Employee engagement is a common topic of discussion for all organizations globally. In the post-pandemic era where employees are still working remotely or working from home, the topic of employee engagement has gained center stage. Employees who are engaged tend to work harder and stay with the same company for a long time. Research by Gallup highlights that companies with highly engaged employees make 21% higher profits and 17% more productive when compared to others.
Employee engagement is not simply the happiness level or the quantity of work done by an employee; there is more to that. It is a workplace concept that relates to the level of commitment, connection, and motivation that employees have in their job roles, work, and the organization.
However, employees do not have the same level of engagement throughout; it fluctuates from time to time. To ensure that employee engagement is nurtured and measured, here are some tools:
In today’s hybrid and fast-moving workplaces, measuring employee engagement demands more than annual surveys. To stay relevant, tools must be real-time, analytics-driven, and predictive:
According to a recent study, 69% of employees would work harder if they felt their efforts were better appreciated.
Employee recognition and rewards activities are a good way to identify engaged employees. It is already known that recognition and rewards have a direct impact on employee engagement. The reverse also stands true, identifying the number of employees receiving rewards and recognition helps managers and HRs to identify employee engagement in their organization.
If you want quick and effective methods to measure employee engagement, then your go-to option should be to conduct surveys. It not only helps in measuring engagement, but it also helps in employee motivation, and getting ideas from employees. This two-way communication is very important in having an engaged workforce. HRs and managers should frequently send simple, small, and actionable surveys to the employees of the organization asking them about work. It will help HRs, managers, and the organization to know how engaged their employees are and also help them understand the temperament of the organization. Be sure to focus your survey questionnaire on three basic metrics: Satisfaction, Alignment, and Future orientation.
Engagedly’s built-in survey feature helps you create and assign surveys without a hitch.
Consider these key metrics to deepen your measurement strategy:
From time to time, HR and managers should have one-to-one meetings with their employees. As one-to-one meetings are in person with the manager or the HR, the employee feels free to share information and express themselves. This should be done regularly, probably weekly once or every fortnight is advisable.
Employees leave the organization at different points in time, but as a manager or an HR, you need to know the actual cause behind it. Often employees cite that they didn’t feel engaged or excited with the work they do, as the reason behind leaving the organization. Conducting exit interviews and stay interviews helps the managers and the HRs to know which areas they should work on to improve employee engagement.
Exit interviews help in understanding what you could have done differently to improve engagement, whereas stay interviews let you know what you are already excelling at and what not.
Some common questions for both exit and stay interviews are:
This helps prevent another employee from leaving the organization for the same reason.
When organizations are very large it might be difficult for you to conduct a one-to-one meeting with your employees. In this case, focus groups could be formed. Often members of the same team or different teams can be grouped for this. As a manager, you should be prepared with a set of 5 to 8 questions, based on asking the employees whether they feel that their work is important or whether they have all the tools to do their work. This will help organizations to know what they can do to improve employee engagement and productivity.
Retention rate and productivity metrics of employees will help determine how engaged the employees are in the organization. Employee engagement will have a direct effect on the retention rate and productivity metrics.
Thus it cannot be stressed enough how important employee engagement is and why it should be measured from time to time to keep your employees motivated and retain them in your organization. So if you have not been doing so, now is the time you should incorporate employee engagement measurement strategies and tools.
At one HR summit, the WorkL Six-Step Engagement Framework—covering Recognition, Pride, Information Sharing, Empowerment, Well-Being, and Job Satisfaction—emerged as a research-based model aligning happiness with productivity. Companies scoring ≥70% across these drivers gained recognition as Best Places to Work. This underscores the value of holistic engagement measurement over standalone surveys.
Conclusion
In 2025, the best tools to measure employee engagement go far beyond static annual surveys. HR leaders now have access to real-time, AI-driven platforms that not only track engagement scores but also provide predictive insights and actionable recommendations. Whether through pulse surveys, eNPS tracking, sentiment analysis, or comprehensive Engagement Index models, modern measurement is about speed, accuracy, and strategic impact.
Organizations that invest in smarter engagement tools are better equipped to understand their workforce, close the feedback loop, and create a thriving, high-performance culture. The right tool doesn’t just measure engagement — it drives it forward.
Q1: How often should engagement be measured in 2025?
Shift from annual-only surveys to pulse surveys (monthly or quarterly) to stay abreast of evolving sentiment trends.
Q2: How does eNPS differ from the Engagement Index?
eNPS provides a snapshot of employee advocacy. In contrast, an Engagement Index (like e9) measures multiple drivers—including empowerment, recognition, and development—offering actionable insight.
Q3: Do AI tools truly enhance engagement measurement?
Absolutely—AI tools extract patterns from open responses, deliver sentiment insights, and highlight early warning signs of disengagement.
