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The secret to measuring employee experience and scoring higher with certain metrics is knowing how to do it, and why it is important.

2 female and 3 male employees giving the camera a thumbs up. Measure Employee Experience and have your employees feel the same way.

These last few years have seen major changes in the way that people work and brought some very important conversations to the forefront. Conversations revolving around the quality of work, the workplace experience, and other modern-day work practices. 

With more voices and more questions being added to these conversations every week, it seems like the machine that is the modern workplace needs some oiling, maybe even some repair.

While there might be some cases where a blanket rule might be appropriate for everyone– such as the 4-day work week. There might be other cases where the cultural context, the work styles of the employees, and other factors might play a pivotal role in determining if that is a necessary change for your particular business. Not all companies can thrive with an asynchronous approach to communication, for example.

So how do you make sure the employee experience is constantly, consistently adapting to the changing needs of your employees? How do you make sure you are not blindsided by organizational or cultural issues all of a sudden? By measuring employee experience of course!

Here Are 4 Ways You Can Measure Employee Experience

Count Your Ambassadors

How many of your employees will walk into a room and convince everyone in there that your company is the best place to work? Knowing the answer to this question is a great first step to understanding how your employees experience your workplace.

The way this metric is measured is often through an Employee Net Promoter Score or an eNPS, which has employees rate how likely they are to recommend the company as a place to work. 

This is one of the most important metrics you will know about your workplace culture. 

Every form of marketing and selling to ever exist sits atop word-of-mouth. Influencer marketing, social media marketing, and every other form of modern marketing and selling are no different. 

Counting your ambassadors, your advocates, the number of people in your organization that tell other people, “Hey my company is a great place to work. I think you should keep an eye out for a chance” is one of the best, if not THE best ways to measure your employee experience.

Count Their Commitment

How committed are your employees to your vision, your mission, and your goals? As silly as it sounds, a simple survey with the right questions is a great way to assess how committed and engaged your employees feel. Turn this into a number, and you have your Employee Engagement Score or ESS.

A committed employee is naturally your ambassador, but it is necessary to measure this independently. While employee engagement is a deeper insight into why your eNPS is high or low, it is also so much more. Employees who are highly engaged are more likely to be productive and enthusiastic.

Measuring your ESS is a great way to also measure areas that need improvement and tackle issues before they become catastrophes.

Want a quick way to measure your Employee Engagement? Here are 5 signs your organization has solid employee engagement.

Assess Your Absenteeism Rate

If your employees are taking way too much time off, way too often, that is a red flag. That is your employees flagging an issue without flagging an issue. 

A high Absenteeism Rate may be an indicator that a team, a department, or even your entire organization might have some areas that need to be inspected or changed, or both. 

Measuring the Absenteeism Rate or AR of your company might leave a bitter taste in the mouth, but you know what they say, prevention is better than cure. 

Count Your Goodbyes

Last but not least, measure and keep track of how many people leave the organization within a certain period of time. This could be a month, a quarter, 6 months, or a year or two. 

The rate at which people leave or the Employee Turnover Rate is a good indicator of job dissatisfaction. If most people that join your workforce leave a little too soon and you don’t know why, you might want to relook at your exit interview process, your career support, and employee engagement.

As hard as it might be to look at some of these numbers (or convince someone else to) committing to inspecting, addressing, and changing as appropriate will ensure your employees have the best experience and stay committed to the company and its vision for a long time to come.

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