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.
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.
Keep reminding employees of the bigger purpose of what you’re doing. Help them spread that message.
Conduct “stay interviews” to find out what makes current employees stay there.
Get frequent feedback on the company culture, and ask employees what could be improved.