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Five Ways to Measure Employee Engagement

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Employee engagement is the level of commitment employees have toward achieving the goals and objectives of a company. It influences the success of a company because actively engaged employees tend to be more productive and more focused on growing sales and satisfying customers. Employee engagement also cultivates a culture of teamwork in an organization. More employers are measuring employee engagement as a way of gauging the overall success of the company.

Personnel Meetings

Face-to-face meetings are a simple and direct method of measuring employee engagement because they give workers a chance to discuss their levels of motivation and what can be done to improve them. Suitable topics of discussion include how the employee views his contributions, his value to the business, his future prospects, the level of interest he has in his job, and his relationships with other employees. Use these meetings to get a sense of how involved employees are in their own success and the success of the business.


A manager or business owner who takes time to walk around the premises and watch his employees’ interactions in the course of their day-to-day duties can easily determine their levels of engagement. For example, actively engaged employees take a genuine interest in their jobs. They develop innovative ideas and bounce them off of colleagues, are focused on meeting or exceeding performance goals, and develop productive relationships with fellow workers. Disengaged workers, on the other hand, perform the bare minimum requirements of their job. They don't spend as much time collaborating with coworkers and are more likely to dwell on the negative aspects of their jobs.

Performance Appraisals

Regular performance appraisals are useful methods of determining how engaged employees are in their jobs and giving them useful feedback. Managers can learn about workplace concerns in the process of evaluating work performance. For example, if an employee's performance has dropped off compared with previous years, managers should have the employee explain why. She might mention that she feels less motivated, and provide insights on what she thinks is needed to improve her motivation. At the same time, employees who have greatly improved their performances can offer insights into how and why they are more engaged in their jobs than they used to be.

Customer Satisfaction

There is a direct correlation between customer satisfaction and employee engagement. Customers are more likely to buy a product or service when an employee shows enthusiasm for it. Sales tend to increase when employees are engaged in their work. A company can also get a sense of employee engagement by having customers provide feedback on their levels of service. Customers who feel they have been given excellent service will usually point out that employees showed genuine interest in helping them and resolving their issues. One the other hand, when an employee seems bored or apathetic, the customer is more likely to leave a bad review.

Inspection Opportunities

Another way to measure employee engagement is to let employees put their skills and ideas into action. Seeing how employees apply their skills on certain projects can provide valuable insights into their level of engagement. For example, employees who take to their work with pride and passion are usually highly engaged in their jobs. Those who only do the minimum expected of them typically have a low level of engagement.