Technology has largely leveled the playing field across most industries. The size and age of a company are no longer as reliable an indicator of its forward trajectory as before. Instead, the key differentiator is their people.

“Employee engagement” is a term that describes an employee’s commitment to their company. Research shows that less than a third of American employees are actively engaged at work, a statistic that should ring alarm bells for every leader. Here is how you can assess employee engagement in your organization. The information you glean will be crucial to managing your company’s path to the future.


Many cases of employee disengagement stem from a perception that their opinions and perspectives are not valued by management.

When you need answers, the simple, direct approach is most effective. Simply asking whether they are engaged can spur engagement; it demonstrates management’s desire to see their viewpoint. Employee engagement surveys are very effective in this regard. Consider using anonymous surveys as they often provide more accurate insight.

Another effective assessment tool is the round table discussion where everyone is free to bounce ideas off each other. Live, two-way interaction is a great opportunity for individuals to bond across hierarchies as they listen to each other’s viewpoints.

Whichever medium you choose, decide on the metrics that you want to assess beforehand. Here are four of the most incisive:

  • Sense of self-worth. How valued does each member feel as part of the team?
  • Sense of company value. Would they recommend that others work at the company?
  • Career prospects. Do they see themselves advancing through the ranks in the long term?
  • Work-life balance. Do employees feel that work is overshadowing their personal lives?

A graded one to ten scale approach to these questions will give you quantifiable data. If an individual responds negatively to two or more of these questions, it is only a matter of time before they take off for greener pastures.


While direct feedback from employees is invaluable, employee engagement should also take into consideration existing statistical data. This includes:

  • Turnover rate. What percentage of employees stay with the company? A turnover rate approaching ten percent is a clear indication that employees are not engaged.
  • Absenteeism rate. How often do employees take sick leave and personal days? The loss in individual productivity aside, excessive absenteeism takes a toll on the rest of the team and can lead to a catastrophic domino effect of disengagement.


Information is only as important as what you do with it. The steps above will give you an insight into where your company is headed, but your response is the crucial factor. Companies have managed to stave off disaster, revitalize their entire organization, and turn fortunes around after actively working to elevate employee engagement. Find out if you need to do the same before it is too late.

Still unsure of how to measure and approach employee engagement in your company? Contact me to learn more about managing the future of your business.