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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Examples of Employee Engagement metrics and KPIs 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
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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
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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
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1. Employee Engagement Score This score measures the level of engagement an employee feels towards the organisation, based on surveys and feedback.
What good looks like for this metric: 70-80%
Ideas to improve this metric Create regular feedback opportunities Offer professional development programmes Implement flexible work arrangements Recognise and reward employee achievements Promote a healthy work-life balance 2. Employee Net Promoter Score (eNPS) A measure of how likely employees are to recommend their workplace to others, calculated by subtracting the percentage of detractors from promoters.
What good looks like for this metric: 10-30
Ideas to improve this metric Foster open communication channels Address employee concerns promptly Create a strong company culture Enhance job satisfaction Provide adequate resources and support 3. Voluntary Turnover Rate The percentage of employees who leave the company voluntarily over a specific period.
What good looks like for this metric: 10-15%
Ideas to improve this metric Conduct exit interviews to understand reasons for leaving Increase employee growth opportunities Review and adjust compensation packages Enhance motivation through inspiring leadership Encourage team building activities 4. Absenteeism Rate The rate at which employees are absent from work, excluding allowed absences.
What good looks like for this metric: 1-2%
Ideas to improve this metric Implement wellness programmes Provide mental health support Enhance job satisfaction Encourage taking timely breaks Evaluate workload consistency 5. Job Satisfaction Index Measures employee contentment with their job roles and responsibilities through surveys.
What good looks like for this metric: 70-85%
Ideas to improve this metric Regularly review job roles and responsibilities Offer career progression opportunities Maintain a positive workplace environment Provide feedback and praise Ensure adequate work-life balance
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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
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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
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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
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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
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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
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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
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1. Annual Sales Volume The total quantity of plastic products sold within a year
What good looks like for this metric: 10,000 MT in 2025, increasing to 50,000 MT by 2035
Ideas to improve this metric Expand market reach through marketing Increase product quality to boost sales Enhance sales team training and incentives Identify and target key industries needing plastic Collaborate with international partners 2. Production Yield The percentage of produced items that meet quality standards
What good looks like for this metric: 95% in 2025, aiming for 99% by 2035
Ideas to improve this metric Implement quality checks at each production phase Invest in modern machinery and technology Train employees on quality control processes Conduct regular maintenance on equipment Incorporate lean manufacturing practices 3. Customer Retention Rate The percentage of customers who continue to buy over time
What good looks like for this metric: 80% in 2025, increasing to 95% by 2035
Ideas to improve this metric Enhance customer service and support Implement a loyalty program Regularly seek customer feedback for improvements Offer personalized deals and discounts Ensure high product quality and consistency 4. Cost per Metric Tonne (MT) The cost incurred to produce one metric tonne of plastic
What good looks like for this metric: 10% reduction by 2026, aiming for 20% reduction by 2035
Ideas to improve this metric Streamline procurement processes Negotiate better deals with suppliers Optimize production scheduling for efficiency Minimize waste during production Utilize energy-efficient machinery 5. Training Hours per Employee The average number of hours each employee spends in training annually
What good looks like for this metric: 20 hours in 2025, increasing to 60 hours by 2035
Ideas to improve this metric Develop a comprehensive training calendar Encourage online and external training sessions Introduce mentorship programs Link training to career development plans Utilize technology for training modules
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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.
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