Key Metrics to Measure Employee Experience

There are many different ways to assess employee experience within your company. Still, it would help if you chose metrics that matter. Metrics that actually help you improve the employee experience of your organization. 

In today’s article, you will learn what metrics to focus on. Those that can tell you all you should know about how your employees’ work, how they feel about the office environment, and the level of care provided by your management team. 

If you find out your numbers are low, it’s time to make some changes!

Job Satisfaction

This is an important metric to measure the employee experience. Research has shown that satisfied employees are more productive, have higher retention rates, and are less likely to quit. 

There are many ways to measure employee satisfaction but the most common is through surveys which may be conducted anonymously or with a tie-in to compensation. Surveys should be given periodically, focusing on commute time, benefits, pay level, and vacation time. 

As a manager/business owner, you need to be sure what factors you want to measure when looking at job satisfaction because there are many different perspectives from different industries. Companies can also look at other potential aspects including work-life balance, supervisor’s relationship with their staff, and career growth opportunities. 

When discussing these items, companies should ask whether employees feel they have a voice in decision making processes. It is also important that they consider all responses they receive from staff so that all areas of the company are taken care of.

Employee Retention

In a competitive market, retaining employees is more important than ever. There are many ways to measure employee experience, but one of the most common is through retention. Employee retention describes the percentage of staff who remain with a company over a given time. When an employee leaves, finding and training a replacement can be costly and time-consuming. 

If you’re looking to grow your retention rate, you must create an environment where your staff feel valued and appreciated. Offer incentives such as work from home days or flex hours. Be sure to have systems in place that allow for employee feedback. Having these systems in place will allow them to provide feedback without fear of retribution and enable you to quickly remedy any problems that arise before it snowballs into a bigger problem.

Employee Engagement

Another key metric to measure employee experience is by looking at employee engagement. Employees who are engaged are those who stay at the company and feel a sense of belonging, as well as feeling the drive to work hard. Another way to evaluate engagement would be by checking retention rates, which show how many of your staff have left the company in a given time. If this number is low, then that may indicate that there are happy employees on staff. 

A great way to measure engagement could be based on productivity: whether or not people are performing tasks efficiently and effectively. Lastly, another metric for measuring engagement could be when people leave the organization voluntarily: If there is a high percentage of people who voluntarily leave after being on staff for a long time, this may indicate an issue in the workplace.

Employee Productivity

Productivity is a key metric to measure employee experience because it's the best way to understand if your employees are happy and engaged in their work. The typical idea of productivity as a measure of success revolves around the amount of time an employee spends on several tasks, but this overlooks that sometimes an individual task can take longer than expected. 

Employees who feel they have more control over their workload, fewer interruptions, or higher-quality equipment often produce better quality results even if they spend less time working. Here are a few ways you can use the information from this metric: 

• Track what percentage of time employees spend working productively (i.e. not wasting time with distractions) for the day. If productivity dips below 50%, then it might be helpful to review what distractions are causing the drop off in output. It could be something as simple as too many meetings or emails cluttering up inboxes. 
• Track how productive employees are at different times during the day. For example, tracking which hours show peak productivity levels can help managers identify when most effective work hours should occur and when certain departments should collaborate. 
• Find out which tasks each person does most efficiently by measuring the total time spent per project completed vs the total number of projects completed. Suppose one person completes ten projects in 30 hours while another completes five in 40 hours. In that case, the second person may be able to complete more projects faster than the first person if given similar resources/inputs.

Employee Turnover

Various factors can cause turnover, e.g., a lack of diversity, equity, and inclusion. You could address these issues and yield improvements, although some turnover triggers may be beyond your control. But, employee attrition is generally regarded as an indicator of how well staff are treated and valued in a company. 

The rate at which employees leave a business can indicate whether something about their role or the work environment needs improvement. In this regard, it can become a key metric for measuring employee experience. 

Even if you have other measures in place such as pay rates, benefits packages and morale, turnover will always provide a different perspective on how employees feel about their roles. Business Owners who want to maximize the engagement and productivity of their staff should track the number of people leaving annually so they can take steps to prevent further losses. 

To understand the true cost of turnover and its impact on profits, businesses should also calculate all expenses related to hiring new staff members including salaries, recruitment costs and training. You can add these figures together for a total cost per departing employee.

Conclusion

The goal of every business is to ensure that its customers are treated right and fairly and the first step to reach out to your customers is by first reaching out to the members of your staff. Ensuring every staff/employee has the optimal or near-optimal staff experience is critical for any business as it will help achieve a smooth running of your business offerings.