What is the Engaged Index?
The Engaged Index measures a group's likelihood to act in the best interest of their company. Measuring the Engaged Index once can help you gauge how your employees feel about working at your company and remove any engagement blind spots you may have. Measuring the Engaged Index over time will help you determine whether the actions you are taking are having the desired impact.
Why the Engaged Index?
The Engaged Index provides a window into how employees in any individual job category, department, division or geographic location are thinking and feeling about the work culture.
It is calculated as a net score rather than an average, providing a more reliable view when measuring engagement. A net score puts more weight on the lowest and highest scores since those employees have a more contagious impact on employees around them, thus impacting the overall engagement at a company. An average calculation would treat all scores evenly, however not all employees have an equal impact on the employees around them.
For example, if an employee is scoring low, they are often lowering productivity, complaining about what isn't working and aren't open to change. Conversely, an employee scoring high is more likely to go above and beyond, be productive, and solve problems. The net score helps managers in making improvement plans that are focused on engaging more people—moving them up the spectrum.
How is it calculated?
To determine the Engaged Index, people are asked to respond to four Indicator Questions scored on a Strongly Disagree (0) to Strongly Agree (10) scale:
- I am motivated to go above and beyond what is expected of me in my job.
- I would stay with [COMPANY] if offered a similar job elsewhere for slightly higher pay.
- I would recommend [COMPANY] as a place to work.
- I would recommend [COMPANY]'s products and services?
The Engaged Index score is achieved by subtracting the percentage of those employees that scored at least three of four Indicator Questions 0-6 (11% in the example below) from those that scored at least three of four Indicator Questions 9 or 10 (35% in the picture below).
35% Engaged - 11% Disengaged = 24 Engaged Index
Insights into Action
The individual responses to each of the Indictor Questions are telling and have solid predictive power. Combining them enables you to capture the most complete picture of engagement in your company -- and see actionable insights not available on traditional eNPS surveys. Here are some examples:
- Employees at risk of leaving: If employees scored their "likelihood to recommend their organization as a place to work" quite high, you might think they were happy and engaged. However, if they also gave a low score to "I would stay with this company if offered a similar job elsewhere for slightly higher pay" it may mean that they feel the company is not the right fit for themselves and will be looking for a new job. They may not understand how they fit into the overall mission and purpose of the organization.
- Low morale: If responses show a drop in employees' "likelihood to go above and beyond", but their "likelihood to stay" has remained the same, it could indicate that employees are happy with their employer, but may need more exciting projects to work on or an overall boost in morale
The Engaged Index was created in collaboration with data scientists at The Harris Poll, an American market research and analytics company that has been tracking the sentiment, behaviors and motivations of American adults since 1963. A share of Reward Gateway clients have used the tool since 2011. We are now expanding our ability to offer it to all of our clients.
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