Employee Engagement Indicators

The Indicators of Engagement are different than the Drivers of Engagement. If we think of the Drivers as "the accelerator," then the Indicators are "the speedometer". The primary Indicators of employee engagement are:

Hindsight
  • Line of Sight
  • Intent to Stay
  • Referral Behavior
  • Willingness to Contribute

Not just hindsight...

They say "hindsight is 20/20," but hindsight may actually be a little overrated. Hindsight only sees the past. Navigating by hindsight, is like a trying to steer a car by looking in the rear-view mirror.

While we can measure the indicators of engagement, they are, in a sense, a form of hindsight. Engagement indicators identify where we have been,  but like hindsight, they are at best, a fuzzy predictor of where we are going.

If we think of the Drivers as "the accelerator," then the Indicators are "the speedometer."

It is important to monitor engagement indicators.  They give us essential feedback, and inform us about necessary course corrections.  When we use the information correctly, we can plot the course most likely to effect positive change.

Using the employee engagement survey to uncover barriers to engagement enables leaders to see where we've been.  Building the drivers of engagement into the recommendations that fuel action planning efforts allows leaders to anticipate and improve the future.

When managers make informed course corrections, combining employee feedback and their clear view of life in the trenches, the result is a proven increase in levels of engagement and organizational performance.