employee engagement

What is An Employee Engagement Score & What Does A Good Score Look Like?

Understand employee engagement scores, their importance, and how they impact an organization's overall success. Learn practical tips for increasing employee engagement.

Mateo Peralta

Mentorship expert at Together

Published on 

May 6, 2024

Updated on 

Time to Read

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The workforce is the soul of an organization. Their enthusiasm, dedication, and commitment drive innovation, customer satisfaction, and ultimately organizational success.

When the workforce is not happy and engaged it results in decreased productivity, increased absenteeism, and an overall decrease in morale.

According to a Gallup study, companies with high employee engagement have seen 81% less absenteeism, 18% more productivity, 23% more profitability, and 18% less turnover.

Now, if you are investing in employee engagement, you must know how to measure it.

Well, there is a quantifiable metric called an employee engagement score that can help.

Employee engagement score helps you access and enhance employee satisfaction and performance.

This article explains the concept of an employee engagement score, demonstrates how it brings success to an organization, and gives HR professionals, managers, and leaders practical insights for increasing employee engagement in an organization.

What is an employee engagement score?

An employee engagement score is a numerical representation of your workforce's overall degree of engagement, motivation, and dedication.

It is derived from a series of surveys and feedback mechanisms that capture the employees’ perceptions and attitudes towards their work environment.

It’s a composite score that often ranges from 0 to 100, where higher scores signify a more engaged workforce.

This score is pivotal for HR professionals, managers, and executives as it provides a snapshot of the company’s health and highlights areas that require attention or improvement.

Calculating this score involves various metrics, such as

  • Employee retention rates
  • Job satisfaction levels 
  • Recognition and rewards
  • Work-life balance
  • Leadership effectiveness
  • Frequency of positive feedback
  • Alignment with organizational goals

Metaphorically, you can say that it’s a barometer for gauging the effectiveness of your workforce and understanding the factors that drive them to excel.

Why is employee engagement Important?

Engaged and happy employees mean better business outcomes. They’re more innovative because creativity flourishes in engaged environments.

On top of it, they go the extra mile, not because they have to, but because they want to.

When they are aligned with organizational goals, they care more and work smarter.

As a result, the organization reaps the benefits of customer satisfaction, better productivity, and more profitability because happy employees equal happy customers. It’s a direct correlation.

Employee engagement promotes cohesiveness, collaboration, and team spirit. They tackle challenges head-on and obstacles become opportunities for growth.

When employees feel that the organization is investing in them and providing opportunities for personal development, turnover rates drop drastically and job satisfaction increases.

Companies that prioritize employee engagement cultivate a workforce that is more resilient, adaptable and committed.

Google has consistently been named as one of the best companies for employee engagement. It is known for being innovative and having a welcoming work environment.

Microsoft puts a lot of emphasis on personal growth, skill development, and a good work-life balance. This makes it a star in employee engagement.

Even Salesforce has been applauded at several instances for its inclusive culture and employee-first approach, which includes comprehensive benefits and a focus on employee wellness.

Why is supporting the employee journey important?

Employee journey support starts with recruiting and continues through continuous professional development and beyond that is essential to the success of every organization.

When you support an employee’s journey it gives them more opportunities for personal development that help to shape and improve the employee experience and then the company’s performance.

Data-driven decision-making is required in advancing and supporting employee engagement programs.

Data acts as a compass to direct companies toward evidence-based tactics and strategies that meet the demands and goals of their workforce.

Organizations can find different patterns and trends, pinpoint areas of concern, and proactively plan interventions to improve the employee experience by using data analytics.

Supporting the employee experience strategically not only creates a feeling of purpose and belonging but also a highly dedicated workforce dedicated to the goals of the company.

Highly engaged, productive, and loyal employees are more likely to feel appreciated, empowered, and committed to their own and their companies' development.

What is a good employee engagement score?

Defining a "good" employee engagement score depends on a thorough assessment of many aspects and dimensions involved in an overall employee experience.

Although numerical standards provide a starting point, a good engagement score is really determined by how well it fits and aligns with company goals and industry best practices.

As per industry standards, a good engagement score is when an organization has an engaged workforce that is emotionally connected to the goals and values of the company in addition to being happy with their job.

It represents a culture that offers chances for development, trust, and open communication.

By comparing your organization's success to these industry standards and best practices, you can see how it stacks up against your peers and find ways to improve.

Companies that want to achieve a good engagement score need to find solutions to underlying problems by practicing open communication, continuous feedback and a proactive approach.

What are the indicators of a bad employee engagement score?

Bad employee engagement scores are just like red flags highlighting issues within an organization. 

These indicators can be subtle cues or signs of disengagement, so you must watch out and observe meticulously to find them in your organization.

Some of the indicators of bad employment score are as follows:

Low participation rates in surveys and no interest in feedback indicate employee apathy or skepticism about the organization's attention to their concerns.

Increased absenteeism, turnover, and team disengagement highlight declining morale and motivation that badly affects your employee engagement score.

Communication failures, misalignment with company objectives, and decreased job satisfaction also indicate bad employee engagement scores.

These red flags need prompt attention and specific efforts to identify and resolve them.

Organizations must promote transparency, trust, and cooperation to improve their employee engagement score.

Additionally, organizations can bring about positive change and create a place where employees thrive by asking for feedback, listening carefully to their concerns, and taking quick action to fix systemic problems.

Why should you measure employee engagement?

Measuring employee engagement sheds light on employees' morale, productivity, and job satisfaction. It enables employers to pinpoint areas that need work and attention and then take necessary actions for the betterment of their employees.

It may also provide employees with insightful comments to assist them in comprehending their performance and how their work is benefiting the company.

Here are some important reasons why it's important to measure an employee engagement:

  1. Boosting motivation and morale: If you know what motivates, inspires, or drives your employees, you may design programs to boost their morale and motivation, which will help to create a happy and engaged workplace.

  2. Reducing turnover rates: Happy and satisfied workers are more inclined to stay with your company instead of leaving it. So, turnover rates and the expenses of hiring and training employees automatically go down.

  3. Improving productivity and performance: When employees are engaged they become a powerhouse of high performers and high performers yield better results for every organization.

  4. Better communication and alignment: By identifying communication breakdowns and alignment problems, engagement measurement helps you to properly address them and promote stronger teamwork.

Key aspects of measuring employee engagement

Consideration of the following important factors is necessary when measuring employee engagement: 

  1. Individual and organizational factors: To see a bigger picture of engagement levels, evaluate both individual (such as work satisfaction and opportunities for career growth) and organizational (such as leadership effectiveness and corporate culture).

  2. Creating successful surveys: Create surveys that explore different facets of employees' experience like work-life balance, opportunities for growth, and job satisfaction among. Keep them brief, relevant, and anonymous to promote honest feedback and transparency.

  3. Continuous monitoring: Engagement changes over time since it is dynamic. Put in place systems for ongoing monitoring and input to keep track of changes in engagement levels and deal with problems right off the bat.

Conducting surveys is one of the best methods to gauge employee engagement.

Questions about employee motivation, job satisfaction, and morale should all be included in the poll. 

Interviewing managers afterward also helps to learn more about the degree of employee engagement.

Gallup's Q12 survey is the most widely used method for measuring employee engagement.

This survey provides a comprehensive assessment of employee engagement by asking employees to rate 12 questions about their work experience.

Remember, there’s no one-size-fits-all approach to measuring employee engagement.

So, you can consider the following methods as well.

1. Annual surveys:

Traditional annual surveys provide in-depth research, insights and analysis of employee engagement levels. They could, however, be less instantly adaptable to changes.

2. Pulse Surveys:

Short, brief, frequent pulse surveys let organizations react quickly to emerging issues and current challenges. They provide immediate information regarding engagement patterns.

While great for getting quick feedback, they may not be as comprehensive as yearly surveys.

3. Continuous Feedback Methods:

Real-time insights into engagement levels are provided via platforms like suggestion boxes or digital feedback tools. They encourage an environment of candid communication, but employees must actively participate.

What metrics are vital for measuring employee engagement?

Analysis of a combination of both quantitative and qualitative measures is essential to assessing employee engagement:

a) Quantitative Indicators: These are concrete metrics, such as 

1. Turnover rates 

2. Productivity levels

3. Absenteeism

4. Employee Net Promoter Score (NPS)

5. Employee retention rate

6. Employee satisfaction

These give you tangible proof of engagement levels within an organization.

For example, high turnover rates indicate dissatisfaction or disengagement among employees. Decreased productivity means that there may be a lack of motivation or alignment with company goals.

Absenteeism shows how often employees miss work, which can help measure employee engagement and indicate health and wellness issues.

b) Qualitative Indicators: Qualitative indicators or feedback dig deeper into the nuances of employee engagement.

You can seek qualitative measures like employees' level of enthusiasm, dedication to the goals of the company, and willingness to collaborate with others and make contributions outside of their job description. These qualitative findings provide a more complex picture of the elements promoting employee engagement.

How to calculate employee engagement scores

The employee engagement score is calculated in certain steps that demand attention and a careful thought process

  1. Define metrics: To start with, make a list of the most important metrics that can affect your engagement score. Some examples of these measures are poll or survey results, performance reviews, or even comments from one-on-one talks or focus groups.
  1. Weighting Factors: Give every metric the right amount of weight based on how important it is for measuring total engagement. Think about things like the impact of job satisfaction on retention rates or the correlation between engagement and team productivity. You can get a more accurate picture of engagement levels by giving these factors the right amount of weight.

  2. Scoring method: Determine how you will score each metric, whether through a numerical scale, qualitative assessments, or a combination of both. You could use a Likert scale to count the number of answers to a poll question or qualitative coding to analyze open-ended feedback.
  1. Calculate Scores: Once you've set your metrics, decided how to score them, and outlined your weighted factors, add up the scores for each measure to get a general engagement score. 

This score provides a comprehensive snapshot of employee engagement within the organization, highlighting areas of strength and areas for improvement.

Employee engagement score examples

Here are a couple of examples to help you understand engagement scores even better

Example 1: When comparing engagement scores across different departments, it's crucial to find out why the results are different and analyze the variations.

If, say, the sales team earns better scores than the customer service team, look into it and find the root cause.

It could be because they work in different work environments, have different team leaders, or have different levels of freedom.

This granular analysis enables targeted interventions tailored to each department's unique needs.

Example 2: While keeping track of engagement scores over time; you should also do a contextual analysis to figure out what's causing the trends to change.

For example, if engagement scores suddenly go up after a new employee reward program starts, find out what workers think about the program and how they've been using it.

Knowing what causes change gives groups the power to replicate success and deal with core problems more effectively.

Steps to take after measuring employee engagement

After assessing engagement and doing surveys you must follow a process to get the best out of the results you get. Consider the following steps to multiply the effect of the overall initiatives:

Step  1: Interpret results

Look beyond surface-level results to understand the underlying drivers of engagement levels. Consider conducting focus groups or interviews to get qualitative information about workers' experiences and attitudes. This deep knowledge serves as a strong basis for building focused initiatives.

Step  2: Communicate findings

Transparency and open communication are essential when discussing engagement survey findings with the workforce. Encourage a culture of trust by engaging employees in talks about the results and requesting their feedback on possible solutions. This collaborative approach encourages ownership and a commitment to promoting change.

Step  3: Implement action plans

When building action plans to address areas for improvement, include employee connection programs with tools like Colleague Connect in a comprehensive approach to employee development. Organizations build a culture of continuous learning and growth by connecting mentees with mentors who can give advice, support, and chances for professional advancement.

Step 4: Continuous Improvement

Conduct regular monitoring and assessment of engagement indicators to verify that current tactics are still successful and responsive to changing organizational demands. Regularly collect employee input to assess the effectiveness of programs and detect potential difficulties.

By adopting a mindset of continuous improvement businesses may adapt and prosper in changing circumstances while maintaining high levels of employee engagement.

Why Colleague Connect is pivotal in enhancing employee engagement scores

Colleague Connect is a powerful platform for fostering employee connections and engagement. Colleague Connect facilitates connections based on shared skills and goals, or traits like location, department, ERGs, and more. This is how it contributes to improving engagement scores:

Building relationships

Colleague Connect facilitates the formation of meaningful connections among employees, transcending departmental boundaries and hierarchical levels.

When employees feel connected to their colleagues, they are more likely to feel engaged with their work and the organization as a whole.

Knowledge sharing

Through peer mentorship programs facilitated by Colleague Connect, employees can share their expertise, experiences, and best practices with each other.

This fosters a culture of continuous learning and talent development, which is a key driver of employee engagement.

Supporting career development

Colleague Connect enables employees to identify mentors or peers who can help them navigate their career paths and achieve their professional goals.

This personalized support and guidance contribute to higher levels of employee satisfaction and engagement.

Enhancing collaboration

By providing a platform for employees to collaborate on projects, share ideas, and solve problems together, Colleague Connect promotes a collaborative work environment. When employees feel that their contributions are valued and their voices are heard, they are more likely to be engaged in their work.

Increasing recognition and visibility

Colleague Connect can also serve as a platform for recognizing and celebrating employee achievements and contributions. When employees feel recognized and appreciated for their efforts, they are more motivated and engaged in their work.


Ultimately, the success of an organization depends on continuous evaluation and enhancement of employee engagement scores. Organizations may take preventative measures to address areas of concern and leverage strengths by regularly evaluating engagement levels, which provides important insights into the job satisfaction and retention rates of their workforce.  

In this effort, Colleague Connect comes up as an essential element, enabling employee recognition, collaboration, career advancement, and relationship-building. 

Leveraging Colleague Connect as a component of engagement programs improves employee experience and helps with productivity, retention, and overall performance. 

Therefore, organizations can get a competitive edge by using Colleague Connect as a strategic tool for promoting a positive work environment and fostering employee engagement.

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