Run employee pulse survey to measure engagement
An enterprise’s goals and objectives start and end with the customer's voice. However, it's the employees who perform the dual act of acting on that customer's voice to fulfill their needs and carry the voice of the customer into the organization to refine their product/business strategy. Hence, it is imperative to empower employees to have a voice in the scheme of organizational matters. In fact, the more engaged an employee, the higher the likelihood of their taking up proactive roles to help the organization attain its goals and targets. When employees are heard, they feel empowered and more committed to the job. Such an engaging work culture also means employees are more likely to go that extra mile in solving customer issues.
Each organization may have its own methodology to gauge the engagement or happiness levels of the employees. For some, like AON Hewitt, it’s the level of an employee's psychological investment towards their work. For others like Willis Towers Watson, it is the employees' willingness and ability to contribute to their success. What is common is that as an enterprise, it is paramount to have a pulse of the overall workforce.
One of the most widely used and accepted measures of employee engagement is the Employee Net Promoter Score or eNPS. The Employee Net Promoter Score has been devised by fine-tuning the Net Promoter Score (NPS), a Bain & Company's trademarked technique, for measuring the customer satisfaction levels for an organization.
Empuls engagement surveys help you capture the organization's eNPS score, measure employee sentiments across key engagement drivers, and get open-ended feedback from your employees, in their own words.
eNPS is short for Employee Net Promoter Score. It is a metric that gauges employee loyalty by asking them how likely they are to recommend their place of work to friends and acquaintances.
eNPS is calculated as the difference between the percentage of promoters and detractors at the organization and can vary from -100 (all employees being detractors) to +100 (all employees being promoters). A score around +30 is generally considered good, and one around +50 is considered excellent. Some companies, such as Hubspot, have an eNPS of around +80. This is one of the highest across industries at the global level.
Click here to know more about the Empuls eNPS Survey.
The eNPS is a single score based on the answer to one question. However, the underlying factors that influence an employee to give the score are varied. These underlying factors are called Engagement Drivers. In the last few decades, many leading research organizations have conducted extensive research on the eNPS and the influencing engagement drivers. The research has led them to classify the multiple engagement drivers into broad categories: Company Strategy, Workplace Culture, Growth Opportunities, Compensations, rewards, etc. Diving deeper into each engagement driver is called Engagement Driver Analysis, and it provides insights into understanding how the employees perceive the organization through the lens of every engagement driver.
The Empuls Pulse Survey has four engagement drivers that impact eNPS.
- Strategic Connect with the Organization
- Hygiene Factors for Motivation
- Relationships & Culture
- Recognition & Career Growth
Each engagement driver is considered a dimension of impact and has underlying sub-dimensions that holistically present a complete picture of the various factors contributing to the organization’s eNPS. The Empulse Pulse Survey has a total of 15 sub-dimensions that help in identifying issues that directly impact the employee sentiments.
Click here to know more about the Empuls Employee Pulse Survey.