What Is Behind the Engagement Index and How You Can Measure Employee Engagement in Your Company


Employee engagement is crucial for business success, and many organizations are now prioritizing it. According to recent research, only about one-third of U.S. employees are currently engaged at work, with 16% actively disengaged. In the UK, engagement levels are even lower, with less than 10% of employees feeling enthusiastic about their jobs. These low levels of engagement indicate that many companies need to take action to improve employee engagement and retain top talent.

What Does the Employee Engagement Index Mean?

The Engagement Index, used by Gallup in the U.S., measures employee engagement through a representative survey of employees across various industries. It assesses several key factors:

  • Satisfaction with employers and the workplace
  • Satisfaction with superiors
  • Emotional attachment to the employer and company
  • Willingness to change companies and internal resignation


The 2024 Trends: Employee Engagement Is Declining

Recent studies reveal a worrying trend: in 2024, 59% of employees are “quiet quitting” (not engaged), and 18% are actively disengaged. In the UK, only 9% of employees feel enthusiastic about their jobs. These figures highlight the urgent need for companies to address engagement issues to ensure long-term success​ (Wellable)​​ (Vantage Circle)​​ (Techjury)​.

The Impact of Low Emotional Attachment

Low employee engagement can lead to several negative outcomes:

  • Decreased productivity
  • Lower quality of work
  • Higher employee turnover
  • Poor customer experience
  • Decreased employee morale
  • Increased absenteeism
  • Negative financial impacts


The economic impact is significant, with disengaged employees costing the global economy an estimated $8.8 trillion in lost productivity​ (Vantage Circle)​​ (Techjury)​.

How Do You Measure Employee Engagement?

To effectively measure employee engagement, companies should use a series of questions to create their own engagement index, collecting both quantitative and qualitative data. Key metrics to consider include absenteeism, turnover, productivity, and labor costs.

Asking the Right Questions

Use questions to assess various aspects of engagement:

  • How satisfied are your employees with their workplace and superiors?
  • How connected do they feel to the company?
  • How likely are they to stay with the company?


Sample questions might include:

  • I know what my role in the company is.
  • I feel that my work is meaningful.
  • I receive enough feedback on my work.
  • I feel that my work is recognized.
  • I get sufficient support from my manager.
  • I can identify with the company’s goals and values.
  • I have enough freedom to make decisions in my work.
  • I can utilize my strengths in my work.
  • I have opportunities to develop further in my job.
  • I can work together with my colleagues in a spirit of trust.
  • My employer cares about my well-being.
  • My employer treats everyone in the company equally, regardless of their background.
  • I think my salary reflects my work appropriately.


Determining the Employee Net Promoter Score (eNPS)

The Employee Net Promoter Score (eNPS) is a straightforward method for measuring employee engagement or, more specifically, employee loyalty. The key question is: “How likely is it that you would recommend your employer to a friend or acquaintance?” Responses are given on a scale from 0 (not at all likely) to 10 (very likely). Respondents are then categorized into three groups:

  • Critics (0-6)
  • Passives (7-8)
  • Advocates (9-10)


The eNPS is calculated as the percentage of advocates minus the percentage of critics, resulting in a score between -100 and +100. An eNPS between +10 and +50 is considered good, with higher scores indicating better engagement.

Using the Right Tools

Various methods can be used to measure employee engagement, and the best approach depends on your organization’s specific needs and context.

Annual Surveys

Annual employee surveys have long been a cornerstone of engagement programs. These comprehensive surveys, often conducted by external providers, cover the entire organization and generate an engagement score for year-over-year comparison or benchmarking against industry peers.

  • Comprehensive coverage of the entire company
  • Provides an overall picture of engagement and comparisons across departments and locations


  • The long interval between surveys may not capture fast-moving changes
  • Results analysis and action planning can be time-consuming


Pulse Surveys

Pulse surveys are shorter, more focused surveys targeting specific groups or areas. They provide a snapshot of engagement issues and allow for quick follow-up on specific concerns.

  • Quick to conduct and analyze
  • Enables ongoing measurement of engagement in specific areas


  • May not provide a comprehensive organizational overview
  • Survey frequency needs to be balanced to avoid fatigue


Continuous Listening

Continuous listening involves regular, short surveys conducted via platforms, email, or social listening. These surveys provide ongoing snapshots of employee sentiment and highlight areas needing immediate action.


  • Quick and easy for employees to complete
  • Allows for timely action on emerging issues



  • Less thorough than annual or pulse surveys
  • Requires rapid response to maintain engagement


Employee Journey Surveys

Employee journey surveys focus on different phases of the employee lifecycle, from recruitment to onboarding, promotion, and exit. These surveys help identify issues at specific stages and improve the overall employee experience.


  • Helps identify and address issues at critical points in the employee journey
  • Can improve retention and overall engagement



  • More effective in larger organizations with sufficient data for analysis


A Mixed Approach for Effective Measurement

Combining different methods is the most effective way to measure employee engagement. Tailor your approach to fit your company’s strategy and needs. Ensure you allocate sufficient resources, respond quickly to feedback, close the loop by involving employees in developing solutions, and demonstrate the value of engagement to management.

Introducing comprehensive engagement measurement procedures can seem daunting, but it is essential for improving business performance. With recent studies showing that only one-third of U.S. employees are engaged and less than 10% of UK employees feel enthusiastic about their jobs, it’s clear that many companies need to step up their efforts​ (Wellable)​​ (Vantage Circle)​​ (Techjury)​.

Tivian’s Employee Engagement Software

From annual surveys to pulse surveys and continuous listening, Tivian’s employee engagement software helps you collect feedback comprehensively, derive actionable insights, recognize trends, and sustainably increase engagement.

Three reasons to use Tivian’s engagement software:

  1. Real-time Feedback: Continuously obtain real-time feedback to identify and address issues early.
  2. Individual Solutions: Customized solutions that fit your corporate culture.
  3. Measurable Results: Track the success of your engagement initiatives, boost productivity, foster creativity, and drive revenue growth with engaged employees.

Discover Tivian’s engagement software or learn more about employee engagement and how to increase it effectively.

Happy engaging!