Employee engagement index to monitor engagement over the years
So every year you measure employee engagement. You survey all employees to determine the Level of Engagement—using a handful of questions—and then you concentrate on the Drivers of Engagement—a more extensive list of questions. You may also include items on pre-engagement Threshold Motivators—compensation and benefits.
Some clients ask if they can have an engagement score to use as a barometer to compare employee engagement over the years. In other words, if the same survey questions are asked, year-after-year, then some formula to label engagement in your company could, at least, give you a sense as to whether employee engagement is going up or down. So what number or percent do you use?
Options for computing an employee engagement index
There are several options. Here are a few:
Employee engagement index: Option 1
One way to calculate an employee engagement index is to compute three numbers: the percent engaged, the percent responsive to engagement, and the percent disengaged. These numbers can be computed this way:
- Engaged: percent who give top two box responses to all questions (all positive responses with no neutral or negative responses)
- Responsive to Engagement: percent of employees who give top three box responses to all questions (includes at least one neutral response but no negative responses)
- Disengaged: percent of employees who give at least one bottom two box response (includes at least one negative response)
Employee engagement index: Option 2
A second way to determine an employee engagement index involves comparing just the Level of Engagement responses each year. Compute this index by using the following formula: number of employees who gave favorable responses (top two box scores) to all “Level of Engagement” items divided by the total number of employees who took the survey. Level of Engagement items tend to measure either the condition of engagement (the presence of cognitive, emotional and physical energy), the outcomes of engagement like intending to stay with the company (retention), advocacy, and putting forth extra effort to make the organization successful, or a combination.
Employee engagement index: Option 3
A third way to calculate an employee engagement index is to compute the mean score of all percent favorable responses to all questions on the survey. This method does not look at individual responses but instead provides the average of the percent favorable scores for all items on the survey: the Level of Engagement items, the pre-engagement Threshold Motivator items, and the Drivers of Engagement items.
Employee engagement index: Option 4
A final option for creating an employee engagement index is to compute a mean favorable score for each section of the survey and monitor changes in those scores, year-by-year. This method generates a number of scores to monitor. This works best if the company is targeting a particular area—like fit, trust, caring, communication, achievement or ownership—and wants to monitor if the changes they have made since the survey are having an impact. Calculate scores for all sections—not just one or two sections—because any changes in one area will typically have an impact on other areas.
There are many ways to compute an employee engagement index. Be sure to use a method that will help your organization improve engagement and not a number or set of numbers that do not drive positive change.