✨ Our 2023 Content Calendar is here ✨ — your go-to source of inspiration for social media advocacy-related content creation for your audience and your ambassadors. Download your FREE copy now! 🗓️
9 Employee Engagement Metrics You Should Focus On

9 Employee Engagement Metrics You Should Focus On

Perfect for a 7 minute break  •  Written by 
Avatar picture of Camilla Brambilla Pisoni

Evaluating the actual level of engagement of your employees is not an easy task, which is why there is a series of parameters that you should take into consideration to have a comprehensive idea of it. Read this article to deep-dive into 9 crucial parameters, why they are essential, what triggers you should look out for, and some questions you should ask your employees to track and genuinely understand how engaged they are with your company.

The most common puzzle that managers encounter regarding employee engagement metrics is figuring out what needs to be taken into account to get a grip on its progress and evaluate employees’ actual level of engagement.

But fear not, the time for uncertainty is over now: here are 9 of the fundamental parameters you should be taking into consideration, fully explained for you. Plus, you’ll find some practical questions you can ask your employees to get to the bottom of the situation and get a grip on it.

Personal growth

At the center of your assessment, you should keep the personal growth of your employees. 

The most important thing to do here is to proactively encourage your employees to set goals for themselves, take a personal interest in those goals, and help them achieve them. Learning a new skill, acquiring knowledge, and/or new competencies will enrich your employees, even when those skills are not job-related. 

Also, you will be surprised how many employees’ goals are in line with their job description. Or with the description of a job they have their eye on.

As a manager, you can do plenty of things — create yearly growth plans, set quarterly growth challenges, train people to become mentors to others, think beyond formal training, make specific accommodations for employees, and so on. 

Believe it or not, the job is just one of the many facets of your employees’ lives. Your goal as a manager should be to ensure that that job doesn’t make them miserable in every other aspect.

What should you ask your employees?

  • Does your manager provide you with opportunities to grow on a professional and a personal level?
  • Did you get a chance (or is it possible in the future) to get mentored by more experienced colleagues who you look up to professionally?


A lot of companies have vision and mission statements that they don’t communicate clearly to their employees. Rather than fostering connection and alignment, this creates a fracture —  how can an employee feel passionate about the company if they don’t know if they fit in? 

If your employees don’t know their work, you will never have a distinct company culture.

That’s why you need to communicate consistently and effectively with them. Policy changes, your mission, and your motivation should always be out in the open. Better even, you can make that a part of your onboarding process and hold regular refresher courses for veteran employees. 

What should you ask your employees?

  • How do your values align with those of the company?
  • Is your job making it easier for you to be true to your values, or harder?

Advocacy buy-in

Advocacy buy-in is the ability of your company and its leadership to instill a sense of pride and belonging to your employees. 

Do their eyes light up when talking about their job? About the initiatives, their company is spearheading? The community work that the managers and their teams are putting in?

A thoroughly engaged employee will sell their company to everyone and defend it fiercely from critics. Why? Because they believe in it. Finding out whether or not your employees are ready to jump in front of the train for you is simple, you just have to ask the right questions. 

What should you ask your employees?

  • On a scale from 1 to 10, how likely are you to recommend this organization to other job-seekers?


What we mean by job satisfaction is the combination of compensation, work environment, and their role in the organization.

Check in with your employees often to see if they feel like their job is missing something: minor frustrations aside, you’ll get a clear idea of where they stand and precious insights on how to make their job experience better.

What should you ask your employees?

  • Is there anything in your work environment that’s interfering with your job performance?
  • On a scale from 1 to 10, how conducive is your work environment to exceptional job performance outcomes?


Though critical to get your hands on, feedback is essential for your employees’ growth, motivation, and sense of belonging. 

Measure it often, and ensure that your managers all have the necessary training for giving feedback. Also, keep in mind that monthly one-on-ones are good but tend to be overly formal. Most employees (managers included) feel that they can speak more frankly outside of the stuffy confines of an office. 

A fun, out-of-the-box idea is to simply organize monthly or quarterly get-togethers where people can mingle and talk and empower managers to give specific, actionable, and measurable feedback. 

What should you ask your employees?

  • On a scale from 1 to 10, rate the frequency of the feedback you’re getting from your manager.
  • On a scale from 1 to 10, rate the quality of that feedback?



Regularly recognizing your employees for a job well done is a generally good practice. It boosts their morale, their sense of self-worth and lights a fire under them to perform even better. How often are you doing it?

If it’s challenging to find a praise-worthy accomplishment, set the bar low. Compliment an employee on a sales pitch well-done; conciseness and clarity of their written communication; on handling a minor office emergence unassisted —  dig deep, and you will always be able to find something. 

Don’t confuse recognition with rewards —  that’s a whole different ball game that doesn’t necessarily boost employee engagement.

What should you ask your employees?


  • On a scale from 1 to 10, how would you rate the recognition for your work?


Happy employees are not necessarily engaged employees. That’s an important distinction to make because most managers tend to confuse the two. You can have happy but unengaged employees — employees who are goofing around at work, checking their social media way too often, or just counting the hours until it’s time to go home.

That happens when something else is missing —  recognition, relationship with peers, lack of growth opportunities, or total incompatibility with the job.

Promote happiness within employees by creating a workplace with a vibrant culture and a sense of purpose. For most employees, feeling happy at work comes down to small things —  the ability to freely voice their opinions, an opportunity to cool off somewhere in the office when things are going sideways, or a subsidized gym membership. 

Find a couple of those small things that most employees agree will increase the happiness level, and invest in them.

What should you ask your employees?

  • On a scale from 1 to 10, how happy would you say you are when coming to the office?


According to research from the Harvard Business Review, 1 out of 5 workers is at risk of burning out. Interestingly, these employees are also some of the most engaged ones. There’s plenty of potential for this kind of situation in your company, too.

Now, this one is a delicate one. You want your employees engaged but not so engaged that they are biting off more than they can chew. Keep an eye on overachievers and, occasionally, tell them to slow down. 

Spread a positive message: it’s perfectly acceptable for them to be tired and stressed out and that taking on a lighter load when that happens is something that the company encourages, not punishes.

What should you ask your employees?

  • On a scale of 1 to 10, how stressful was this workweek for you?

Relationships with peers and managers

Be aware of the dynamics between people working together, and make sure that they can play productively. Encourage building honest and respectful relationships and create a company culture where everyone's voice is heard.

What should you ask your employees?

  • On a scale from 1 to 10, rate your relationship with your manager.
  • On a scale from 1 to 10, rate your relationship with your colleagues.

Stay on top of employee engagement metrics

business metrics custom


Now that you know what you need to measure, it’s time to get to it. Why? Because what doesn’t get measured doesn’t get done! 

Ambassify is not only a great platform for letting your employees spread the word about your company; it’s also an excellent tool for keeping in constant contact with them. It allows you to create quick surveys that can be sent out in regular intervals, so you always know where you stand when it comes to employee engagement metrics.