Comment définir les KPI d’engagement des employés

Contrairement aux entités métiers comme la vente, la production ou la publicité, l’engagement des employés ne peut pas se mesurer facilement avec des données quantifiables. Cela complexifie son estimation et son analyse.

L’engagement des collaborateurs stimule la fidélité et la performance. Il peut également influencer et supporter des objectifs opérationnels clés en améliorant la productivité. C’est là que les indicateurs clés de performance industrielle peuvent fournir des études comparatives et des lignes directrices pour une analyse plus efficace et de meilleure qualité.

Choisir vos indicateurs clés de performances est la première étape vers des améliorations mesurables. La question est alors : comment choisir les bons indicateurs ? Donner un modèle est compliqué, car chaque business est différent et les indicateurs dépendent des objectifs, de la taille et de l’activité des entreprises. Néanmoins nous pouvons vous fournir une première liste d’indicateurs à prendre en compte pour vous aider à les définir et ainsi les ajuster à votre business.

L’engagement des collaborateurs

Impliquer ses collaborateurs : un véritable défi pour les entreprises

Top 10 des KPI pour mesurer l’engagement des employés

1. NPS des Employés

À l’origine, NPS (net promoter score) ont été introduits afin de mesurer les degrés de satisfaction et de fidélité des clients. Ils ont depuis été adoptés en interne par des employeurs progressistes pour déterminer les mêmes informations concernant leurs employés (eNPS). Ils posent donc simplement la question :“Dans quelle mesure recommanderiez-vous à des amis ou des collègues de venir travailler dans notre entreprise ?”

Généralement, la question amène une réponse sur une échelle allant de 0 à 10, où tout ceux qui notent entre 0 et 6 sont considérés comme détracteurs, ceux entre 7 et 8 passifs et ceux entre 9 et 10 sont considérés comme promoteurs.

2. Taux de roulement (Turnover)

Le taux de roulement révèle les capacités des organisations à retenir leurs meilleurs talents. Il mesure la durée d’ancienneté. Généralement, les taux diffèrent d’un département à l’autre ou d’une équipe à une autre, ce qui aide les employeurs à identifier les points forts, ou inversement les problèmes principaux.

3. Embauches réussies après une période d’essai

Ces indicateurs montrent le pourcentage de personnes qui restent dans l’entreprise après leur période d’essai, ce qui peut mettre fortement en avant un processus d’intégration réussi. Si les employés ne dépassent pas les premiers 3 à 6 mois, cela peut aussi bien signifier qu’ils ne correspondaient pas au poste ou bien que l’entreprise a échoué à les intégrer au sein de leurs équipes.

4. Taux de promotion interne

L’un des principaux leviers pour l’engagement des employés est l’opportunité d’un développement professionnel au sein de l’entreprise. Cela met en lumière l’importance du taux de promotion interne car il représente la capacité des entreprises à conserver leurs meilleurs éléments.

Si vous souhaitez mettre l’accent sur la gestion des ressources humaines, vous aurez tout intérêt à considérer le Taux d'embauche interne (les employés qui changent de poste en interne) et le Taux Interne de Cooptation Employés (nouvelles recrues engagées après recommandation des employés).

5. Index de satisfaction employé

En utilisant cet indicateur, les entreprises ont la capacité de mesurer le lien entre la satisfaction employé et l’expérience client. Contrairement au eNPS, l’index de satisfaction est basé sur plus d’une question, mais elles sont toujours évaluées sur une échelle de 1 à 10. Les résultats peuvent différer de 0 à 100, où un score plus élevé indique qu’un employé est encore plus satisfait.

L’engagement des collaborateurs

Impliquer ses collaborateurs : un véritable défi pour les entreprises

6. Notes en lignes des entreprises

De la même façon que les sites d’évaluation de produits, il existe de nombreux sites publics qui permettent aux employés de donner un avis sur leurs employeurs. Les notes vont de 1 à 5 et fournissent un aperçu des opinions des employés, actuels et anciens. Assurez-vous de créer une campagne de communication interne pour encourager les avis sur des plateformes similaires.

7. Utilisateurs d’intranet actifs

Sur les digital workplace, les utilisateurs actifs sur l’intranet sont un excellent outil de mesure de l’engagement. Les analytics présents dans les outils de communication interne peuvent fournir un aperçu sur les posts, réactions, commentaires et types de contenus consommés par les employés. Les utilisateurs sont considérés comme « actifs » lorsqu’ils se connectent au moins une fois par jour. Cette mesure peut aussi être évaluée dans le temps, pour suivre l’accueil et la phase de développement des employés.

8. Ambassadeurs sociaux chez les employés actifs

Créer des salariés ambassadeurs efficaces peut être difficile si le taux d’engagement global des employés est faible. Un indicateur que vous pouvez suivre est la volonté des employés à partager des informations corporatives en dehors de leur réseau professionnel.

Tracer l’activité sociale des employés peut être délicat, mais l’utilisation d’outils internes d'employee advocacy peut aider. De la même façon que les utilisateurs actifs sur l’intranet, les ambassadeurs actifs sont ceux qui ont partagé un contenu au moins une fois sur une période donnée.

9. Résultats d’une boîte à idées

Recueillir les commentaires des employés est aussi important que de mettre en place des suggestions. Le premier indicateur de l’engagement ici est le nombre de participants réels. Le deuxième type d’information qui peut être extrait est le nombre de suggestions utiles qui portent sur l’amélioration de la productivité.

10. Absentéisme

L’absentéisme est intimement lié à la satisfaction des employés. L’absence au travail est un problème aussi bien pour l’employé que tous les autres membres de l’équipe. Une fois que quelqu’un a décroché ou est absent, l’ensemble de l’équipe peut en souffrir dans son travail, avec pour résultat une expérience des employés en berne. Un taux d’absentéisme élevé peut exprimer un niveau bas de motivation et de productivité sur le lieu de travail.

Mesurez les choses qui sont importantes pour le développement professionnel de vos employés. Visez de renforcer et faire grandir l’expérience des employés au travers de tous les indicateurs clés de performance. Définissez vos mesures correctement et ajustez chaque indicateur pour atteindre un objectif business bien défini.

L’engagement des collaborateurs

Impliquer ses collaborateurs : un véritable défi pour les entreprises

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Challenges in Measuring Employee Engagement KPIs

While measuring employee engagement is crucial, it comes with its own set of challenges. Defining and quantifying the often qualitative aspects of employee engagement can be tricky. Ensuring consistency in data collection and interpretation across diverse roles and departments is another hurdle. 

Encouraging honest feedback in engagement surveys to obtain accurate results, balancing the need for real-time feedback with the practicality of data collection and analysis, and identifying the root cause of changes in KPIs to effectively address engagement issues are common challenges. Lastly, integrating and correlating different KPIs to provide a comprehensive understanding of engagement levels and overcoming resistance to change or adoption of new KPI measurement methods are additional challenges.

Deriving Actionable Insights from KPIs

KPIs are not just numbers; they offer actionable insights that can significantly impact your organization. Here are some KPI examples:

Employee Well-being Index 

Employee Well-being index is a critical measure that highlights specific areas where employees might be experiencing stress or burnout. By understanding these pain points, organizations can effectively guide the implementation of targeted well-being programs, such as stress management workshops or mental health resources, to foster a healthier work environment.

Employee Retention Rate 

This is an important statistic that can be analyzed to investigate the underlying reasons behind employee departures. By conducting exit interviews and analyzing trends, organizations can uncover key insights that allow for targeted improvements in workplace culture, career development opportunities, and employee satisfaction.

Time Management Metrics 

They can provide valuable insights into how effectively employees manage their time and prioritize tasks. This information can be instrumental in helping to identify areas for improvement, enabling organizations to provide training or tools that enhance these skills, ultimately leading to increased productivity and employee satisfaction.

Employee Evaluation Metrics

These KPIs offer insights into how employees perceive their roles and responsibilities within the organization and can improve performance. Understanding these perceptions is crucial for addressing dissatisfaction and creating an environment where employees feel empowered and engaged in their work.

Employee Recognition 

It is a vital component of fostering a positive workplace culture, and tracking the frequency and effectiveness of recognition initiatives can ensure they are genuinely motivating employees. By recognizing achievements both big and small, organizations can reinforce positive behaviors and enhance overall employee morale.

Employee Engagement Surveys 

They are a powerful tool that provides detailed insights into specific engagement challenges within the organization. By regularly conducting these surveys, organizations can gather feedback that drives targeted improvement strategies, allowing them to address issues before they escalate.

Customer Service and Satisfaction 

These ratings can also be correlated with employee engagement levels, as engaged employees are more likely to deliver exceptional customer service and foster positive relationships with clients. By analyzing these metrics together, organizations can identify correlations and develop strategies that enhance both employee engagement and overall customer satisfaction.

Employee Engagement Initiatives

Employee Engagement Initiatives effectiveness can be measured through various means, such as feedback and performance metrics, to ensure resources are focused on strategies that truly make a difference. Continuous evaluation of these initiatives allows organizations to adapt and refine their approach, maximizing employee engagement and satisfaction over time.

For example, One-on-one meetings are a great way for managers and leadership to get a sense of how employees feel about the work they are doing outside the formality and fixed parameters built into a performance review or assessment. Senior staff should view these discussions as a way to get the 'pulse' of employee engagement and what staff believe are areas for improvement.

Expert Quotes on the Importance of Employee Engagement KPIs

To emphasize the significance of these KPIs, here are some insights from industry experts:

"Understanding employee engagement through KPIs helps organizations create a thriving workplace culture. It's not just about measuring; it's about improving."

Jacob Morgan, author of "The Employee Experience Advantage,"

Josh Bersin, from the Josh Bersin Academy, adds :

"Employee engagement metrics are crucial for understanding the pulse of your organization. They guide leaders in making informed decisions that enhance both employee satisfaction and productivity."

Kathryn Minshew, founder and CEO of The Muse, says :

"Tracking engagement KPIs allows organizations to proactively address issues before they become problems. It's a powerful tool for creating a culture that employees want to be a part of."

Implementation strategies: How to use the actionable insights from KPIs ?

Once you have the data, it is time to make it actionable. It is important to remember that encouraging employee involvement in the identification and refinement of KPIs can lead to a more inclusive and accurate measurement process. 
When employees feel that their input is valued, they are more likely to take ownership of the KPIs. This leads to greater accountability and motivation to achieve the set targets. Here are some key principles to keep in mind:

• Clear Communication: ensures a thorough understanding of the KPIs across all levels of the organization. This helps to foster buy-in from all employees and ensures consistent tracking and accountability. 
  
• Integration of KPIs into regular performance reviews and strategic planning sessions is crucial for demonstrating their importance. By making these indicators a central part of discussions about progress and strategy, organizations can encourage proactive engagement and action from all team members.
• Technology: Leveraging technology can significantly streamline data collection and analysis processes. Modern tools and software, like a robust AI-powered intranet, make it easier for teams to track and interpret KPIs in real time. 
• Training and Support: Providing adequate training and ongoing support to managers on how to interpret and act on KPI data is essential. This can empower them to drive improvements in employee engagement effectively. Workshops, resources, and one-on-one coaching can equip managers with the skills needed to translate data into actionable insights that motivate their teams.
• Regular Review: It is important to regularly review and update KPIs to reflect changing organizational needs and goals. This adaptive approach ensures that the KPIs remain relevant and effective, allowing organizations to pivot as necessary in response to new challenges or opportunities within the industry.
• Feedback Loops: are critical for continuous improvement. Insights gleaned from KPIs should be actively used to inform and enhance engagement strategies, creating a dynamic system where data drives the decision-making process. 

Distinguishing KPIs for Employees and Employers

When it comes to Key Performance Indicators (KPIs), it's essential to differentiate between those that are relevant to employees and those that are pertinent to employers, as both perspectives provide valuable insights into organizational dynamics and individual contributions.

What are the main KPIs for Employees ?

KPI for Employees focus primarily on personal development, job satisfaction, and overall performance. These metrics are crucial for fostering a positive work environment and include individual performance reviews, which assess how well employees meet their goals and objectives. 

Additionally, effective time management is vital for enhancing productivity, so KPIs in this area may track deadlines and project completion rates. Furthermore, employee well-being indexes are increasingly important, as they gauge aspects such as mental health, work-life balance, and overall job satisfaction, helping organizations create supportive work cultures.

What are the main KPIs for Employers ?

KPIs for Employers, on the other hand, concentrate on broader organizational goals and workforce trends that reflect the health of the company as a whole. These metrics include overall employee engagement scores, which measure how connected and motivated employees feel towards their work and the organization. Retention rates are also a critical KPI, as they indicate how successfully an organization retains its talent; high turnover can signal deeper issues that need to be addressed. Lastly, the effectiveness of company-wide initiatives is evaluated through KPIs that assess the impact of training programs, diversity and inclusion efforts, and other strategic initiatives aimed at improving organizational performance and employee satisfaction.

By understanding and utilizing both types of KPIs, organizations can create a balanced approach that supports individual growth while achieving overarching business objectives.

Using technology to harness data

Harnessing KPIs and data insights can transform workplace culture and productivity. With the right technology solution, your intranet can act as the centralized platform for monitoring key metrics, engaging employees through personalized content, and driving initiatives to improve employee engagement and job satisfaction.

Actioning insights is pivotal for building a company culture synonymous with high performance, satisfaction, and loyalty. LumApps AI-powered intranet not only cuts through digital friction and application sprawl, it also improves efficiency, employee engagement, and bottom-line results.

Leaders in the Forrester Wave: Intranet Platforms for 2024 and a Gartner Magic Quadrant Leader, LumApps is the modern intranet solution that centralizes and powers communication for all employees. It creates a human-centric space where you and your teams can learn and grow - fostering a more dynamic and productive workplace culture. 

The Case for LumApps

LumApps AI-powered intranet is the employee engagement resource you need to help you harvest KPI data. In addition to improving productivity and providing AI-supported tools and technology for your workforce, it also serves as a powerful analytical resource that offers valuable data insights on an ongoing basis. 

LumApps Intranet helps teams implement meaningful and effective solutions, providing a constant stream of data points that can be used to improve processes. As well as shaping internal communications, the employee journey, and enabling training and onboarding, it makes improving employee engagement and experience – a key business process – integral to the work of communication, HR, IT, and leadership teams.

LumApps is the leading tool for managing and enhancing these KPIs by ensuring continuous feedback, recognition, and professional development. It provides a centralized platform for monitoring these metrics, engaging employees through personalized content, and driving initiatives to improve employee engagement and job satisfaction.

In conclusion, the strategic application of employee engagement metrics and employee KPIs is pivotal for building a company culture synonymous with high performance, satisfaction, and loyalty. LumApps’ tool is invaluable in this endeavor. With LumApps, organizations can meet the current needs of their workforce and be in a position to adapt and thrive in the future.
 

Conclusion

Effective measurement of employee engagement through KPIs can transform your workplace culture and productivity. By addressing common challenges, deriving actionable insights, implementing best practices, and distinguishing between employee and employer-focused KPIs, organizations can create a thriving, engaged workforce.

Links and sources

• The Top 10 Employee Engagement KPIs and How to Improve Them
• Why is measuring employee engagement so important?
• Employee engagement metrics that matter
• 11 Key Performance Indicators for Measuring Employee Engagement                -
• Measuring and Improving Employee Engagement                   

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