Employee engagement measurement has never been more essential. As organizations embrace hybrid policies and evolve workplace models, they need to closely monitor how these seismic shifts impact the workforce.
That's where regularly measuring employee Net Promoter Score (eNPS) comes in.
eNPS simply measures employee loyalty and satisfaction by asking "How likely are you to recommend this company as a place to work?"
Scores range from -100 to 100. Positive eNPS (above 0) indicates engaged employees, while negative eNPS signals potential problems.
By tracking eNPS over time, organizations can detect dips that threaten culture, productivity and retention early before they spiral.
With new workplace models disrupting old norms, having a pulse on engagement is crucial.
Gather eNPS feedback through quick pulse surveys sent regularly throughout the year.
Here are a few tips when it comes to collecting and analyzing the information;
As much as you can, dig into what’s driving disengagement. Perhaps it's communication breakdowns, unclear career paths, manager relationships or other issues.
Once you've diagnosed some of the core items, then, swiftly address concerns with appropriate solutions.
Being transparent on what improvement are made is critical. While your improvements may not work the first time around, the fact that you're trying them can be hugely motivating for your team.
Organizations with strong engagement enjoy less turnover, greater innovation, improved client satisfaction and stronger financial performance.
Gallup estimates actively disengaged employees cost the US $483 billion to $605 billion per year in lost productivity.
By making eNPS central to understanding employees, companies create a thriving culture where people feel their voice matters. This powers retention and adaptation in times of change.
Measuring and acting on eNPS is crucial, but it's just one snapshot. Combining it with continuous performance management provides an always-on view of engagement.
Platforms like WorkStory enable gathering peer feedback, mentorship and praise year-round. This fosters an open, listening culture where issues get surfaced early.
Listening to employees through eNPS and ongoing feedback is the foundation. But it must be combined with action.
WorkStory allows managers to track progress on engagement goals, redirect efforts if needed, and demonstrate improvements made. This closes the loop.
By combining eNPS with continuous performance management, organizations can nurture a truly engaged, empowered workforce ready to excel today and adapt tomorrow.
Is your culture ready?
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