Page 40 - INQUISITIVE Employee Engagement Guide.pptx

Metrics That How do you know what is working? You need to measure. Data matters – both quantitative

and qualitative. Start with the right questions at the beginning of the project (not the end!).
Matter q Firstly begin with the end in mind – why are you doing it and what outcomes do you

want? Map out the ideal v actual gap as story that includes data and feedback.

q Then look for the metrics that will track that outcome, key behaviours and your WHY.

You need a mixture of quantitative and qualitative research to build the data and stories to
bring it alive.

q Current Business Performance Dashboard Metrics (Turnover, Growth, Profit, ROI, New
Products, Customer Metrics, Market Share),
q Internal HR Metrics Employee Productivity Index, Recruitment time to hire, cost per hire
, offer acceptance rate, Retention especially early turnover, talent turnover rate, Absence
and retention rates company wide and by manager, Dismissals, Referrals, Promotions,
Training expenses per employee, Overtime expense, HR expense per employee Targeted
Services Improvements, Complaints, Awards
q Communication Metrics Channel and message usage, activity and take up, preferences
testing.
q Employee Surveys (Engagement, Attitude, Satisfaction, Culture and Happiness)

q Pulse Surveys (Programme, Experience, Service, Audience),
q Diagnostics and Audits (Engagement, Communication, HR Services)
q Chatbot Analysis and Continuous Listening (Key word search)

q Employee sensing and feedback (Understanding, Language, Story, Feelings).
Develop your Dashboard of Metrics that Matter– regularly visually report data on
dashboards, backed up with employee sensing feedback to tell the metrics story = facts and
opinions. If the project pivots go back to the outcomes required and review the metrics
being used as you pivot – not at the end!

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