How to measure employee engagement, and act on what you find
Measurement alone doesn't move engagement. Learn how to choose the right survey, read the weak signals early and turn results into an action plan employees can see.
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What's inside
A practical guide to the full engagement loop: measure, analyse, act. Compare eNPS, Pulse surveys and annual engagement surveys, with ready-to-use example questions for each. Learn how to analyse comments with AI, share results without breaking anonymity, and build SMART action plans, with first-hand experience from JobTeaser and APRIL.
Key insights
Engagement surveys only pay off when employees see what happens next. Here's what the data says about why it matters.
Employees who aren't engaged are 12x more likely to leave within a year
Engagement data flags attrition risk months before it shows up in turnover figures.
38% of employees don’t know what actions were taken after their last survey
Only 8% fully agree their employer acts on surveys. Share your action plan, not just the results.
Only 30% of employees help set their own objectives
Those who do are 3.6x more likely to be engaged. Co-create objectives in your next review cycle.
Disengagement shows up as absence first
Highly engaged teams have 81% lower absenteeism and 14% higher productivity.
Filter too far and anonymity breaks
Below about five responses, individual answers become identifiable. Set a minimum before results are shown by team.
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FAQ
What is employee engagement?
Employee engagement describes how committed employees are to their work and their organisation. Engaged employees are less likely to leave, less often absent and more productive.
How do you measure employee engagement?
The three most common methods are the employee Net Promoter Score (eNPS), Pulse surveys and an annual or biannual engagement survey. Many organisations combine them, staggered so no team is surveyed too often.
What is eNPS and how is it calculated?
eNPS asks one question: how likely are you to recommend this workplace, on a scale of 0 to 10. eNPS = % of promoters (9–10) minus % of detractors (0–6), giving a score from −100 to +100.
What is a good eNPS score?
As a general guide, above 30 is excellent, 10 to 30 is good, 0 to 10 is acceptable and below 0 is poor. Context matters: scores often dip during restructuring or layoffs.
What is the difference between a Pulse survey and an engagement survey?
A Pulse survey has 5 to 10 questions and runs weekly or monthly to catch weak signals. An engagement survey has 20 to 50 questions, runs once or twice a year and covers all key drivers of engagement.
How do you keep engagement surveys anonymous?
Tell employees clearly whether a survey is anonymous, and only show filtered results once a group reaches a minimum number of responses, for example five or more.