Measuring Engagement

Using simple tools, you can measure the levels of engagement within our organization. Here, we tell you about some options.


Employers can use interviews and questionnaires at any point in an employee’s time with the organization, depending on what they want to measure. For example, by conducting simple “stay” interviews with employees, you can find out a lot about what keeps employees around, what may cause them to leave, and what areas need attention at your organization. Interviews also foster enhanced communication between managers and staff.

Weekly One-On-One's

Short weekly meetings (about 30 minutes long) between an employee and his or her direct supervisor help to create the foundation for good communication and a strong working relationship. These meetings should be:

  • Regular

  • Scheduled ahead to time

  • Structured

  • Treated as a high priority

Don’t let one-on-one meetings slide because of competing priorities. Skipping meetings sends the message to our employee that the time spent with him or her isn’t valuable.


Employee surveys have many benefits. If done right, they are a very cost effective way to reliably measure engagement across an entire organization. They are also very effective at improving communication within an organization. Effective surveys open a dialogue between staff and management to help build higher levels of employee engagement.

Focus Groups

Focus groups are a great way to clarify issues, give employees a voice, get to the root of a problem, and generate ideas for improvement.

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