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Measuring Employee Engagement

Measuring Employee Engagement

Posted: 28th July 2020

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  • #6910

      Hi everyone

      I currently work for an Arms length management organisation linked to the local council we have just renewed our management agreement and in line with that our KPI’s. They have now incorporated an employee engagement measure but have left it up to us how we wish to measure this. I am loath to introduce a long winded, low uptake, annual survey and have been considering employee net promoter score as a very simple measure. I was just wondering if anyone currently used this, how you administer this and what question you use. Or if anyone has any other ideas of a simple employee engagement measure we could use I would be really interested to hear them! I am quite new to the organisation so I am looking at implementing stay interviews and regular pulse surveys but they want something to show overall engagement and a simple measure.

      thank you



        Sounds very refreshing – lucky you!

        I agree the net promoter score is a great measurement of engagement as long as you are able to dig a bit deeper to that you can get a bit of insight into what’s going well and where you need to make improvements.

        Perhaps once a quarter you could ask the main question ‘On a scale of zero to ten, how likely is it you would recommend this company as a place to work?”

        And then to get deeper insight add in some open questions:

        1. What was the main reason for your answer?
        2. (detractors) What do you think we could do better?
        3. (promoters) Can you describe something you especially enjoy about working here?
        4. (passives) What is one thing holding you back from referring friends to the company?
        5. What is one thing we could do as a company that might improve your score?

        And I like this 2nd question for advocacy

        1. “How likely would you be to recommend our company’s products or services to a friend or colleague?”

        Then as you say you can supplement with regular pulse surveys on themes to dig a bit deeper e.g. career development –   Do you feel you are developing your career here? Do you have regular career conversations with your manager? What could we do that might improve that score?

        There is a good resource here from Peakon which might help you too!

        Good luck and keep us posted!


          Thank you Karen some great points!!

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