Employee Engagement Metrics

Measure what matters, prove it to the board

The people analytics layer of CultureMonkey. Measure employee engagement from your engagement surveys in one live dashboard: cut to any team, benchmarked, board‑ready.

4.7/5 on G2ISO 27001SOC 2GDPR
People analytics · Q3 cycleLive
Engagement score72+3
eNPS+24+6
Participation86%
Responses3,412
Driver scores
Recognition76
Manager support71
Workload58
Trusted by 500+ organizations across 30+ countries
One source of truth

Every engagement metric, one dashboard

Score, eNPS, participation and 15 drivers, one live view for everyone. Numbers land in real time, stay fast past tens of thousands of employees, and trace back to real employee feedback.

Comments live in text analytics, response chasing in participation insights.

Replaced by one live view
Segmentation

Find the team behind every number

Cut every metric by team, location, department, tenure, gender or manager. Drill from company to team to driver.

Multi-select filters, your own demographic order, sortable heatmaps, and a drill-down that keeps your filters applied. Groups under the anonymity floor, five responses by default, stay masked and roll up.

Benchmarks

Benchmark engagement against your industry

A score means nothing on its own. Read it against your industry, your past cycles and your own best teams to know whether it is good.

People science intelligence

The trend, and what moved it

Every score across cycles and the employee lifecycle, with each action flagged and its lift measured. That is the intelligence layer a survey tool cannot fake.

Built on the CultureMonkey People Science methodology
Board-ready reporting

The board deck that builds itself

Pick the cycle, the segments, the metrics. Export a board-ready deck, a color-coded sheet, or share the live link. Every owner, from CHRO to HRBP, sees their own scoped view.

When it is time to act, that work lives in act on feedback, with manager effectiveness for follow-through.

Table stakes

The questions your IT and data teams will ask

Data in
HierarchyOrg hierarchy, business groups and job levels
HRIS syncWorkday, SuccessFactors, ADP, BambooHR and more
HRMS mappingHRMS attributes mapped to survey demographics Integrations →
Safe inside CultureMonkey
AccessRole-based dashboards, scoped to org, function or team Role-based access →
AnonymityResponse floor of five on every cut, visibility by role How anonymity works →
SSOSingle sign-on with IDP metadata upload
SecurityISO 27001, SOC 2 and GDPR compliant Security details →
Answers out
SharingA live dashboard link for every leader, exports in five formats
RefreshAnswers that update in real time as responses land
Benchmark data from 1 million+ employees across 150+ countries
Real outcomes

Measured on CultureMonkey, proven in public

Participation, 2,000+ employees

United Bank measured engagement across 15 business units and scored 10% above the financial industry benchmark.

Read the United Bank story →

eNPS, tracked cycle over cycle

Robertshaw measured eNPS every cycle and proved the lift to leadership with one trend line.

Read the Robertshaw story →

From kickoff to live scores

Aujan Coca-Cola went live in 5 languages and had numbers on the dashboard the same week.

Read the Aujan Coca-Cola story →
In their words

HR leaders on the analytics

Mollie Mock Kaufman, Director of Talent Development & Training at United Bank
Their real-time data analysis, combined with insights from the People Science team, helped us uncover key focus areas, align our strategy with industry benchmarks, and strengthen our leadership development efforts.
Mollie Mock KaufmanDirector of Talent Development & Training · United Bank
View case study
Beverly Wise, Chief Impact Officer at Linkbank
We had our own engagement model with seven key drivers, and they helped align it with their research-backed methodology. Together, we created a customized, data-driven experience that reflected who we are.
Beverly WiseChief Impact Officer · Linkbank
View case study
Heather Kane, Change Management & Engagement Lead at Robertshaw
QR codes, multilingual support, and open comment analysis helped our managers understand culture deeply and have more meaningful conversations, something that was not possible before.
Heather KaneChange Management & Engagement Lead · Robertshaw
View case study
Esther Geldenhuys, People Operations at Econofoods
CultureMonkey's support during our first company engagement survey was phenomenal. With omni-channel reminders through WhatsApp and text, we reached nearly 80% participation.
Esther GeldenhuysPeople Operations · Econofoods
View case study
G2 Spring 2025 award badge for CultureMonkey
4.7 / 5 on G2Rated across support, usability and results, Spring 2025
FAQ

Employee engagement metrics, answered

The metrics

What to track and what good looks like

What are employee engagement metrics, and which ones should I track?
Employee engagement metrics are the numbers that show how connected people feel to their work: engagement score, eNPS, participation rate, driver scores and satisfaction. Start with those five. CultureMonkey tracks them, including 15 driver scores, in one live dashboard, so you never assemble them by hand.
How do I measure employee engagement?
Run a recurring engagement survey, score the drivers behind engagement, and track the trend across cycles rather than a single snapshot. Pair an annual survey with short pulse surveys so the data stays current. CultureMonkey scores every cycle automatically and holds the history in one trend line.
What is a good employee engagement score or eNPS?
As a rule, an eNPS above zero is workable, above 20 is strong and above 50 is exceptional. For engagement scores, your trend and your industry position matter more than the absolute number. CultureMonkey shows both, with industry and driver-level benchmarks built in.
Which survey questions should I use to measure employee engagement?
Use driver-mapped survey questions that trace every metric back to a specific driver, built on a research-backed methodology. That is what keeps scores comparable across cycles and teams. CultureMonkey's question bank covers 15 drivers, so the dashboard fills itself the moment responses land.
How do I choose an employee engagement survey tool for people analytics?
Shortlist employee engagement survey tools on five checks: anonymity protections, driver analytics, benchmarks, exports and HRIS fit. Roundups of survey vendors help you build the list, and a side-by-side comparison shows where each platform stands before you book demos.

The analysis

Cutting, benchmarking and predicting

How do I segment engagement results by team, location, or demographic?
Segment employee engagement results by filtering any metric by team, location, department, tenure, gender or manager, then drill from the company view down to a single team's drivers. Anonymity holds throughout: groups under the response floor, five by default, stay masked and roll up automatically.
How do I benchmark engagement against my industry?
Compare three ways: against your last cycle, your own teams, and your industry. CultureMonkey includes industry and driver-level benchmarks plus downloadable regional eNPS benchmarks, so you can tell leadership whether a 72 leads or lags your sector. Our public benchmark reports cover engagement by industry, region and company size.
Can I compare employee engagement survey results with the previous survey?
Yes, in one click. Survey-over-survey comparison shows the delta per driver between any two surveys, on the same heatmap, tagged with the survey you are comparing against. The advanced PPTX export carries the same comparison, so leadership sees what improved and what declined without extra slides.
Can employee engagement surveys predict attrition?
Employee engagement data surfaces attrition risk signals rather than predicting individual exits: falling driver scores, rising detractors and survey-over-survey declines make slipping teams visible early. Watch the trend view cycle to cycle, then pair those signals with retention-focused action planning to step in while it is still a conversation.

The reporting

Getting it in front of leadership

How do I report engagement metrics to leadership or the board?
Lead with three things: the headline score and its movement, your position against the industry benchmark, and the driver story behind the change. Then show what happens next. CultureMonkey exports that structure to PowerPoint, Excel or PDF, or you share the live dashboard itself.
Can I export engagement analytics to Excel, PowerPoint, or Power BI?
Yes. Export an Executive Summary DOCX, an advanced PPTX with benchmark and previous-survey comparison, a color-coded heatmap XLSX, PDF or CSV, plus a shareable live dashboard link. For Power BI and similar tools, push the XLSX or CSV exports into your BI stack.
What should an employee engagement report include?
An employee engagement report should cover the headline engagement score and its trend, participation, your position against an industry benchmark, driver-level results, and the actions that follow. CultureMonkey assembles that structure automatically, from an Executive Summary DOCX to an advanced PPTX with benchmark and previous-survey comparison.
How often should you report employee engagement results to leadership?
Report full results after every survey cycle and keep leadership on a quarterly rhythm between annual surveys. Rather than waiting for the next deck, share a live dashboard link: CultureMonkey updates scores in real time as responses land, so leadership always reads current numbers.
CultureMonkey · People analytics

Walk into the boardroom with numbers that hold up

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