Leveraging Longitudinal Data To Measure Employee Engagement

by Laura Troyani on Nov 22, 2014 7:00:00 AM

Employee Engagement. It sounds like such a fluffy term, doesn’t it? Something that charlatans might spread around without ever putting real numbers behind.

The thing is, employee engagement is an extremely quantifiable metric...if you know how to measure it. That’s why we created a Happiness Trend graph to gauge how engaged employees really are not just at a point in time but also over time.


Employees are asked the following question, “On a scale of 1-10, how happy are you at work?” While this sounds like a very simple question, a lot goes into it. Workplace happiness is an amalgam of many things including satisfaction with colleagues, a direct supervisor, professional growth, and compensation, just to name a few. In essence, how engaged are employees in their workplace.

Screen Shot 2014-11-17 at 5.52.59 PM.png

But we don’t stop just once. The question gets asked over time to see how happiness (a.k.a. engagement) is really trending over time.

Take a look at the TINYhr team’s happiness trend in the graph above. Represented by the green line, you can see that we’ve been trending pretty well these past few months. Compared to the happiness benchmark, the orange line that represents all companies answering this question, we’re doing really well. We are consistently above the benchmark. We are a fairly happy bunch.


Whether you use TINYpulse or another survey tool, the critical thing is to just begin asking your employees. A longitudinal view of employee engagement is great, but you have to start somewhere.

Pick a day on the calendar when you plan to ask your employees the tried and true question, “On a scale of 1-10, how happy are you at work?” This is your starting point. Thereafter, commit to asking this same question on a regular cadence. We recommend once a month. Over time you’ll see how engaged your employees really are.

But don’t forget: you have to do something with this data! Asking employees for their thoughts but doing nothing about actually causes disengagement. So, if you want to measure how engaged your employees are, get ready to figure out how to make that engagement even better.



New Call-to-action

author avatar

This post was written by Laura Troyani

Laura Troyani is a former member of the TINYteam. She's now the Founder & Editor of PlanBeyond, a one-stop shop for getting your end-of-life planning in order. Whether you need to explore last wills, hospice care, or estate taxes, you can trust PlanBeyond to quickly and easily answer all your questions.

Connect with Laura