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9 examples of Employee Engagement metrics and KPIs

What are Employee Engagement metrics?

Finding the right Employee Engagement metrics can be daunting, especially when you're busy working on your day-to-day tasks. This is why we've curated a list of examples for your inspiration.

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While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here. You can use our free AI metrics generator below to generate your own strategies.

Examples of Employee Engagement metrics and KPIs

Metrics for Employment engagement

  • 1. Employee turnover rate

    The percentage of employees who leave the company within a certain period. It's calculated by dividing the number of employees who left by the average number of employees, multiplied by 100.

    What good looks like for this metric: 10-15% annually

    Ideas to improve this metric
    • Improve onboarding processes
    • Foster a positive company culture
    • Offer competitive salaries and benefits
    • Provide career development opportunities
    • Conduct exit interviews to understand reasons for leaving
  • 2. Employee net promoter score (eNPS)

    Measures the likelihood of employees to recommend the company as a good place to work. It's calculated by asking employees to rate their likelihood on a scale from 0-10 and categorizing them as promoters, passives, or detractors.

    What good looks like for this metric: 20-50

    Ideas to improve this metric
    • Regularly collect and act on employee feedback
    • Enhance internal communication
    • Recognize and reward achievements
    • Ensure workload balance
    • Promote work-life balance
  • 3. Employee satisfaction survey scores

    Quantifies employees' overall satisfaction with the company. It's calculated through surveys asking employees to rate their satisfaction on various aspects, averaged into an overall score.

    What good looks like for this metric: 70-80%

    Ideas to improve this metric
    • Enhance job role clarity
    • Provide consistent feedback
    • Create a trustful environment
    • Increase engagement in decision-making processes
    • Offer flexible working hours
  • 4. Absenteeism rate

    The percentage of workdays lost to unplanned absences. It's calculated by dividing the total number of unplanned absence days by the total number of available working days, multiplied by 100.

    What good looks like for this metric: 1.5-3%

    Ideas to improve this metric
    • Promote a healthy work environment
    • Implement wellness programmes
    • Offer flexible leave policies
    • Address work-related stress
    • Provide mental health support
  • 5. Training participation rate

    The percentage of employees participating in professional development programmes. It's calculated by dividing the number of employees who participate in training by the total number of employees, multiplied by 100.

    What good looks like for this metric: 60-80%

    Ideas to improve this metric
    • Encourage continuous learning
    • Provide online training options
    • Make training relevant and beneficial
    • Reward participation and completion
    • Communicate the value of training programmes

Metrics for Fulfillment and growth

  • 1. Employee engagement score

    Measures the level of engagement employees feel towards their work, typically gathered through surveys

    What good looks like for this metric: 70-80%

    Ideas to improve this metric
    • Encourage open communication
    • Provide opportunities for feedback
    • Recognize and reward achievements
    • Offer professional development programs
    • Foster a positive work environment
  • 2. Employee retention rate

    Calculated as the percentage of employees who stay with the company over a specific period

    What good looks like for this metric: 85-90%

    Ideas to improve this metric
    • Create clear career paths
    • Provide competitive compensation
    • Ensure work-life balance
    • Foster a strong company culture
    • Conduct exit interviews
  • 3. Professional development participation

    Tracks the number of employees engaging in professional development activities

    What good looks like for this metric: 60-75%

    Ideas to improve this metric
    • Promote development opportunities
    • Subsidize costs of courses
    • Incorporate development into performance reviews
    • Provide time for learning
    • Highlight success stories
  • 4. Internal promotion rate

    Percentage of roles filled by internal candidates rather than external hires

    What good looks like for this metric: 15-20%

    Ideas to improve this metric
    • Identify and groom top talent
    • Offer leadership training
    • Create mentorship programs
    • Set clear promotion criteria
    • Monitor and address skill gaps
  • 5. Work-life balance score

    Evaluates how employees feel about their work-life balance, often measured through surveys

    What good looks like for this metric: 70-80%

    Ideas to improve this metric
    • Implement flexible work hours
    • Encourage taking vacations
    • Promote wellness programs
    • Regularly assess workloads
    • Provide support for remote work

Metrics for Decrease in Stress Levels

  • 1. Employee Stress Survey Score

    Measures employee stress levels through a structured survey using a standardised stress scale

    What good looks like for this metric: An average score of 3.5 on a scale of 1 to 5

    Ideas to improve this metric
    • Conduct regular stress surveys
    • Incorporate relaxation techniques into daily routine
    • Introduce flexible working hours
    • Improve communication channels
    • Provide access to counselling services
  • 2. Absenteeism Rate

    Reflects the percentage of workdays missed due to stress-related absences

    What good looks like for this metric: A typical absenteeism rate of 2% is observed

    Ideas to improve this metric
    • Educate employees on stress management
    • Enhance support for mental health issues
    • Monitor workload to prevent burnout
    • Foster a positive work environment
    • Incentivise maintaining low absenteeism
  • 3. Employee Turnover Rate

    Represents the rate at which employees leave the company voluntarily for stress-related reasons

    What good looks like for this metric: An acceptable turnover rate is about 10%

    Ideas to improve this metric
    • Offer career development opportunities
    • Ensure employees have a voice in decision-making
    • Regularly assess job satisfaction levels
    • Promote a healthy work-life balance
    • Conduct exit interviews to understand stress factors
  • 4. Participation Rate in Wellbeing Activities

    Indicates the percentage of employees engaging in sensory breaks and creative activities

    What good looks like for this metric: Participation rate should be around 75%

    Ideas to improve this metric
    • Schedule activities at convenient times
    • Clearly communicate the benefits of activities
    • Offer a diverse range of activities
    • Encourage team leaders to participate
    • Provide feedback mechanisms to improve activities
  • 5. Employee Engagement Score

    Measures employee engagement levels which inversely correlate with stress

    What good looks like for this metric: An average engagement score of 75% is typical

    Ideas to improve this metric
    • Strengthen recognition and reward systems
    • Develop a sense of purpose in roles
    • Facilitate team bonding activities
    • Implement regularly scheduled one-on-one meetings
    • Encourage transparent communication at all levels

Metrics for Community Care Impact

  • 1. Employee Engagement Score

    Measures how engaged employees are with the community initiatives and their involvement in the organisation’s activities

    What good looks like for this metric: Industry benchmarks generally range from 65% to 85%

    Ideas to improve this metric
    • Increase recognition of active participants
    • Offer regular feedback sessions
    • Facilitate team-building activities
    • Provide training and development opportunities
    • Enhance communication channels
  • 2. Employee Retention Rate

    Percentage of employees who remain with the organisation over a period, indicating satisfaction and loyalty

    What good looks like for this metric: A typical benchmark is 90% annually

    Ideas to improve this metric
    • Provide career advancement opportunities
    • Improve work-life balance offerings
    • Enhance benefits and compensation
    • Organise engagement and wellness programs
    • Foster a transparent work environment
  • 3. Participation Rate in Community Events

    Measures the level of participation by employees in organised community care events

    What good looks like for this metric: Target at least 70% participation rate

    Ideas to improve this metric
    • Make events more inclusive and diverse
    • Align events with employee interests
    • Provide incentives for participation
    • Increase visibility and communication about events
    • Engage leadership to drive participation
  • 4. Employee Satisfaction Survey Results

    Survey results reflecting employees' overall satisfaction with the organisation’s community care initiatives

    What good looks like for this metric: Aim for satisfaction ratings above 75%

    Ideas to improve this metric
    • Conduct focus groups to gather detailed feedback
    • Regularly review and act on survey feedback
    • Enhance communication about the impact of initiatives
    • Introduce flexible community care activities
    • Create mentoring opportunities within initiatives
  • 5. Community Care Initiative Growth Rate

    The rate at which community care initiatives are expanding in terms of scope or participation over time

    What good looks like for this metric: A growth rate of 10% annually is typical

    Ideas to improve this metric
    • Introduce innovative initiatives based on employee feedback
    • Leverage social media to increase reach
    • Partner with external organisations
    • Schedule regular internal events to raise awareness
    • Implement cross-departmental collaborations

Metrics for Measure leadership and team dynamics

  • 1. Leadership Consistency Index

    Measures the consistency and reliability of leadership decisions and actions across the organisation.

    What good looks like for this metric: 70-80%

    Ideas to improve this metric
    • Increase transparency in decision-making
    • Provide leadership training sessions
    • Establish clear communication channels
    • Set measurable leadership goals
    • Conduct regular feedback sessions with teams
  • 2. Time-To-Hire

    Measures the average time taken to hire a new employee from the initial job posting to the acceptance of the offer.

    What good looks like for this metric: 30-45 days

    Ideas to improve this metric
    • Improve job description clarity
    • Streamline your interview process
    • Utilise automated candidate screening
    • Enhance employer branding
    • Build a talent pipeline
  • 3. Quality Of Hire

    Assess the performance and potential of new hires during their initial period at the company.

    What good looks like for this metric: 80-90% retention of high performers

    Ideas to improve this metric
    • Refine assessment criteria during interviews
    • Introduce structured onboarding processes
    • Align new hires with company culture
    • Cultivate mentorship and peer programmes
    • Regularly review new employee performance
  • 4. Employee Engagement Score

    Measures the overall engagement and motivation level of employees within the organisation.

    What good looks like for this metric: 70-80%

    Ideas to improve this metric
    • Conduct surveys to gather feedback
    • Implement recognition and reward systems
    • Encourage work-life balance
    • Provide career development opportunities
    • Promote open communication within teams
  • 5. Discipline Adherence Rate

    Monitors the team's adherence to established processes and procedures.

    What good looks like for this metric: 85-95%

    Ideas to improve this metric
    • Clarify process expectations to team
    • Introduce regular training sessions
    • Incentivise compliance with procedures
    • Regularly audit adherence to processes
    • Ensure leadership models expected behaviours

Metrics for HR KPIs

  • 1. Employee Turnover Rate

    The percentage of employees who leave the company during a certain period of time, calculated by dividing the number of employees who leave by the average number of employees and multiplying by 100

    What good looks like for this metric: 10-15%

    Ideas to improve this metric
    • Enhance employee engagement programmes
    • Improve internal communication
    • Offer competitive salaries and benefits
    • Create a clear career progression path
    • Regularly review and improve company culture
  • 2. Time to Hire

    The average number of days it takes from when a job opens until an offer is accepted, indicating the efficiency of the hiring process

    What good looks like for this metric: 40-50 days

    Ideas to improve this metric
    • Streamline the interview process
    • Utilise applicant tracking systems
    • Enhance job descriptions
    • Build a talent pipeline
    • Increase employer branding
  • 3. Employee Engagement Rate

    The level of employee commitment and involvement towards their organisation, typically measured through surveys and engagement scores

    What good looks like for this metric: 70-80%

    Ideas to improve this metric
    • Regularly conduct employee surveys
    • Offer professional development opportunities
    • Recognise and reward employees
    • Foster a positive work environment
    • Encourage regular feedback sessions
  • 4. Absenteeism Rate

    The percentage of workdays employees are absent, calculated by dividing the number of days missed by the total number of workdays available

    What good looks like for this metric: 1.5-3%

    Ideas to improve this metric
    • Implement wellness programmes
    • Improve workplace conditions
    • Address potential causes of stress
    • Provide flexible work options
    • Promote a healthy work-life balance
  • 5. Training Cost Per Employee

    The amount of money spent on training each employee, including materials, time, and any external training sessions

    What good looks like for this metric: $1,000-$1,500

    Ideas to improve this metric
    • Evaluate the effectiveness of existing training programmes
    • Utilise more in-house training resources
    • Leverage online learning platforms
    • Negotiate better rates with external trainers
    • Ensure training aligns with company goals

Metrics for Manager Behavioural Change Impact

  • 1. Employee Engagement Score

    Measures the level of engagement employees feel at work, often assessed via surveys

    What good looks like for this metric: Typical benchmark values range from 60-80%

    Ideas to improve this metric
    • Conduct regular team feedback sessions
    • Implement open-door policy for discussions
    • Encourage team collaboration in decision-making
    • Recognise team contributions publicly
    • Provide professional development opportunities
  • 2. Team Collaboration Index

    Assesses the frequency and quality of collaboration among team members

    What good looks like for this metric: Benchmark values depend on industry; however, 70-85% is typical

    Ideas to improve this metric
    • Foster team-building activities
    • Utilise collaboration tools for projects
    • Clarify team roles and responsibilities
    • Incentivise collaborative successes
    • Monitor and reward team achievements
  • 3. Employee Satisfaction Score

    Evaluates overall employee satisfaction with the management and working conditions

    What good looks like for this metric: A typical satisfaction score ranges from 65-85%

    Ideas to improve this metric
    • Conduct satisfaction surveys regularly
    • Address individual concerns promptly
    • Provide transparent company updates
    • Enhance workplace facilities
    • Offer flexible working arrangements
  • 4. Turnover Rate

    Measures the rate at which employees leave the organisation

    What good looks like for this metric: Average turnover rates are between 10-20% annually

    Ideas to improve this metric
    • Promote career advancement internally
    • Enhance employee reward programmes
    • Offer competitive salary and benefits
    • Encourage work-life balance
    • Conduct exit interviews for insights
  • 5. 360-Degree Feedback Ratings

    Aggregates reviews provided by peers, subordinates, and managers on an employee's performance

    What good looks like for this metric: Ratings usually range from 3.5 to 4.5 out of 5

    Ideas to improve this metric
    • Train managers in giving constructive feedback
    • Implement regular 360-degree feedback sessions
    • Address feedback results in performance reviews
    • Encourage honest and open communication
    • Use feedback to guide personal development plans

Metrics for Integrating Life Purpose

  • 1. Employee Engagement Score

    Measures the level of employee engagement and satisfaction within the organisation, often assessed through surveys

    What good looks like for this metric: 65-85%

    Ideas to improve this metric
    • Foster open communication channels
    • Organise team-building activities
    • Provide opportunities for career advancement
    • Encourage feedback and suggestions
    • Recognise and reward employee achievements
  • 2. Purpose Alignment Index

    Assesses how well employees' personal values align with the company's mission and goals

    What good looks like for this metric: 70-80%

    Ideas to improve this metric
    • Conduct workshops on company values
    • Offer personalised coaching sessions
    • Promote internal role models
    • Align company projects with personal values
    • Establish mentorship programs
  • 3. Professional Development Participation Rate

    Tracks the percentage of employees actively participating in professional development programs

    What good looks like for this metric: 50-70%

    Ideas to improve this metric
    • Make programs more accessible
    • Tailor programs to employee interests
    • Incentivise participation
    • Publicise success stories
    • Regularly evaluate and improve offerings
  • 4. Employee Retention Rate

    Measures the percentage of employees who remain with the company over a specific period

    What good looks like for this metric: 85-90%

    Ideas to improve this metric
    • Improve workplace culture
    • Enhance benefits and compensation
    • Offer flexible working conditions
    • Provide clear career paths
    • Implement regular feedback mechanisms
  • 5. Personal Development Plan Completion Rate

    Monitors the percentage of employees who complete their personalised development plans

    What good looks like for this metric: 60-75%

    Ideas to improve this metric
    • Set clear and achievable goals
    • Regularly review progress
    • Offer support and resources
    • Ensure management buy-in
    • Celebrate plan completions

Metrics for Recruitment and inclusion

  • 1. Time to fill

    Average number of days taken to fill a job vacancy from when it was posted until an offer is accepted

    What good looks like for this metric: 30-50 days

    Ideas to improve this metric
    • Streamline the interview process
    • Utilise automated applicant tracking systems
    • Refine job descriptions
    • Leverage recruitment agencies
    • Enhance employer branding
  • 2. Offer acceptance rate

    Percentage of job offers accepted by candidates out of the total offers made

    What good looks like for this metric: 85-95%

    Ideas to improve this metric
    • Ensure competitive compensation packages
    • Improve the candidate experience
    • Communicate career growth opportunities
    • Engage with potential hires pre-offer
    • Conduct market research on industry standards
  • 3. Employee retention rate

    Percentage of employees who remain with the company over a specified period

    What good looks like for this metric: 85-90% annually

    Ideas to improve this metric
    • Enhance onboarding processes
    • Implement employee engagement initiatives
    • Offer continuous training and development
    • Foster a positive work culture
    • Provide clear career advancement paths
  • 4. Diversity ratio

    The ratio of employees from diverse backgrounds compared to the total workforce

    What good looks like for this metric: Varies by industry and location

    Ideas to improve this metric
    • Create inclusive hiring practices
    • Support employee resource groups
    • Offer unconscious bias training
    • Monitor and report on diversity metrics regularly
    • Engage with diverse recruitment sources
  • 5. Employee engagement score

    Measurement of how engaged and satisfied employees are with their work environment

    What good looks like for this metric: 65-85%

    Ideas to improve this metric
    • Conduct regular employee surveys
    • Act on feedback received from employees
    • Implement work-life balance initiatives
    • Encourage open communication
    • Recognise and reward employee contributions

Tracking your Employee Engagement metrics

Having a plan is one thing, sticking to it is another.

Don't fall into the set-and-forget trap. It is important to adopt a weekly check-in process to keep your strategy agile – otherwise this is nothing more than a reporting exercise.

A tool like Tability can also help you by combining AI and goal-setting to keep you on track.

Tability Insights DashboardTability's check-ins will save you hours and increase transparency

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Planning resources

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