees and track engagement levels accurately. Maybe you've noticed higher turnover, a decline in team morale, or employees feeling disconnected in hybrid work environments. You're not alone. Measuring employee engagement can seem complex, but with the right strategies and tools, you'll gain the insights you need to foster a highly engaged workforce and improve overall company performance.

In this guide, we'll walk you step-by-step through how to measure employee engagement, explore its benefits, and introduce tools that make the process simple, accurate, and actionable. 

Let's help your employees thrive together!

What is employee engagement?

Employee engagement is the level of emotional commitment, connection, and enthusiasm employees feel toward their work, team, and organization. Unlike job satisfaction, which focuses on happiness, engagement measures motivation, ownership, and alignment with company goals.

When employees are engaged, they don't just show up—they bring their full energy, creativity, and focus to work every day. 

Engaged employees:

• Take initiative and go above and beyond.
• Align their goals with company values and objectives.
• Build stronger manager-employee relationships that foster trust and collaboration.

Three levels of employee engagement:

1. Highly engaged employees: These are your rock stars. They're proactive, enthusiastic, and invested in the company's success.
2. Moderately engaged employees: These employees meet expectations but lack the energy to go the extra mile.
3. Actively disengaged employees: Disengaged employees feel disconnected, contributing the bare minimum and potentially impacting team morale.

Example: Introducing monthly pulse surveys can help monitor engagement trends. Recognizing employee contributions regularly, such as through peer recognition or milestone celebrations, could potentially boost engagement levels significantly, encouraging ongoing recognition efforts to maintain high engagement.

Understanding employee engagement is the first step in improving it. By identifying who's engaged and who isn't, you can develop targeted strategies to turn disengagement into enthusiasm.

Why are employee engagement metrics important?

Measuring employee engagement through well-defined metrics is crucial for organizations that want to drive productivity, retention, and long-term success. Metrics turn abstract concepts—like motivation or commitment—into actionable data that helps businesses track engagement levels and make data-driven improvements.

Why you need engagement metrics:

1. Identify trends: Engagement metrics help businesses spot patterns, such as rising disengagement in specific teams, departments, or timeframes.
2. Increase employee retention: Companies that track engagement can identify and address dissatisfaction early, reducing turnover rates.
3. Measure progress: Metrics show whether your engagement initiatives—like recognition programs or career development—are working.
4. Enhance company performance: Engaged employees are 21% more productive and deliver better outcomes for customers.

Key metrics to measure:

• Employee Net Promoter Score (eNPS): Tracks how likely employees are to recommend the company as a great place to work.
• Absenteeism rate: Monitors work attendance, as disengaged employees often take more unplanned time off.
• Turnover rate: Measures the percentage of departing employees over a specific period.

Example: Monitoring eNPS scores during high-pressure periods, such as a product launch, can help identify issues like burnout caused by unclear communication. Implementing strategies like setting clearer deadlines and offering support during demanding times could improve engagement levels and reduce absenteeism effectively.

Engagement metrics provide clarity on what's working, what isn't, and how you can improve. Without measuring engagement, you're flying blind—missing critical insights that could transform your organization's culture and success.

Benefits of employee engagement metrics

The benefits of measuring employee engagement go beyond knowing who's engaged and who's not. Proper measurement unlocks insights that drive success for employees, teams, and the company as a whole. Here are the most impactful benefits:

1. Improve employee retention

Measuring engagement helps identify disengagement early, allowing organizations to take action before employees decide to leave. Exit interviews can reveal why departing employees left, but regular engagement metrics provide real-time insights to prevent turnover.

Example: A financial firm could use annual engagement surveys to identify areas of improvement, such as employees feeling underappreciated. The organization could potentially enhance morale and reduce turnover rates over time by introducing a peer-to-peer recognition program.

2. Increase employee productivity

Engaged employees are not only more focused but also produce higher-quality work. Metrics allow you to track how engagement initiatives—like professional growth opportunities—impact employee productivity and team performance.

Example: A hybrid team could hold regular feedback sessions to help employees feel more aligned with company goals. This approach may lead to improved performance metrics as employees gain clarity and direction in their roles.

3. Boost company culture

Tracking metrics helps create a workplace where employees feel valued, connected, and engaged. Engagement efforts aligned with company values foster a stronger sense of belonging and purpose.

Example: A tech startup could use pulse surveys to understand employee preferences and discover a strong desire for flexible work options. By introducing hybrid schedules, the company might see a 25% improvement in overall job satisfaction as employees feel their needs are being addressed.

4. Improve customer satisfaction

There's a direct link between employee engagement and customer outcomes. Engaged employees are more likely to provide excellent customer service, leading to higher customer satisfaction and loyalty.

5. Enhance leadership and communication

Metrics highlight where manager-employee relationships need improvement. Leaders can use these insights to provide better feedback, support, and alignment—ultimately fostering employee engagement.

Example: A retail company might address poor feedback identified through engagement surveys by offering communication training to managers. This initiative could lead to a 30% improvement in team relationships with leadership as employees feel heard and supported.

The benefits of engagement metrics ripple across the entire organization, from reducing turnover to boosting company culture. Measuring engagement effectively empowers your teams and improves business strategies that lead to long-term success.

Things to consider before you start measuring employee engagement

Before jumping into measuring employee engagement, it's important to lay the groundwork to ensure your efforts are effective, actionable, and well-received. Engagement measurement isn't just about collecting data—it's about creating a process that drives real change.

Here are the key things to consider before you start measuring employee engagement:

1. Define your goals and objectives

Clearly identify why you're measuring engagement. Is it to improve employee retention, identify disengaged employees, or boost productivity? Defining goals ensures you measure the right things and take meaningful action based on results.

Example: A tech company could set a goal to reduce absenteeism after noticing an increase in employee absences. By using surveys to identify burnout as a root cause, they might implement wellness programs to promote balance and support, leading to improved attendance and overall engagement.

2. Select the right metrics

Different organizations will benefit from measuring different engagement metrics. Be intentional about choosing metrics that align with your business strategies and engagement goals.

Key metrics include:

• Employee Net Promoter Score (eNPS)
• Turnover rate and retention rates
• Pulse survey participation and response quality
• Employee absenteeism rates

3. Get leadership buy-in

Engagement measurement must be championed by the leadership team. When managers and executives support the process, employees are more likely to participate and share honest feedback.

Tip: Communicate how measuring engagement ties into company performance and how it benefits employees directly.

4. Prioritize employee trust and transparency

Measuring engagement only works if employees feel safe sharing their opinions. Build trust by explaining how results will be used and showing a genuine commitment to improvement.

Example: A marketing agency could increase participation in engagement surveys by clearly communicating its purpose and emphasizing transparency in sharing results. By doing so, they might achieve high participation rates and gather valuable insights to guide leadership decisions effectively.

5. Plan for follow-up action

Engagement surveys without action can lead to disengaged employees feeling unheard. Ensure you have a process in place to analyze results, implement changes, and communicate progress to your teams.

Laying a strong foundation ensures your engagement measurement efforts are successful. By defining goals, choosing the right metrics, and fostering trust, you'll collect valuable insights that drive long-term improvements for your teams and company culture.

15 ways to measure employee engagement

Measuring employee engagement is an important step toward understanding how people feel engaged, motivated, and pleased within a business. By using diverse methods and tools, businesses can assess key aspects of engagement, including workplace satisfaction, alignment with company goals, and emotional commitment. Effective measurement strategies provide actionable insights into employee engagement metrics and highlight areas that need improvement to foster a highly engaged workforce.

From employee engagement surveys and pulse checks to analyzing employee engagement index scores, organizations can use data-driven methods to measure engagement levels accurately. Incorporating employee feedback through focus groups, sentiment analysis, and performance reviews helps gauge employee perceptions and gather valuable insights into their experiences. Businesses can establish a comprehensive employee engagement plan by combining qualitative and quantitative methodologies, which increases productivity, morale, and company culture.

Here are 15 effective ways to gather actionable insights and track progress:

1. Annual employee engagement surveys

Comprehensive surveys provide an in-depth view of employee engagement metrics, including satisfaction, morale, and alignment with company values. These surveys highlight trends in areas like recognition, feedback, and well-being, offering actionable insights to improve employee engagement programs.

Example: Use surveys to identify key drivers of employee engagement and retention, then implement initiatives to address challenges and strengthen culture.

2. Pulse surveys

Short, frequent pulse surveys help organizations monitor employee engagement levels in real-time. These quick surveys capture employee sentiment on a regular basis, ensuring leaders can respond promptly to emerging issues.

Example: Conduct biweekly pulse surveys to assess employee involvement during major organizational changes.

3. Employee Net Promoter Score (eNPS)

eNPS asks employees whether they are likely to suggest the company as a place to work, resulting in a simple but effective measure of job satisfaction and loyalty.

Example: Track eNPS quarterly and utilize the information to build recognition programs like Matter to increase engagement and improve workplace culture.

4. Stay interviews

Stay interviews help firms learn what drives engaged employees to stay. This proactive strategy reveals the qualities of the workplace that employees value the most, as well as areas for improvement.

Example: Use stay interviews to uncover which employee engagement strategies are most effective and develop plans to replicate their success across teams.

5. Exit interviews

Exit interviews provide valuable feedback on why employees choose to leave. This feedback uncovers patterns, challenges, and opportunities to improve employee engagement and retention.

Example: Analyze exit interview data to identify common themes and address engagement gaps that lead to employee turnover.

6. Absenteeism rates

High absenteeism rates can signal disengagement or burnout. Tracking unplanned absences helps organizations identify teams or individuals who may need additional support.

Example: Address absenteeism trends by implementing wellness initiatives and employee engagement activities that reduce stress and improve work-life balance.

7. Turnover rates

High turnover rates are often a sign of poor employee engagement. Monitoring these rates helps organizations measure how engagement impacts retention and identify at-risk teams.

Example: Use turnover data to prioritize employee recognition programs and career development opportunities that increase retention.

8. One-on-one check-ins

Regular one-on-one meetings between managers and employees foster open communication and trust. These check-ins provide opportunities for real-time feedback and engagement insights.

Example: Use check-ins to discuss career goals, recognize achievements, and address challenges, ensuring employees feel valued and heard.

9. Recognition program participation

Tracking participation in recognition programs like Matter provides insights into company culture. High usage rates often indicate a culture of appreciation and strong employee connections.

Example: Monitor recognition trends to discover top performers and foster an environment of mutual respect and collaboration.

10. Focus groups

Focus groups enable organizations to explore engagement challenges and solutions in a collaborative setting. These sessions encourage open dialogue and creative problem-solving.

Example: Host focus groups to dive deeper into feedback from employee engagement surveys and develop tailored engagement strategies.

11. Peer feedback

Peer feedback measures collaboration, communication, and team dynamics. This approach provides a unique perspective on employee engagement within specific teams or departments.

Example: Use peer feedback to identify top-performing teams and replicate their engagement strategies throughout the organization.

12. Performance reviews

Performance evaluations link individual goals to organizational objectives and emphasize how participation affects productivity and career advancement.

Example: Include engagement-focused questions in performance reviews to better understand how employees feel about their roles and development opportunities.

13. Digital analytics

Digital tools provide insights into workplace activity, particularly for remote and hybrid teams. These analytics help measure engagement and identify areas for improvement.

Example: Analyze the usage of communication platforms like Slack to ensure remote employees feel connected and supported.

14. Job satisfaction surveys

Job satisfaction surveys assess how employees feel about their roles, responsibilities, and career paths. These surveys identify areas where engagement can be improved.

Example: Use work satisfaction data to design training programs and professional development efforts that are in line with employee goals.

15. Productivity data

Tracking productivity metrics offers a clear connection between engagement levels and organizational performance. High engagement often leads to increased efficiency and output.

Example: Use productivity data to measure the success of employee engagement tools and adjust strategies to maximize impact.

By employing these 15 strategies, organizations can capture a comprehensive view of employee engagement and satisfaction. Tools like Matter simplify this process, providing actionable insights that help organizations create a thriving, motivated workforce.

How to measure employee engagement without surveys

While surveys are a popular and efficient way to gauge employee engagement, they are not the only option. Some employees may experience survey fatigue, leading to lower response rates or less thoughtful answers. Others might feel that surveys don't fully capture the nuances of their experience or provide enough depth to address their specific concerns.

To overcome these limitations, organizations can explore alternative ways to measure employee engagement that provide a richer understanding of how employees feel about their work, teams, and workplace culture. By using a combination of observational methods, real-time data, and interpersonal feedback, companies can obtain actionable insights that go beyond traditional 

This approach allows leaders to foster a more dynamic, responsive workplace where engagement is consistently tracked and supported through innovative and non-intrusive methods.

Here are alternative methods to measure engagement:

1. Monitor employee recognition participation

Tools like Matter allow you to track how often employees send and receive recognition. High participation indicates strong peer relationships and a culture of engagement.

2. Analyze absenteeism and turnover rates

Disengaged employees often exhibit higher absenteeism and turnover. Monitoring these metrics helps organizations uncover patterns of disengagement.

3. Conduct stay interviews

Stay interviews provide insights into what motivates employees to stay, helping organizations retain their most engaged employees.

4. Observe employee productivity

Measure productivity levels and task completion rates to identify changes in motivation and engagement.

Non-survey methods provide valuable insights into engagement levels without overwhelming employees. When combined with other metrics, these approaches create a holistic view of employee engagement.

4. Have daily standups

Remote employees or their managers can connect through Zoom or Google Hangouts for these meetings. For example, if stuck in traffic during standup, Google Maps route efficiency plays a crucial role in determining having to adjust schedules, particularly for remote teams during daily stand-ups. When team members quickly update their progress and discuss obstacles, having efficient route mapping can ensure  streamlined logistical coordination.

How often to measure employee engagement

Measuring employee engagement is essential for identifying trends, addressing challenges, and fostering a positive workplace culture. However, the ideal frequency for measuring engagement depends on your organization’s goals, size, and available resources. Regular engagement tracking ensures leaders can act on feedback promptly, avoiding disengagement and maintaining a motivated workforce.

By tailoring the frequency of measurements to fit organizational needs, companies can balance the depth of insights with timeliness, ensuring feedback is actionable and relevant. Below are strategies for determining how often to measure employee engagement effectively:

Annual engagement surveys

Annual engagement surveys provide a comprehensive view of employee sentiment and workplace culture. These in-depth surveys explore multiple aspects of engagement, including job satisfaction, communication, and professional growth. By conducting these surveys once a year, organizations can benchmark their efforts and track changes over time.

Example: A company may use annual surveys to analyze how major policy changes or initiatives impacted engagement, helping leaders refine strategies for the next year.

Quarterly pulse surveys

Pulse surveys offer a faster, more agile approach to engagement measurement. These shorter surveys focus on specific aspects of engagement and can be conducted quarterly to provide real-time insights. By using pulse surveys, organizations can identify trends and address issues before they escalate.

Example: A quarterly pulse survey could assess how a recent project affected team morale, enabling managers to adjust workloads or provide additional support if needed.

Real-time recognition tracking

Platforms like Matter allow organizations to monitor engagement continuously by tracking recognition and reward activity. Real-time data provides immediate feedback on employee participation and morale, offering insights without the need for surveys.

Example: If recognition activity decreases, managers can take proactive steps to encourage peer-to-peer recognition and rebuild team connections.

Combining measurement methods

A balanced approach combines annual surveys with quarterly pulse checks and real-time data tracking to ensure continuous engagement monitoring. This strategy provides both the depth of annual surveys and the timeliness of pulse surveys, offering a comprehensive understanding of employee sentiment.

Example: An organization might use annual surveys for strategic planning, quarterly pulse surveys for tracking progress, and real-time recognition data to maintain engagement throughout the year.

Measuring employee engagement consistently and effectively is a cornerstone of creating a motivated and productive workforce. By utilizing a combination of annual surveys, pulse checks, and real-time recognition tracking, organizations can stay informed about engagement levels and address challenges as they arise. Regularly measuring engagement helps foster a culture of connection, accountability, and continuous improvement—empowering employees to succeed and contribute meaningfully to organizational goals.

15 tools to measure employee engagement

Using the right tools simplifies how you measure employee engagement, track trends, and gather actionable insights. These platforms offer features like pulse surveys, real-time recognition, and analytics to monitor engagement levels effectively.

Here's a list of the top 15 tools to help you track and improve employee engagement:

1. Matter

About Matter: Matter is an innovative platform tailored for modern workplaces, designed to transform how teams engage and connect. As a Slack-first and Teams-first solution, Matter empowers employees to recognize and celebrate one another effortlessly, fostering a culture of appreciation. Through its intuitive interface, organizations can enhance collaboration, streamline feedback, and build stronger team bonds, no matter where employees are located.

Matter also simplifies the process of creating a positive and engaging work environment by automating rewards and recognition. Whether it's celebrating milestones, providing real-time feedback, or sharing kudos for a job well done, Matter helps organizations nurture meaningful relationships and boost morale, contributing to a happier and more productive workforce.

Matter's key features:

• Beautiful, customizable kudos cards for peer-to-peer recognition.
• Automated pulse surveys to gather employee feedback and track engagement.
• Self-serve tools to celebrate milestones like birthdays and work anniversaries.
• Incentivized rewards, including digital gift cards, charity donations, and prepaid Visa/Mastercard.

Matter pricing: A free trial is available; contact us for custom plans.

Matter G2 score: Matter has a G2 score of 4.7/5 based on user reviews.

What Matter customers are saying on G2: “The interface of Matter is extremely user-friendly and intuitive, which significantly reduces the learning curve for new users. The customer support team is responsive and genuinely helpful, providing quick solutions to any issues that arise. Additionally, the robust analytics features have made it much easier to track performance and make data-driven decisions." - Vincent M., Subject Matter Expert (G2 Review for Matter).

2. Culture Amp

About Culture Amp: Culture Amp is an employee rewards software that enables organizations to measure, understand, and improve workplace culture. Through customizable engagement surveys and in-depth analytics, the platform provides actionable insights to help leaders identify drivers of employee engagement and retention. With tools like 360-degree feedback and development frameworks, Culture Amp ensures organizations can align employee growth with company goals. By fostering a culture of open communication and continuous improvement, Culture Amp empowers teams to thrive.

Culture Amp's key features:

• Comprehensive engagement surveys with benchmark comparisons.
• 360-degree feedback tools to track performance and growth.
• Actionable analytics with trends and engagement drivers.
• Tools for continuous development and feedback loops.

Culture Amp pricing: Pricing is not listed on the website. To learn more about pricing, you'll need to schedule a demo/sales call with Culture Amp.

Culture Amp G2 score: Culture Amp has a G2 score of 4.5/5 based on user reviews.

What Culture Amp customers are saying on G2: “I’ve been using this software for a while now, and one of its standout features is how well-organized the system is. Everything is laid out in a clear and intuitive way, making it easy to navigate. Additionally, the punctuality of the communications is exceptional – notifications and updates are always timely, ensuring that I stay on top of tasks and deadlines. It’s a reliable tool for those who value efficiency and clear communication. Highly recommended!” - Anna L., SEO Consultant (G2 Review for Culture Amp).

3. Workleap

About Workleap: Workleap bridges employee satisfaction and productivity with its all-in-one engagement and performance management platform. Featuring real-time pulse surveys, recognition tools, and custom reporting capabilities, Workleap offers a streamlined way to track and boost engagement levels. The platform helps organizations measure employee sentiment and productivity while providing actionable insights to refine strategies. With seamless integrations and user-friendly features, Workleap is an essential tool for growing organizations.

Workleap's key features:

• Real-time pulse surveys and engagement analytics.
• Recognition tools to boost team morale.
• Custom reporting tools to track employee productivity and satisfaction.

Workleap pricing: 

• Free: $0, Single user account
• Essential: $3.50 per person per month
• Pro: $5 per person per month

To learn more, view Workleap’s pricing page.

Workleap G2 score: Workleap has a G2 score of 4.3/5 based on user reviews.

What Workleap customers are saying on G2: “I manage a team of 16. HR requires everyone on the team to "participate" in the "company policy" that is OfficeVibe. Demanding such has caused some backlash around privacy and transparency. Several times, my team and I have been approached about "not participating", making the software clearly not anonymous. If someone has the power to see who has NOT participated, and then notes the uptick IN participation, the anonymity is objectively broken.” - Verified User in Computer Software.

4. Qualtrics EmployeeXM

About Qualtrics EmployeeXM: Qualtrics EmployeeXM is a robust engagement solution that leverages AI-driven analytics to provide real-time feedback and meaningful insights. It offers tools for every stage of the employee lifecycle, from onboarding to exit, enabling companies to measure employee engagement metrics effectively. Features like benchmarking and advanced action planning help organizations address challenges and enhance the employee experience. Trusted by global brands, Qualtrics empowers leaders to make data-driven decisions and foster a connected, motivated workforce.

Qualtrics key features:

• Customizable surveys for every stage of the employee lifecycle.
• AI-driven analytics to identify engagement trends and problem areas.
• Benchmarking tools to compare against industry standards.
• Action planning tools to improve manager-employee relationships.

Qualtrics pricing: Pricing is not listed on the website. To learn more about pricing, you'll need to schedule a demo/sales call with Qualtrics EmployeeXM.

Qualtrics G2 score: Qualtrics has a G2 score of 4.4/5 based on user reviews.

What Qualtrics customers say: “Preston Donohoo, with Red Pepper, has been fantastic to partner with. He is thorough, excellent at training and his customer support is outstanding. He made our implementation go very smoothly. We have found the Qualtrics engagement survey and 360s tools easy to use, with the ability to dive deep into our results. We would definitely recommend Qualtrics to others.” - Kelli G., Global Talent Manager (G2 Review for Qualtrics EmployeeXM).

5. Tinypulse

About Tinypulse: Tinypulse is an intuitive platform for monitoring employee engagement through real-time feedback and pulse surveys. It provides organizations with tools to gauge morale, recognize achievements, and track engagement trends. Weekly or bi-weekly pulse surveys ensure leaders stay informed about employee concerns and satisfaction. With its focus on simplicity and transparency, Tinypulse helps companies maintain a supportive and engaged workplace culture.

Tinypulse key features:

• Weekly or bi-weekly pulse surveys for actionable insights.
• Anonymous feedback tools to encourage honesty.
• Recognition tools for celebrating small and large wins.
• Analytics dashboards to track survey results over time.

Tinypulse pricing: Pricing is not listed on the website. To learn more about pricing, you'll need to schedule a demo/sales call with TinyPulse.

Tinypulse G2 score: Tinypulse has a G2 score of 4.9/5 based on user reviews.

What Tinypulse customers are saying on G2: “We wish TINYpulse was more transparent about new features. Transparency and open communication are among TINYpulses values and we don't appreciate falling over new features in the tool on our own. We would like more open communication/emails from our representatives on what we should look out for and utilize within the tool. We have also experienced issues when TINYpulse uploads anything to our portal. Our employees are disconnected from direct managers in Perform or their goals are deleted/archived altogether.” - Verified User in Information Technology and Services.

6. Leapsome

About Leapsome: Leapsome integrates employee engagement, performance management, and learning into a unified platform designed to drive organizational success. Its customizable engagement surveys and advanced analytics help organizations gather meaningful data to boost employee satisfaction. The platform’s 360-degree feedback and goal-setting tools align individual and team performance with company objectives. Leapsome fosters continuous learning and growth, creating an environment where employees feel empowered to excel.

Leapsome's key features:

• Customizable engagement surveys with advanced reporting tools.
• 360-degree feedback to foster growth and improvement.
• Goal-setting tools to align individual performance with organizational goals.

Leapsome pricing: Pricing is not listed on the website. To learn more about pricing, you'll need to schedule a demo/sales call with Leapsome.

Leapsome G2 score: Leapsome has a G2 score of 4.9/5 based on user reviews.

What Leapsome customers are saying on G2: “It is step to step process implementation of sales pattern , customer support , and a lot of feature to understand customer need .It also help to ease of interagtion customer mindset and win situation .It have a good dashboard GUI to understand also support avilable in a single call , once again thank you team leapsome because i was a layman and after half an hour training i became super user.” -  SUMIT KUMAR O., Senior Technical Sales Engineer (G2 Review for Leapsome).

7. Nectar

About Nectar: Nectar focuses on building a culture of appreciation and motivation through real-time peer-to-peer recognition and rewards. Its points-based recognition system allows employees to celebrate achievements and redeem rewards, such as gift cards or charitable donations. With seamless integrations into tools like Slack and Teams, Nectar ensures that recognition becomes an integral part of daily workflows. By offering insightful analytics, Nectar helps organizations measure participation and strengthen team dynamics.

Nectar key features:

• Points-based recognition system for celebrating achievements.
• Integrated rewards with options like gift cards, swag, and charitable donations.
• Integration with popular tools like Slack, Teams, and HRIS systems.
• Analytics to measure recognition participation and engagement levels.

Nectar pricing: 

• Plus $5/user/month, billed annually
• Premium $6/user/month, billed annually
• Custom [Book Demo for Quote]

To learn more, view Nectar’s pricing page.

Nectar G2 score: Nectar has a G2 score of 4.7/5 based on user reviews .

What Nectar customers are saying on G2: “I struggled to properly give points to my team members in the beginning. The provided graphics, while simple, didn't clearly define the order of operations to mention, assign points, and assign a hashtag to the post. Perhaps a short video or animation on the three step process would be helpful.” - Kelly S. (Customer G2 Review).

8. Assembly

About Assembly: Assembly enhances employee engagement with its customizable tools for recognition, rewards, and productivity tracking. The platform enables peer-to-peer recognition and milestone celebrations, fostering a culture of appreciation and collaboration. Its seamless integration with workplace tools like Slack and Teams ensures recognition fits naturally into daily operations. With analytics and automation, Assembly simplifies engagement strategies and drives employee satisfaction.

Assembly's key features:

• Peer-to-peer recognition and milestone celebrations.
• Reward automation with a variety of options, including gift cards and custom rewards.
• Analytics and reporting tools to monitor employee engagement efforts.
• Integration with Slack, Teams, and other workplace tools.

Assembly pricing: 

• Recognition: $2 per member/month, billed annually
• Engagement: $4 per member/month, billed annually
• Digital HQ: $4 per member/month, billed annually
• Custom: Talk to sales for pricing.

To learn more, view Assembly’s pricing page.

Assembly G2 score: Assembly has a G2 score of 4.8/5 based on user reviews.

What Assembly customers are saying on G2: “I love the gifs! It makes relevant and adds a laugh/smile to the compliment you're either giving or receiving. The one thing I think I don't like is there is no way to give constructive criticism. Maybe have the "manager" or "admin" be able to receive anonymous feedback about others to help with employee reviews and what not.” - Verified User in Hospital & Health Care.

8. Awardco

About Awardco: Awardco redefines employee recognition with its unique integration with Amazon Business, offering unmatched reward flexibility. Through its points-based rewards system, managers and peers can celebrate contributions and milestones effectively. The platform also includes tools for tracking performance and engagement trends, providing organizations with valuable insights. Awardco’s emphasis on flexibility and scalability makes it a top choice for companies looking to enhance employee engagement.

Awardco key features:

• Points-based rewards system integrated with Amazon Business.
• Peer-to-peer and manager-led recognition programs.
• Performance tracking tools to link engagement with productivity.
• Analytics to measure recognition participation and trends.

Awardco pricing: Pricing is not listed on the website. To learn more about pricing, you'll need to schedule a demo/sales call with Awardco.

Awardco G2 score: Awardco has a G2 score of 4.8/5 based on user reviews.

What Awardco customers are saying on G2: “Awardco lacks that "extra" element that other programs capture really well. While you can recognize peers, you can't add those extra personalized touches with GIFs and emojis. The over UI of Awardco is lackluster. Compared to others, the branding, company voice, and personality is missing. It is definitely not an obvious point to consider, but, it is something both as an Admin and a user I felt was extremely noticeable. Employees vocalized this thought too.” - Verified User in Computer Software (Customer G2 Review).

9. Kudos

About Kudos: Kudos is a peer-driven recognition platform designed to align employee engagement with company values. It features customizable recognition tools that celebrate achievements and foster a sense of belonging. Through its robust analytics, organizations can monitor engagement metrics and identify areas for improvement. Kudos empowers teams to create a recognition-focused culture that drives motivation and productivity.

Kudos key features:

• Customizable peer recognition tools for celebrating achievements.
• Reporting tools to analyze engagement metrics and participation rates.
• Integration with Slack, Teams, and HRIS systems.
• Options for creating a recognition-based culture at scale.

Kudos pricing: Pricing is not listed on the website. To learn more about pricing, you'll need to schedule a demo/sales call with Kudos.

Kudos G2 score: Kudos has a G2 score of 4.8/5 based on user reviews.

What Kudos customers are saying on G2: “It would be nice to be able to redeem more mainstream items/services w/ points. (ex. retail or online gift cards, electronics, brand name items). In addition, when giving an "award" the user should be able to create their own "badge" as opposed to being limited to the options already uploaded.” - Koren I., Brand Manager at Mike & Ike.

10. Motivosity

About Motivosity: Motivosity blends peer recognition, leadership feedback, and team connection into one intuitive platform. Employees can give and receive real-time recognition, fostering a positive workplace culture. With advanced analytics, Motivosity tracks engagement trends and provides actionable insights to improve employee morale. The platform also supports team-building activities through funding tools, ensuring a holistic approach to engagement.

Motivosity key features:

• Peer-to-peer recognition and real-time rewards with points.
• Leadership feedback tools to improve manager-employee relationships.
• Advanced analytics to track employee sentiment and engagement trends.
• Team funding tools for team-building activities.

Motivosity pricing:

• $3,000 Minimum annual spend
• Standard
• Pro
• Custom
• Add-Ons: Communications, Spaces, Surveys, Meetings

To learn more, view Motivosity’s pricing page.

Motivosity G2 score: Motivosity has a G2 score of 4.7/5 based on user reviews.

What Motivosity customers are saying: “I love the idea of what it will be. I love the focus on positivity and improving the culture of your company. I'm very disappointed in thd customer care. You have to schedule an appointment to get help and it's very frustrating. We paid for the more expensive package and haven't even been able to accurately use it because they don't have the lead completely working correct. We spent A LOT of money to not get the help or compensation st least until they get the kinks worked out.” - Tresa B., Owner (Customer G2 Review)".

11. Achievers

About Achievers: Achievers leverages AI-driven tools to enhance employee engagement through real-time recognition, rewards, and feedback. Its global rewards catalog offers diverse options to celebrate achievements, while its analytics provide insights into engagement ROI. Achievers aligns employee efforts with company goals, creating a motivated and connected workforce.

Achievers key features:

• AI-powered tools for personalized recognition and rewards.
• Advanced reporting to measure engagement metrics and ROI.
• Global rewards catalog to celebrate achievements effectively.
• Integration with HR platforms for seamless tracking.

Achievers pricing: Pricing is not listed on the website. To learn more about pricing, you'll need to schedule a demo/sales call with Achievers.

Achievers G2 score: Achievers has a G2 score of 4.7/5 based on user reviews.

What Achievers customers are saying on G2: “Achievers does not have a good system to keep employees engaged. Once you select the rewards, you just cash out and do not come back to the site until your account is filled up by your employer again.” - Christopher C., Consulting (Customer G2 Review).

12. WorkTango

About WorkTango: WorkTango integrates surveys, recognition, and feedback tools to empower teams and improve employee engagement. Its customizable surveys provide real-time insights into employee sentiment, while recognition features foster a culture of appreciation. With advanced analytics, WorkTango helps organizations identify challenges and implement solutions effectively.

WorkTango key features:

• Customizable surveys for real-time employee feedback.
• Recognition tools for peer and manager acknowledgment.
• Analytics and dashboards to track engagement trends.

WorkTango pricing: Pricing is not listed on the website. To learn more about pricing, you'll need to schedule a demo/sales call with WorkTango.

WorkTango G2 score: WorkTango has a G2 score of 4.6/5 based on user reviews.

What WorkTango customers are saying on G2: “I tried to sell back points that were awarded to me so I could give more to others. The demo made it seem like this was an immediate point transfer. It was difficult and not immediate. It takes a lot of points to earn a meaningful award.” - Verified User in Biotechnology (Customer G2 Review).

13. Mo

About Mo: Mo creates meaningful employee experiences through recognition, rewards, and team challenges. Its incentive-based activities foster collaboration and engagement, while its analytics track participation and impact. Mo’s user-friendly platform helps organizations build strong, connected teams that align with company goals.

Mo key features:

• Tools for celebrating achievements and team milestones.
• Incentive-based challenges to boost team participation.
• Analytics to monitor engagement and reward activity.

Mo pricing:

• Appreciate: $2.25/user/month, billed annually
• Engage: $4.50/user/month, billed annually
• Transform: Talk to sales for pricing.

To learn more, view Mo’s pricing page.

Mo G2 score: Mo has a G2 score of 4.7/5 based on user reviews.

What Mo customers are saying on G2: “Mo could become a great Mobile App. Currently what I don't like about Mo is that it still uses the web version which is a bit old school right now.” - Muhammad Ubaid A.

14. Lattice

About Lattice: Lattice combines employee engagement surveys, performance management, and goal alignment tools to drive growth and satisfaction. With pulse surveys and 360-degree feedback, the platform provides a comprehensive view of employee sentiment. Its goal-setting features ensure alignment between individual and organizational performance, fostering a motivated workforce.

Lattice key features:

• Pulse and engagement surveys to track employee morale.
• Goal-setting tools to align team and company performance.
• Feedback tools for continuous development and improvement.

Lattice pricing:

• Talent Management: $11/seat/month
• HRIS: $5/seat/month
• Engagement: $4/seat/month
• Grow: $4/seat/month
• Compensation: $6/seat/month

To learn more, view Lattice’s pricing page.

Lattice G2 score: Lattice has a G2 score of 4.7/5 based on user reviews.

What Lattice customers are saying: “Ease of use and ease of implementation. The implementation time commitment was hours not weeks. We initially implemented all modules except Grow, Comp, and Engage and manged to configure and test all modules in less than two weeks. The product team is very receptive to feedback and also able to help come up with creative workarounds for functional gaps. The customer support is great and very responsive.” - Matthew H., Senior Human Resources Manager (G2 Review for Lattice).

These 15 tools offer businesses everything they need to effectively measure and improve employee engagement. Matter provides businesses with everything they need to effectively measure and enhance employee engagement. As a recognition-first platform, Matter empowers organizations to celebrate achievements, foster collaboration, and gather actionable feedback seamlessly. With its intuitive design and integration with Slack and Teams, Matter helps companies create a happier, more connected.

What not to do when measuring employee metrics

Measuring employee engagement metrics is essential for understanding how connected and motivated your workforce is. However, even well-meaning organizations sometimes make mistakes that can undermine the accuracy and effectiveness of their efforts. These mistakes not only lead to inaccurate data but can also harm employee trust and overall engagement.

To avoid these pitfalls, here are key mistakes to steer clear of and actionable ways to fix them.

1. Relying solely on annual engagement surveys

Annual surveys provide valuable insights but only offer a snapshot of engagement at one moment. Relying on them alone can lead to outdated or incomplete results, especially when employee sentiment fluctuates throughout the year.

Example: A marketing firm could rely solely on annual surveys to gauge employee engagement. However, without more frequent check-ins, they might face challenges addressing real-time issues—such as increased workloads during peak seasons—leading to declining morale before action can be taken.

What to do instead: Supplement annual surveys with more frequent pulse surveys. Short, targeted pulse surveys allow organizations to gather real-time employee feedback and quickly respond to emerging challenges.

2. Ignoring anonymity in surveys

Employees who don't believe their feedback is anonymous may hesitate to provide honest answers. This results in skewed or incomplete data, making it harder to identify true engagement issues.

Example: A retail company might experience low survey participation if employees fear repercussions for sharing honest feedback about management. Addressing this issue could involve ensuring anonymity and fostering a culture of trust to encourage open communication.

What to do instead: Use anonymous survey tools like Matter that ensure privacy. Communicate the importance of anonymity to employees so they feel safe sharing honest feedback.

3. Collecting feedback but failing to act on it

Collecting engagement data without taking action sends a message that feedback doesn't matter. This can lead to employee frustration, lower participation in future surveys, and increased disengagement.

Example: An IT company could risk declining employee engagement levels if they conduct multiple surveys without sharing the results or acting on feedback. To rebuild trust, the company could prioritize transparency and demonstrate a commitment to implementing changes based on employee input.

What to do instead: Always follow up on survey results by:

• Sharing the findings with employees.
• Creating an action plan to address concerns.
• Providing regular updates on progress.

This shows employees that their voices are heard and valued.

4. Overwhelming employees with too many surveys

While frequent feedback is important, excessive surveys can lead to survey fatigue, where employees stop participating or provide rushed, low-quality responses.

Example: A company might unintentionally overwhelm employees by sending weekly engagement surveys, leading to survey fatigue and lower participation. To avoid this, the company could streamline its approach by conducting quarterly surveys and focusing on concise, impactful questions.

What to do instead: Balance the frequency of surveys. Combine annual engagement surveys with quarterly pulse surveys and stay interviews to gather valuable insights without overwhelming employees.

5. Using vague or irrelevant metrics

Measuring metrics that don't align with your company's goals can result in irrelevant or unusable data. For example, tracking "employee happiness" alone provides no actionable insight if it's disconnected from business outcomes.

Example: A company might prioritize happiness scores in its surveys while overlooking essential metrics like turnover rates and absenteeism. This narrow focus could result in missed opportunities to address deeper issues of disengagement within the workforce. Broadening the scope of measurement to include these key indicators would provide a more comprehensive understanding of employee sentiment and well-being.

What to do instead: Focus on actionable metrics like:

• Employee Net Promoter Score (eNPS)
• Turnover rates
• Participation in recognition programs
• Performance and productivity data

Align these metrics with your organization's engagement goals to gather meaningful insights.

Avoiding these common mistakes ensures that your employee engagement measurement efforts are accurate, effective, and actionable. By combining multiple feedback methods, prioritizing anonymity, and acting on survey results, you can create a culture of trust where employees feel valued and supported. This improves engagement levels and drives retention and productivity across the organization.

Best practices when measuring employee engagement

Effectively measuring employee engagement requires more than distributing surveys or collecting feedback—it demands a deliberate and structured approach that prioritizes both employees' voices and actionable outcomes. Employee engagement is deeply tied to organizational success, and capturing accurate insights can inform strategies that foster satisfaction, motivation, and loyalty across the workforce.

By focusing on transparent communication, organizations can ensure employees feel valued and understand how their input drives improvements. This fosters trust and deepens the relationship between teams and leaders. Additionally, analyzing engagement data holistically—considering diverse factors like workplace culture, well-being, and job satisfaction—provides a clearer picture of what influences employee sentiment.

Successful engagement measurement also involves consistency. Regularly tracking engagement levels through pulse surveys, real-time analytics, and recognition program participation helps organizations identify trends, address issues early, and make data-driven decisions. By embracing a thoughtful and proactive approach, companies can use engagement measurement to not only collect data but also create a more connected and motivated workforce.

Best Practices for Tracking Employee Engagement

1. Set clear objectives

Before you start measuring engagement, define what you aim to achieve. Clear goals ensure that you collect relevant data and track progress accurately.

Example: A company could set a goal to reduce turnover by 15% within a year. By tracking eNPS scores and identifying departments with higher dissatisfaction through surveys, they could implement improvements tailored to specific team needs.

Key takeaway: Define measurable objectives like improving morale, increasing retention, or boosting team productivity.

2. Use a combination of feedback methods

Relying on a single method, such as annual surveys, can limit the insights you gather. Combining methods provides a more comprehensive view of employee engagement levels.

Effective methods include:

• Annual surveys for big-picture insights.
• Pulse surveys for real-time feedback.
• Stay interviews to identify what keeps employees engaged.
• Exit interviews to understand the reasons behind disengagement.

Example: A company might complement annual surveys with monthly pulse surveys and stay interviews to address immediate concerns while monitoring long-term engagement trends.

3. Ensure anonymity and build trust

Employees are more likely to provide honest feedback when they know their responses are anonymous and that the organization values transparency.

What to do:

• Use tools like Matter or Culture Amp that guarantee anonymity.
• Communicate how feedback will be used and the positive changes it can drive.

Example: A company could reassure employees that survey responses are anonymous and share how feedback will lead to positive changes, resulting in higher participation rates and actionable insights.

4. Share results and create an action plan

Collecting feedback is just the first step. Sharing results and implementing changes show employees that their input matters.

Steps to take:

• Share survey findings with employees.
• Develop a clear, transparent action plan.
• Provide regular updates on progress to keep teams informed.

Example: After survey results reveal concerns about growth opportunities, a company might introduce training workshops and mentoring programs, demonstrating responsiveness to employee needs.

5. Measure engagement consistently

Engagement is not static; it evolves over time. Regularly measuring engagement helps track progress, identify trends, and make ongoing improvements.

What to do:

• Schedule quarterly pulse surveys to measure real-time engagement.
• Compare year-over-year data to identify improvements or declines.
• Continuously monitor participation in recognition programs.

Example: A company could implement quarterly pulse surveys to monitor real-time engagement and compare results to annual surveys for trend analysis and ongoing improvements.

Following these best practices ensures that your engagement measurement process is effective, actionable, and aligned with organizational goals. Organizations can foster a culture where employees feel connected, valued, and inspired to contribute by setting clear objectives, combining multiple feedback methods, and acting on results.

How to measure employee commitment

Employee commitment reflects an individual's loyalty and dedication to the organization. Employees who are committed aren't just showing up—they are invested in their roles, business outcomes, and long-term success. Measuring commitment provides a clear understanding of employee morale, satisfaction, and alignment with company goals.

1. Track employee tenure and turnover rates

Employee turnover and tenure metrics offer direct insights into employee loyalty. High turnover rates often indicate disengagement or a lack of commitment, while longer tenures highlight trust and alignment with the company's mission.

Example: A company noticing high turnover in one department might discover through feedback that recognition is lacking. By introducing recognition programs, they could improve morale and lower turnover rates.

2. Conduct stay interviews

Stay interviews help organizations understand why employees remain committed to their roles and what factors could improve their experience further. Unlike exit interviews, stay interviews identify ways to retain talent before issues arise.

What to ask:

• "What keeps you motivated to stay with our company?"
• "What improvements would make your work life more fulfilling?"

Example: During stay interviews, employees might express a need for clearer career development opportunities. Offering leadership training or defined growth paths could improve engagement and retention.

3. Monitor absenteeism and productivity rates

Employees who are engaged and committed are more likely to show up, contribute proactively, and maintain high productivity. Sudden dips in productivity or attendance can signal waning commitment.

Example: If absenteeism spikes, a company could implement flexible scheduling and recognition programs to foster a supportive work environment, improving attendance and morale.

4. Use the Employee Net Promoter Score (eNPS)

One common indicator for assessing employee satisfaction and loyalty is the Employee Net Promoter Score (eNPS), which is based on a straightforward yet powerful question:  "How probable is it that you would suggest our organization to others as an employer, on a scale from 0 to 10?" Scores of 9–10 are considered promoters, scores of 7–8 are considered passives, and scores of 0–6 are considered detractors.

A high eNPS reflects a workforce that feels valued, connected, and motivated, which often translates to lower turnover rates and higher productivity. Conversely, low eNPS scores can indicate underlying issues such as disengagement, lack of recognition, or communication gaps. Regularly measuring eNPS provides organizations with actionable insights, allowing leaders to address concerns proactively, implement targeted engagement initiatives, and track progress over time.

5. Analyze alignment with company values and mission

Committed employees feel a strong connection to the organization's mission, culture, and values. Conduct surveys to assess how employees perceive their alignment and how well they understand the company's goals.

Example: Employees who receive regular feedback and understand how their roles contribute to the company's purpose are more likely to remain committed and engaged.

Measuring employee commitment provides insights into your workforce's loyalty and investment in the organization's success. You can foster long-term commitment and improve employee engagement scores across teams by tracking turnover rates, conducting stay interviews, and aligning employees with company values.

How to evaluate employee engagement

Measuring employee engagement is a crucial starting point for improving employee satisfaction, productivity, and retention. However, collecting feedback is only the first step in driving meaningful organizational change. For employee engagement programs to succeed, leaders must transform insights into actionable strategies that address employee concerns and align with business goals.

Analyzing survey results, engagement metrics, and employee feedback allows organizations to identify trends, challenges, and opportunities for growth. This process helps organizations prioritize initiatives that enhance employee well-being, improve workplace culture, and foster a more engaged workforce. When paired with clear communication and leadership commitment, these steps ensure that measuring engagement leads to lasting improvements.

1. Assess survey results

Start by analyzing employee engagement surveys. Review both quantitative data (e.g., eNPS scores, participation rates) and qualitative feedback (open-ended responses) to uncover strengths and areas for improvement.

Example: If survey results indicate low scores for work-life balance, the company could explore flexible scheduling options or implement wellness initiatives to address these concerns, leading to improved engagement levels.

2. Look at participation in engagement activities

Participation in activities like recognition programs, wellness initiatives, and team-building events can signal how invested employees are in the organization.

What to measure:

• The frequency of peer-to-peer recognition shared on platforms like Matter.
• Attendance rates for virtual or in-person engagement events.
• Participation in wellness programs and employee surveys.

Example: If participation in recognition programs is low, consider promoting their benefits or making them more accessible to employees to encourage higher involvement.

3. Monitor absenteeism and productivity

Trends in absenteeism and productivity often reveal underlying disengagement. Keeping track of these metrics over time can highlight areas that require targeted intervention.

Example: If a team exhibits low productivity and high absenteeism, the organization could introduce mentorship opportunities or adjust workloads to provide more support, fostering greater engagement.

4. Gather feedback through one-on-one meetings

Regular check-ins between managers and employees provide opportunities for open communication. These meetings help uncover individual concerns and team challenges while fostering trust.

Example: A manager conducting weekly check-ins could discover employees feel under-recognized. Introducing a peer recognition program would demonstrate that employee contributions are valued, improving engagement.

5. Compare engagement metrics over time

Engagement is not static, so consistent tracking of metrics such as eNPS, participation rates in engagement activities, and recognition trends helps organizations identify progress and refine strategies.

Example: Monitoring eNPS scores quarterly allows the organization to detect shifts in engagement and make timely adjustments to initiatives, ensuring continuous improvement.

Evaluating employee engagement requires a comprehensive approach, combining survey analysis, activity tracking, feedback collection, and metric comparison. By integrating these strategies, organizations can gain meaningful insights to enhance morale, boost performance, and strengthen employee loyalty over time.

Employee Engagement KPI Examples

Tracking the right employee engagement KPIs allows organizations to measure success, identify areas for improvement, and refine engagement strategies. Here are essential KPIs to monitor:

1. Employee Net Promoter Score (eNPS)

eNPS measures how likely employees are to recommend their workplace, directly reflecting satisfaction and loyalty.

Example: If a company's eNPS is 80, it shows strong employee commitment. Conversely, a score below 50 indicates the need for targeted improvements, such as better communication or recognition initiatives.

2. Employee Absenteeism Rates

High absenteeism often signals low engagement, stress, or morale. Monitoring absenteeism helps identify and address potential root causes like burnout or lack of recognition.

3. Turnover and Retention Rates

Turnover rates provide insight into disengagement, while high retention demonstrates employee satisfaction and loyalty.

Example: If a department experiences high turnover, conducting stay interviews can help uncover concerns and guide retention strategies.

4. Participation in Recognition Programs

Frequent participation in recognition programs reflects a positive company culture and strong engagement.

Example: Companies that track participation in peer recognition tools, such as Matter, can observe improved engagement when usage rates increase.

5. Survey Response Rates

Consistently high survey response rates indicate employees value the opportunity to share feedback. Low participation may signal survey fatigue or disengagement.

Example: Monitoring response trends can guide adjustments to survey frequency and question design, ensuring employees remain engaged in the feedback process.

6. Productivity and Performance Data

Evaluating productivity metrics connects engagement efforts to business outcomes, such as higher output or improved work quality.

Example: Teams with high engagement often demonstrate better collaboration and exceed performance targets, showcasing the impact of effective engagement strategies.

Monitoring these employee engagement KPIs provides actionable insights to refine strategies and drive success. Organizations can cultivate a thriving, engaged workforce that aligns with business goals by focusing on metrics like eNPS, turnover rates, and recognition participation.

Next steps after measuring employee engagement

Measuring employee engagement is just the beginning. To turn insights into meaningful change, organizations must analyze results, set priorities, take action, and monitor progress. Here's how to ensure your efforts lead to a more engaged workforce:

1. Analyze and Interpret Engagement Results

Review data from surveys and feedback tools to identify trends and areas that need improvement.

Example: After analyzing survey results, an organization could notice that employees highly value flexible scheduling but feel unclear about their performance goals. They could use this insight to implement clearer communication practices and goal-setting tools.

2. Prioritize Areas for Improvement

Focus on initiatives that will have the greatest impact, addressing both employee needs and organizational goals.

Key Areas to Address:

• Recognition gaps: Introduce peer-to-peer recognition programs to celebrate achievements.
• Burnout concerns: Create policies supporting work-life balance, such as hybrid schedules or mental health days.
• Professional growth: Launch development programs that provide training or mentorship.

Example: An organization could start by addressing recognition gaps with a simple, cost-effective system for employees to acknowledge each other's contributions.

3. Create an Actionable Engagement Strategy

Develop a clear plan with specific objectives, timelines, and responsibilities. This ensures everyone knows their role in driving engagement forward.

What to Include:

• Actions like implementing new feedback tools or launching employee-led committees.
• Resources, such as training platforms or wellness stipends.
• Metrics like survey participation or retention rates to evaluate success.

Example: A company could create a strategy to increase participation in professional development programs by offering monthly learning sessions and tracking attendance.

4. Communicate Results and Plans

Sharing results fosters transparency and trust. Let employees know what was learned and how their input will shape future initiatives.

Example: A business might host a team meeting or send a company-wide email to share key survey findings and announce plans to improve communication and career growth opportunities.

5. Implement Changes and Monitor Progress

Roll out initiatives gradually, using regular feedback and metrics to track effectiveness and make adjustments.

Example: An organization could introduce quarterly pulse surveys to monitor the impact of a new recognition program, ensuring that it meets employee needs and leads to sustained engagement.

Measuring engagement is just the start. Organizations can create a workplace where employees feel valued, supported, and inspired to perform their best by analyzing data, prioritizing impactful changes, and tracking progress.

FAQs about how to measure employee engagement

1. What is the best way to measure employee engagement?

The best way to measure employee engagement is through a combination of methods, including:

• Annual and pulse surveys.
• Feedback tools like stay interviews.
• Metrics such as employee absenteeism and turnover rates.
• Using multiple approaches provides a comprehensive view of engagement levels.

2. How often should organizations measure employee engagement?

Engagement should be measured regularly to identify changes and address concerns proactively. 

Best practices include:

• Annual employee engagement surveys for comprehensive insights.
• Quarterly pulse surveys for real-time feedback.

3. What metrics should be used to track employee engagement?

Key metrics for measuring engagement include:

• Employee Net Promoter Score (eNPS)
• Turnover and absenteeism rates
• Recognition program participation
• Employee engagement score from surveys
• Productivity and performance data

4. How can small businesses measure employee engagement effectively?

Small businesses can measure engagement using:

• Free or affordable employee engagement software like Matter.
• Regular one-on-one meetings to gather feedback.
• Simple pulse surveys to track team morale.

5. Why is measuring employee engagement important?

Measuring engagement provides insights into employee satisfaction, productivity, and retention. It allows organizations to create targeted strategies that increase employee engagement and improve overall performance.

These frequently asked questions highlight the importance of regular, actionable engagement measurement. By using the right tools and strategies, organizations can gather insights that drive real improvements in their workforce.

Final thoughts/advice on measuring employee engagement

Measuring employee engagement is a powerful way to unlock the full potential of your workforce. Organizations that invest in understanding how employees feel—and act on that feedback—create workplaces where teams feel connected, motivated, and valued.

Whether you're a small business or a large enterprise, consistency, transparency, and follow-through are key to improving engagement. Use this guide as a foundation to measure engagement effectively, increase employee satisfaction, and build a workplace where employees feel inspired to contribute every day.

Ready to start measuring and improving employee engagement? Get started with Matter for free today and empower your team to connect, celebrate, and succeed together!