Quantitative Employee Engagement Metrics

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Learn about the employee engagement metrics that can help you boost employee wellbeing and reduce attrition, absenteeism, and turnover rates.

When it comes to reducing employee turnover rates, increasing job satisfaction, and improving overall employee wellbeing, collecting some form of employee feedback is essential. Many organizations still track engagement via methods like employee net promoter scores (eNPS) and pulse surveys, which is great for measuring at a specific point in time. Pair these methods with modern employee engagement software, and you can get a more complete read on your employees’ level of engagement.

Quantitative employee engagement metrics empower business leaders and team members alike to track engagement and better understand how employees work. At ActivTrak, we believe engaged employees are the best employees, and they make for the most productive company culture. Understanding current employee engagement and implementing an effective engagement strategy helps your team members work wiser and stay enthusiastic about your company’s vision.

In this article, we’ll explain why identifying both disengaged and engaged employees is so important and then give you tips on how best to do just that. Plus will give you a concrete guide to the quantitative employee engagement KPIs (key performance indicators) that will help you understand and improve the employee experience and your work environment at large.

Why is it Important to Measure Employee Engagement?

71% of business leaders agree that engaged employees are essential to their organization’s success. In addition to increasing employee retention and boosting employee well-being, having an engaged team can increase your bottom line. According to Gallup, a highly engaged workforce increases profitability by 21% while disengaged employees can cost companies as much as $550 billion annually. Without engaged employees, your organization might also suffer from high absenteeism rates or turnover rates.

Achieving and maintaining employee engagement should be a top priority, but how do you know if you have engaged employees or not? Measuring employee engagement helps you identify and solve problems before they worsen, develop action plans and initiatives based on real data, and much more. Before we explore the best way to measure employee engagement, let’s first talk about traditional methods like employee engagement surveys and the benefits they offer.

Collecting Employee Engagement Metrics: Why Surveys and eNPS Alone Aren’t Enough

Employee engagement surveys and employee net promoter scores (also called the eNPS or employee NPS) are two of the most common ways to measure employee engagement.

These methods allow managers to get insight into their employees’ experiences through questions about thoughts, feelings, and motives that can help managers understand employee job satisfaction and wellness. In the case of the employee net promoter score, unlike standard employee surveys, there is only one question to answer: “How likely are you to recommend working at your organization?” This question alone can give managers a sense of engagement and satisfaction.

Though undeniably useful, these traditional methods on their own aren’t always effective employee engagement KPIs. In fact, only 22% of companies get good results from employee engagement surveys or eNPS. There are a couple reasons for this. One major issue is that employee engagement surveys and eNPS aren’t conducted frequently enough, meaning they suffer from recency bias and typically only give insight into point-in-time sentiment instead of overall engagement. And as with any survey, these measures are also easily skewed by self-reporting.

Another concern is that neither measure offers any plan of action. Even if the surveys and eNPS effectively demonstrate that your employees are struggling, they don’t tell you what you need to fix to improve either employee engagement, nor do they tell you how to go about fixing it.

For organizations looking to go further when it comes to understanding and tackling workforce engagement, job satisfaction, and well-being, employee engagement surveys and employee net promoter scores alone aren’t enough.

When it comes to unlocking employee engagement in an organization, quantitative data is essential. By leveraging workforce analytics alongside employee engagement surveys and eNPS, organizations can surface opportunities to provide support quickly to those employees that need it most, enabling managers and employees alike to play an active role in improving engagement, job satisfaction and well-being.

Employee monitoring software offers the most accurate way to collect the quantitative metrics needed to measure employee engagement in your organization. Employee engagement can be difficult to gauge and relying on personal introspection or external observations doesn’t generate the actionable insights you need. When you use data to analyze how your team members work, you can get insights into which employees are engaged, what traits and behaviors indicate engagement, and make targeted interventions that will improve engagement within your work environment. Only then can you accurately assess and address your employee engagement.

The ActivTrak platform delivers data-driven workforce insights that will help you measure employee engagement and highlight opportunities to help your employees work wiser. With ActivTrak, managers can spot early indicators of employee burnout and disengagement and get advice on how to address them with the aid of ActivTrak Coach. Plus, the tool’s dashboards make it easy to understand and optimize workload balance across teams and to identify and address any sources of distraction or inefficiency that could be interfering with engagement.

ActivTrak’s Personal Insights dashboard empowers employees to understand their own work habits and engagement, comparing them to team and individual benchmarks and identifying information that can drive productive conversations with managers.

With this kind of quantitative data, you don’t need to just rely on subjective reports or vague questions to try to gauge levels of engagement. Instead, you can use real-time data to understand how your employees are working and create initiatives that boost engagement and retention while decreasing employee turnover and absenteeism.

The Top Employee Engagement Metrics You Should be Measuring

While there are a number of different metrics that can help business leaders gain insights into their team members’ engagement, there are three essential employee engagement metrics that should be the foundation of any program. These are:

  • Workload Balance: One of the biggest detractors from employee satisfaction and engagement is a sense of being overloaded, which can quickly lead to team burnout. By tracking workloads among team members and keeping an eye on who might be at risk of overwork, and who has some additional bandwidth, you can ensure employee engagement doesn’t suffer due to an uneven distribution of work.
  • Personal Productivity Insights: This data offers a great window into the traits that could indicate employee disengagement, both for individual team members and for your employees in general. Managers gain insight into how individual employees work and employees can access those same insights themselves. This feature helps you take an open and collaborative approach to increasing employee engagement.

Benchmarks and Goals: These insights offer a great baseline to work from as you create an engagement strategy for team members. You can see how your teams and individual employees are performing, compare that performance to your goals and theirs, then use that information to make adjustments as needed. As you see what’s working well and what needs improvement, you’re better equipped to create a targeted engagement strategy.

Understand and Improve Employee Experience with Quantitative Data

Engaged employees are the best asset of any organization. Engaged employees are more productive, more invested in their work, and more likely to stay with their current organization. Plus, engaged employees tend to experience greater job satisfaction during their workdays and a healthier work-life balance outside of them. With the ActivTrak platform, you can access the quantitative metrics needed to understand employee engagement and identify action plans to improve it among both new hires and seasoned employees.


  • Incorporate quantitative measures to effectively measure employee engagement with standard forms of employee feedback.
  • Let employees track engagement for themselves by giving them access to your collected data.

Use employee activity to offer employee recognition whenever possible — positive recognition is a great way to boost levels of engagement!

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