Employee engagement is one of the most important drivers of productivity, retention, and company culture. But figuring out how to measure it effectively can feel overwhelming.
With so many tools and methods available, it can be hard to know which approach will provide the insights you’re looking for. By understanding the purpose, strengths, and limitations of each option, you can make an informed decision.
In this article, we’ll compare three key tools for measuring employee engagement: employee engagement surveys, pulse employee engagement surveys, and eNPS. You’ll learn how each works, when to use them, and how combining methods can give you a well-rounded view of employee engagement.
Understanding Engagement Measurement Tools
Comprehensive Employee Engagement Surveys
Standard employee engagement surveys are the most comprehensive survey tool, designed to provide a deep understanding of your organization’s engagement levels. These surveys typically include around 50 closed-ended questions, covering topics like leadership, training, recognition and rewards, growth and development, supervision, and more.
The purpose of these surveys is to give organizations an in-depth analysis of employee engagement. They help identify strengths and opportunities where the employee experience can be improved.
Depth vs. Frequency
- Depth: High—these surveys dive deep into the factors driving engagement.
- Frequency: Low—best suited for annual or bi-annual implementation.
When to Use a Standard Employee Engagement Survey
Employee engagement surveys are ideal for organizations looking for a comprehensive understanding of engagement levels. They’re especially useful when setting a baseline for future improvements or evaluating the impact of larger organizational changes.
Benefits
- Provide detailed insights across multiple subscales, including leadership, training, recognition and rewards, growth and development, supervision, and more.
- Deliver actionable data to inform future decisions.
Pulse Employee Engagement Surveys
Pulse employee engagement surveys are shorter, focused surveys designed to provide quick, actionable insights. They typically consist of around 10-12 Likert scale questions and one or two open-ended questions, making them easy to complete and analyze.
The main purpose of pulse employee engagement surveys is to give organizations a snapshot of current employee sentiment.
Depth vs. Frequency
- Depth: High—these surveys dive deep into the factors driving engagement.
- Frequency: Low—best suited for annual or bi-annual implementation.
When to Use
Pulse employee engagement surveys are best used for monitoring trends between comprehensive engagement surveys. They’re a valuable tool for responding to immediate concerns and maintaining a regular dialogue with employees.
Pros and Cons
- Pros:
- Quicker for employees to complete.
- Can be implemented more than once a year without causing survey fatigue.
- Cons:
- Limited depth compared to longer engagement surveys.
- Risk of survey fatigue if used more than twice a year.
Employee Net Promoter Score (eNPS)
eNPS is a simple and focused survey tool that measures employee loyalty. It consists of a single Likert scale question on an 11-point scale, often paired with one open-ended question to gather additional context.
The purpose of eNPS is to evaluate how likely employees are to recommend your organization as a great place to work. It’s an effective way to gauge overall loyalty and advocacy within your workforce.
Depth vs. Frequency
- Depth: Low—focused on loyalty and advocacy rather than broader engagement metrics.
- Frequency: High—works well for ongoing, regular check-ins.
When to Use
eNPS is best used as a complement to comprehensive employee engagement surveys. It can also function as a quick, standalone check-in between larger surveys to monitor shifts in employee sentiment over time.
Pros and Cons
- Pros:
- Much quicker for employees to complete.
- Simple metric to track over time.
- Cons:
- Limited in scope—it doesn’t provide insights into broader engagement factors.
- Relies on follow-up for actionable outcomes.
Comparing Survey Methods
Each survey tool is meant for different objectives, as we’ve outlined above. Consider the data and insights you’re looking to collect, whether it’s comprehensive insights, snapshots, or a simpler engagement metric.
Standard Employee Engagement Surveys vs. Employee Engagement Pulse Surveys
- Depth: Employee engagement surveys offer extensive insights, covering multiple dimensions of engagement. Pulse employee engagement surveys focus on fewer, key engagement indicators.
- Frequency: Comprehensive engagement surveys are typically conducted annually, while pulse employee engagement surveys are better annually or bi-annually.
- Insights Collected: Comprehensive engagement surveys provide a more extensive picture, providing in-depth data on employee engagement predictors. Pulse engagement surveys offer a snapshot of your employee engagement, useful for dipping your toes into areas of opportunity.
Employee Engagement Surveys vs. eNPS
- Depth: Engagement surveys cover a wide range of engagement factors, while eNPS is narrowly focused on employee loyalty and advocacy.
- Frequency: Engagement surveys are infrequent, conducted annually or bi-annually. eNPS can be used frequently, even quarterly, for ongoing monitoring.
- Insights Collected: Engagement surveys identify broad organizational insights, whereas eNPS provides a single metric tied to employees’ likelihood to recommend the company.
Getting the Most Out of Employee Engagement Tools
To get the most out of employee engagement measurement, consider using a combination of survey tools.
Start with an in-depth Employee Engagement Survey to establish a baseline and identify key areas for improvement. Then, use Pulse Employee Engagement Surveys and eNPS for ongoing monitoring to track progress and address emerging trends in real-time.
Making Use of the Data
Measuring engagement is only valuable if you act on the results. Analyze survey data to identify patterns and priorities. Develop clear action plans to address feedback and make meaningful improvements. Share specific initiatives and timelines with your team to show accountability.
Here are some examples of initiatives or outcomes that organizations come away with as a result of collecting engagement data:
- Improving Communication Channels: Organizations often address gaps in communication by implementing regular team meetings, providing updates from leadership, or testing anonymous feedback tools.
- Offering Professional Development Opportunities: Employers may develop tailored training programs, mentorship initiatives, or career growth plans based on employees’ feedback and/or observed skill gaps.
- Boosting Workplace Flexibility: Workplaces may introduce or expand remote work options, flexible schedules, or compressed workweeks based on feedback about work-life balance.
- Recognizing and Rewarding Employees: Organizations establish or refine recognition programs to celebrate employee achievements and increase employee happiness, such as peer-nominated awards or performance bonuses.
- Reevaluating Leadership Practices: Leaders may invest in additional leadership training or coaching to address feedback about management effectiveness or leadership styles impacting engagement.
Maintaining Engagement with Employees
Transparency is key to building trust. Communicate survey findings openly and highlight how their feedback shapes company decisions.
Regular updates on progress and follow-through on changes will reinforce your commitment to creating a better workplace.
By using survey tools like comprehensive employee engagement surveys, pulse employee engagement surveys, and eNPS, your organization can get a clearer picture of your team’s sentiments and needs.
To learn more about how these tools can benefit your organization and explore our employee engagement survey offerings, visit our Employee Engagement page.
