A workplace approach resulting in the right conditions for all employees of an organisation to give their best each day, committed to their organisation’s goals and values, motivated to contribute to organisational success, with an enhanced sense of their own well-being, and the wellbeing of others (see here for more details).
Engagement index score: an index score of the responses to questions exploring aspects of their employment which may impact on their engagement. These can often include organisation purpose, team relationships, inclusion and fair treatment, relationship with manager, relationship with work, and quality of development opportunities.
For example, an engagement Index may indicate employees are 70% engaged
Commitment: this is a measurement of people responding that they have high levels of commitment, satisfaction and recognition1
For instance, % positive opinion survey responses
Ill-health retirements: this measures the number of retirements due to issues relating to ill mental or physical health, as a result of work.
Voluntary resignations: a measurement of the number of voluntary resignations as a result of dissatisfaction with and/or health standards and work
Absenteeism rate: a measure of number of incidences when employees fail to report for work when scheduled to do so. This can also be measured and reported by job category or by performance category2.
Number of days lost in specific period / Total number of staff working days available in the period
Mental health wellbeing rate: Days lost due to incidences of low mental wellbeing.
For example, number of day lost per year
Employee assistance service usage rate: number of incidents reported during a define period to the employee assistance line.
For example, number of assistance issues per month
Quality of support received through employee assistance service: this measures the quality of the employee assistance service as perceived by the employee.
For instance, % satisfaction with support received
% likelihood of recommending the service to a colleague
An article from Harvard Business Review examined financial data across ten organisations on the economic return of wellness programmes deployed by companies to manage health risks to employees and to boost employee engagement. It found that wellness programmes correlated to significant reductions in lost worker days, compensation premiums and voluntary turnover.
Find out more: What’s the hard return on wellness programs?
Engaged employees are the key to unlocking increased productivity, innovation and business growth. Measuring and analysing engagement and well-being data can enable organisations to identify positive and negative engagement trends and take the necessary steps to improve and enhance their policies and processes. Find out more about engagement, its benefits and how to build an engaged workforce in the CIPD factsheet.
For practical guidance on developing and implementing an employee engagement strategy in your team or organisation, download the CMI checklists below.
Understanding employee engagement
Engaging your team