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If you’re a manager, how do you know that your team is working hard? Traditionally, managers…
So you’ve heard about employee engagement. Maybe you’ve even heard that you should be measuring it. But what exactly is it that you should be measuring? What are the most important employee engagement metrics for managers to measure?
There are several metrics you can measure to assess your team’s engagement levels, and each one is like a piece of the puzzle. These pieces come together to form a snapshot of how the people on your team feel. So we’ve outlined the 10 metrics you should keep an eye on, and how each one contributes to the employee experience and your team’s performance.
Knowing what employee engagement metrics to measure is one thing, but it’s also important to get the hang of how to best do that measuring. The most important part of measuring employee engagement is that you do it consistently over time. If you only gauge how people feel once in a while, you’ll end up with a picture of how your team felt on that particular day or week, with no sense of how those feelings have evolved over time.
So how do you keep up with your team’s engagement level without adding to your work pile? You can try using an employee engagement survey like the one in Officevibe. It helps you understand how people feel with a simple, 2-minute weekly pulse survey sent automatically to every member of your team. The algorithm makes sure all 10 metrics are covered on an ongoing basis, so the employee engagement data in your survey results stays accurate and you can easily track trends.
Now this is an engagement metric you definitely want to measure, and one you have a direct influence on. But don’t be nervous, Relationship With Manager is consistently the second highest scoring metric in Officevibe’s Pulse Surveys, with an 85% satisfaction rate from employees.
People want to feel supported, understood, and appreciated by their bosses. You have the amazing opportunity to help your team members succeed. Keeping an eye on how your team members feel about their manager-employee relationship helps you strengthen it.
Feedback is a gift. It helps us see things from a different perspective, and think about how we might have done things differently. What does this offer us? Insights on how we can do things differently going forward. Employee feedback that’s given thoughtfully with the intention of helping the receiver helps people grow and develop continuously at work.
When you’re tracking the employee experience around feedback, you’ll get to know people’s preferences and comfort levels. From there, you can start to build a feedback culture on your team, where it’s encouraged, given with respect, and received with gratitude.
Employees want to feel challenged at work, and see a clear path forward for their professional development. This means working to improve their skill sets, having autonomy in how they complete their work, and feeling a sense of purpose in the tasks they’re completing.
Measuring employees’ sentiment around their personal growth at work helps you build a team environment where they can thrive. This means better employee performance and a better engagement score for your team. When you know where people want space to challenge themselves, and where they need support, you’ll be able to set up the conditions for everyone to do their best work and evolve in their roles.
Effective collaboration is essential to your team members coming together to be stronger as a whole. When teamwork is off, performance suffers. So building strong peer relationships is a superpower for your team. Luckily, Relationship With Peers is the highest scoring overall metric in Officevibe, with an 86% satisfaction rate from employees. And,
Having a strong foundation of trust and understanding helps people work better, together. When you track this metric, it helps you spot any important fluctuations that could indicate that something is off. From there, you can work together with your team to get them back to performing at their best.
Employee wellbeing is something every manager cares about, and wants to support as best as they can. With so many teams going remote in the last year and people dealing with the stress of living and working through an extended global crisis, this metric is as important to watch as ever. Measuring employee wellness helps you spot things that people might not bring up otherwise, and offer real support.
Things like health benefits and access to mental health services might be handled at a higher level than management. But you have a direct impact on how your team members feel about these things, and whether or not they use the resources that are available to them. Beyond that, you can influence the culture on your team so people feel encouraged to take time off and pursue their passions outside of work. This will help reduce the risk of workplace stress and burnout and employee absenteeism.
Your team members need to know that their contribution counts. People also want to feel valued for the work they do, and to know that their peers and manager see and appreciate the effort they put into the job. Simply saying “great job on that, it had a big impact for our clients and I really appreciated your level of organization” is one of the most low-cost, high-impact ways to boost employee retention. Yet, Recognition Frequency is the lowest scoring Sub-Metric in Officevibe’s Pulse Surveys, with 36% of employees who feel dissatisfied with how often they’re recognized for their work.
You can understand everything from how people like to be recognized, to who they want to get recognition from, and how often they want to get this recognition by tracking employee recognition on your team. And with that knowledge, you can amplify your recognition practices so people feel truly valued.
To get your team where it wants to go, you need every person striving towards the same vision, with the same end goals in mind. But company alignment is about more than just understanding and getting on board with the vision and mission. It’s also about company culture and corporate values, and whether employees are aligned with them. It’s about whether people are satisfied the company’s ethics and social responsibility.
Knowing where your team stands on these issues helps you spot any areas where things are unclear before you’re dealing with employee disengagement. If people don’t understand the strategic direction, you could schedule a presentation with the leadership of this area. Or if team members don’t feel a personal connection with the values, you can build team values together that will have more impact in their day-to-day.
Every manager wants their team to be happy. While general happiness obviously relies on a number of factors in and outside of the workplace, the point of measuring happiness at work is to assess those factors that are work-specific. Do people have a good level of work-life balance? Are they supported as they deal with workplace stress? Do they enjoy doing their work?
This number isn’t outstanding, but there are a lot of things managers can do to support a happier, healthier team. Checking in regularly in one-on-one meetings on stress levels and happiness levels helps you get a better understanding of each employee’s experience. From there, you can find little ways to make people feel happier throughout their work day.
Job satisfaction generally means peoples’ satisfaction with their role within the team or company, the physical and technological setup they’re working with, and their compensation. Employee satisfaction is an important engagement metric to measure because it’s about some of the most basic factors of a job, like:
While you might not be in charge of the pay structure, you can certainly advocate for your team members to get them fair salaries and benefits. You can work together with employees to set individual goals so they can develop their skill sets. And, you can act as a liaison to help get your team the resources they need to do their work.
Last but not least, ambassadorship gives you a great idea of whether employees are true advocates of the company, as an employer and for its services. When an engaged employee goes from “I like my job” to “everyone should have an employer as great as mine,” it helps you retain (and attract) the best talent to your team.
Why is this metric important for managers? Because you have a big impact on how employees feel about their organization. And the more advocates you have on your team, the better they’ll perform. Tracking ambassadorship on your team helps you spot what employees love most about working at your company, and where there’s room to strengthen that loyalty. That way you reduce employee turnover, and continue to develop your team.
The main purpose of measuring engagement on your team isn’t getting your engagement score up to 10/10. Monitoring how people feel over time helps you spot fluctuations, and understand the impact of workplace changes. This supports your team engagement strategy and getting disengaged employees back on track. These 10 employee engagement metrics give you a clear picture of how people feel in different areas, so you can take action where it counts.
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