Employee engagement is a deep connection and sense of purpose at work that creates extra energy and commitment. It’s the key to fostering an engaged and healthy workplace. According to Gallup, U.S. employee engagement dropped two percentage points in early 2022 — with the decline beginning in late 2021. In order to improve employee engagement, you need to know how to measure employee engagement.
People often confuse job satisfaction or participation with employee engagement. But that burst of energy you feel actually comes from being engaged in your work — not just with how satisfied you are while you’re there or how often you participate. Gallup also notes that, “actively disengaged employees are disgruntled and disloyal because most of their workplace needs are unmet.”
How to assess employee engagement
Successful employee engagement starts with managers. Managers account for up to 70% of variance in employee engagement. And most employees even say their immediate manager matters more than C-suite leadership when it comes to well-being support. The best way to foster employee engagement and well-being is to support employees. And the best way to support employees is to focus on managers. Did you know that employees who rate their manager as excellent are five times more engaged than employees who rate their manager as poor?
There are numerous ways to measuring staff engagement through surveys and research, some focus on job characteristics, others include an assessment of personal resource investment. Limeade helps your managers receive effective tools to support their employees’ well-being.
How to measure employee engagement metrics
Unlike other traditional engagement measurement tools, Limeade highlights data in real-time and uncovers actionable new insights. It measures employee engagement and the main drivers — such as work-life balance, positive relationships, work meaning and more — that impact employee engagement based on Well-Being Assessment data. Specifically, top drivers of engagement from our Well-Being Assessment include:
Being valued by the employer
Using one’s greatest personal strengths on the job
Identifying with and seeing meaning in one’s work
Ability to have an impact
Being able to learn and develop on the job
Having a supportive manager and work team
Working a reasonable number of hours
Having a manageable amount of stress in one’s life
Being supported by one’s organization in living a healthier life
Our fresh approach complements your existing performance management program by extending and strengthening the organizational support employees feel from their leaders and managers. Limeade knows how to measure employee engagement by providing real-time data and insights with on-demand dashboards to help managers pinpoint groups at most risk.
What does this look like?
Use listening tools to collect actionable feedback. With pulse surveys and polls, managers have a targeted approach to catalyze and act on employee feedback quickly and privately. This enables you to reach everyone, no matter where they are, who they are or what they do for your organization.
Real-time data and insights to empower care. With burnout rates staying at an all-time high, managers and program administrators can spot burnout within employee groups. Limeade provides real-time insights with on-demand dashboards to help managers pinpoint groups at most risk for burnout. Managers can target employee groups with science-backed activities that promote mindfulness, resilience, sleep health, stress management, work-life meaning and more.
Boost engagement through a lively communications feed. Social recognition features provide a fun and easy way to connect with employees. Limeade Institute research found that over the course of an employees’ career, recognition has the highest positive impact on their employee experience. Through a lively communications feed, employees can share ideas, post wins, join employee resource groups, celebrate milestones and cheer each other.
Real business results
Companies with high levels of employee engagement see the impact of this engagement in business success. With Limeade, companies learn the impact of engagement on business success and know how to measure employee engagement successfully.
A 14,000+ employee manufacturing customer used Limeade dashboards to develop a manager scorecard with aggregated well-being program data that indicates their team’s areas of strength, improvement and engagement. This allowed managers to understand their team’s areas for improvement and act in real time, which led to:
40% of employees being actively engaged
69% improvement in well-being areas among users
Program administrators use Limeade Insights Dashboards to evaluate trends in employee health, well-being, productivity, engagement, turnover and burnout risk. The Engagement Dashboard is used to see current employee engagement metrics across the company and at each location. The dashboards helped uncover opportunities for improvement at different locations. For example, the Well-Being Assessment showed that the company’s Boat Group was struggling with healthy weight, heart health and exercise/fitness, but had an interest in volunteering. So, the customer launched a “Participate in a 5k Race” activity to meet that group’s needs and interests. The New York Mills location was struggling with resilience, so they launched the “3 Good Things” challenge to help employees with activities focused on gratitude and positivity.
8 Ways to improve employee engagement
Provide feedback regularly for employees. Develop a consistent process for giving feedback (timely, specific and actionable) that helps employees see a clear path forward toward their own professional development. Include both positive and constructive suggestions that enable an employee to grow and develop.
Dedicate time for teams to openly discuss ideas on how to function better as a team. Create a shared norm of providing encouragement and support for peers with some fun competition, without pressuring each other. Create a learning environment where all employees can try new things together without the fear of being reprimanded for failure.
Offer interaction and collaboration across teams. Help employees see themselves as part of something bigger and create connections between individuals who would not meet along strictly “professional” lines. Use social networks to report engagement successes and barriers to the organization.
Create workspaces that feel positive and energizing. Some things to consider include setting your hybrid or remote team up for success by offering a home office stipend, encouraging time spent outside and giving employees the freedom to make their spaces their own.
Create clarity and connection between individual roles and the mission of the organization. Employees must be able to see how their job contributes to the organization’s reason for being. Managers can show employees how their individual work contributes to achieving the company’s greater mission and purpose.
Encourage leaders to be active role models of engagement. They must be honest communicators and act as examples for others in order to create an engaged workforce. For example, leaders can act as role models by supporting and being personally involved in well-being initiatives throughout the company. It’s important that employees believe in their leaders and the direction of the company in order to improve overall engagement.
Provide the right tools and resources. Consider a tool, platform, or well-being solution like Limeade that allows employees to report and track their engagement. Using a tool or program helps drive engagement by making well-being “come to life” and emphasizes the importance the organization has placed on improving employee well-being and engagement.
Focus on being intentional about building culture. Align your culture strategy with your business strategy that supports engagement. To get started, conduct a culture audit to understand what aspects of your culture are supporting well-being and engagement and which ones might be hindering it.