What is an Employee Engagement Index and Which Metrics Really Count?

Picture of Anete Vesere

Wondering what the employee engagement index is, why it matters, and how to calculate it? This guide breaks down everything you need to know.

As an HR professional, you’ll agree that knowing the ins and outs of the unique dynamics of your workforce is always an advantage. We mean stuff like what drives their enthusiasm, inspires them, or empowers them to give their best. Now, imagine a situation where you actually have a clear pulse on exactly what makes your team tick. And voila - this is precisely what the Employee Engagement Index (EEI) tells you! 

Unlike employee surveys  that often provide less valuable insights, the EEI is much more complete as it combines meaningful data points to help you pin down exactly what matters most to your team. Its insights are pure gold that you can use to lift up your team’s morale, productivity, and loyalty. Better still, with the support of an employee engagement platform, you can turn the (golden nuggets) from your EEI into real, lasting improvements that will actually benefit everyone. Yes, everyone.

In this blog, we’ll shine a light on what exactly EEI is so that you can use it to your advantage to understand precisely how engaged your workforce is. Let’s get started, shall we?

What is an Employee Engagement Index, and why does it matter?

EEI is a thorough metric that combines data from various employee engagement surveys and feedback mechanisms to summarize the overall sentiment in your organization. Think of it as a quick snapshot of how connected, motivated, and valued your employees feel, almost quite similar to the employee engagement score.

And why does it matter? It matters because learning about it can put you into the (much desired) spot to pinpoint what’s working well and where there’s room for improvement.  A strong EEI is linked to improved productivity, higher employee retention, and a boost in creativity and innovation. Plus, it enhances customer satisfaction and after all - happy employees lead to happy customers.

Are you convinced to roll out your own Employee Engagement Index? If yes, let’s take you through a step-by-step guide to get started.

Follow this step-by-step guide to creating and implementing an employee engagement index

Step 1: Define objectives

Start by thinking through and defining what you want to achieve. It could be improving overall employee satisfaction, reducing turnover, or improving internal communication effectiveness. Write that down.

Step 2: Choose the right survey type

Next, figure out how you’ll gather the information you need. You’ve got several options, such as annual engagement surveys, pulse surveys, and Employee Net Promoter Score (eNPS) surveys. They are all great choices, make your pick!

Step 3: Design your questions

Craft thoughtful questions that touch on key engagement drivers, such as feedback, autonomy, meaningfulness, workload, and health. Be as specific as possible.

Step 4: Communicate with employees

Once you’ve prepared your survey, start communicating. Ensure your team understands why you’re surveying them and why their feedback matters. Tell them how it will be used. Transparency is key!

Step 5: Time it right

Next, it’s time for action. You’ve got to send out the survey. We’d suggest scheduling it at a thoughtful time to avoid fatigue and encourage participation. (Yeah, we mean that. Avoid sending it out in the late hours of the day🙅)

Step 6: Make it accessible

Getting the timing right isn’t all you need. You should also make sure that everyone can easily access the survey regardless of working hours, department, role or location. Put thought into how you’re going to ensure that. A good idea is to disseminate it using your employee app instead of email so your teammates on the move or the frontline don’t get left out. 

Step 7: Analyze the results

Manually making sense of all the information can be mind-boggling!  So, once you have your answers, use data analysis tools to analyze the results. Look for trends and patterns that reveal your strengths and suggest actionable areas for improvement.

Step 8: Share the findings

Once you find out the truth, share that information with the entire organization. Be open about the results. We don’t mean to call for meetings or spam everyone with long emails. Maybe send out highlights on your employee app (that actually gets read). This move will foster transparency and prove to employees that their voices matter in practice, not just in principle.

Step 9: Develop an action plan

Now, once you know what’s going on, you need to create a plan that outlines specific strategies to address the issues uncovered. Do your best to come up with ways to boost overall engagement.

Step 10: Follow up

Last but not least, remember to check in on the action plan. Review it periodically to ensure your strategies are working and making an impact.

Wait, but what are the essential metrics for an effective employee engagement index?

If you want to measure employee engagement precisely, here are some essential metrics you’d like to keep an eye on:

  • Employee Satisfaction: This measure measures(not a tongue twister😛) how content your employees are with their roles, coworkers, and company culture. High employee satisfaction levels signal a positive work environment.

  • Employee Retention Rate: This metric indicates the percentage of employees who stick around over a specified period. High retention rates often mean satisfied and engaged employees.

  • Employee Turnover Rate: This metric captures the percentage of employees who leave your organization within a specific timeframe. A high turnover rate might mean there’s disengagement and job dissatisfaction which you need to address.

  • Absenteeism Rate: This measure assesses the percentage of scheduled work that gets missed due to absences. Usually, high absenteeism trends point to low engagement in the organization.

  • Employee Net Promoter Score (eNPS): This metric is a gauge of employee loyalty and satisfaction. It assesses how likely people working in your company are to recommend the organization as a great workplace.

  • Communication Effectiveness: This measures how well your internal communication channels work and how valued employees feel in the ecosystem.

While many more employee engagement metrics exist, these are a good starting point. 

When you use EEI, you can transform insights into action

The Employee Engagement Index is a powerful tool for measuring and enhancing employee engagement across your organization. By understanding and acting on its insights, you’ll definitely be better equipped to create a happier, more productive workplace. 

So, are you ready to strengthen your engagement strategy even further? Speakap’s employee engagement platform can help you simplify the entire process, transform employee feedback into meaningful action, and boost engagement.