flag of pride for company

The way an employee feels about the company is probably the best way to tell if an employee is engaged or not. If an employee is willing to recommend the company to a friend, then you can assume that they like the company.

This is usually referred to as the Net Promoter Score (NPS), which is originally a customer service tool. The way it works, is you ask a customer a simple question: “On a scale from 0-10, how likely are you to recommend our product/service to a friend?”

In product management, it’s the best way to know if your product is actually good, because the theory is, if someone is willing to recommend your product to a friend, then they actually like it.

Instead of using it for customer service, many companies are using it to gauge how employees feel about your company.

proud employee
company ambassadorship checklist

The question to ask employees is “On a scale from 0-10, how likely are you to refer a friend to work here?”

Employee engagement isn’t just fluffy, feel good type of stuff, there is a direct correlation between engaged employees and company performance.

Here are a few case studies that show why employee engagement matters.

  • 53% of more than 2,000 U.S. adults surveyed reported that they would remain with their current employers for longer periods of time if they felt like they were more appreciated by their bosses.
  • Standard Chartered Bank found that branches with a statistically significant increase in levels of employee engagement (0.2 or more on a scale of five) had a 16% higher profit margin growth than branches with decreased levels of employee engagement.
  • A study of 64 organizations revealed that organizations with highly engaged employees achieve twice the annual net income of organizations whose employees lag behind on engagement.
  • Fabick CAT, a company that sells, rents, and repairs Caterpillar construction equipment improved “percent of industry net sales” by 300% by focusing on employee happiness.
  • Highly engaged employees were 87% less likely to leave their companies than their disengaged counterparts.
  • The Hay Group found in its research that in among office workers who were actively engaged, they were 43% more productive.
  • Unnamed Fortune 100 manufacturing company reduced turnover from 14.5% to 4.1%, while absenteeism dropped from 8% to 4.8%
  • A study conducted across 39 organizations indicates that organizations with highly engaged employees achieve seven times greater 5-year total shareholder return (TSR) than organizations whose employees are less engaged.

How To Improve


employee gauge

Keep reminding employees of the bigger purpose of what you’re doing. Help them spread that message.

thumbs up to employees

Conduct “stay interviews” to find out what makes current employees stay there.

frequent feedback from employees

Get frequent feedback on the company culture, and ask employees what could be improved.