More Information: https://flevy.com/browse/flevypro/employee-engagement-measurement-and-improvement-5321 Employee Engagement has emerged as one of the significant pillars on which the Competitive Advantage, Productivity, and Growth of an organization rests. Measuring Employee Engagement is vital in shaping Employee Engagement Strategies that help propel the organization towards growth. This presentation provides a detailed overview of the Employee Engagement Scorecard, a framework that is quite effective in measuring the existing levels of Employee Engagement and devising strategies based on the individuals’ requirements. The Employee Engagement Scorecard encompasses 5 dimensions or guiding principles: 1. Enhance Employee Satisfaction 2. Promote Employee Identification 3. Enhance Employee Commitment 4. Ensure Employee Loyalty 5. Manage Employee Performance The slide deck also includes some slide templates for you to use in your own business presentations.

1. 3/29/2021 5 Dimensions of Employee Engagement Scorecard | by Mark Bridges | Mar, 2021 | Medium
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5 Dimensions of Employee Engagement
Scorecard
Mark Bridges Mar 17 · 3 min read
Employee Engagement has emerged as one of the significant pillars on which the
Competitive Advantage, Productivity, and Growth Strategy of an organization rests.
Employee Engagement has many facets. To assess an organization’s current status of
Employee Engagement, executives need to devise a measurement system. Measuring
Employee Engagement is vital in shaping Employee Engagement Strategies that help
propel the organization towards growth.
A framework that is quite effective in measuring the existing levels of Employee
Engagement and devising strategies based on the individuals’ requirements is the
“Employee Engagement Scorecard.”
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2. 3/29/2021 5 Dimensions of Employee Engagement Scorecard | by Mark Bridges | Mar, 2021 | Medium
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The Employee Engagement Scorecard comprises of:
Metrics for each component of Employee Engagement.
A scale for scoring metrics in each component.
A comprehensive scorecard that pulls everything together.
The Employee Engagement Scorecard is composed of a number of metrics used to
measure the individual employee engagement components. Each metric is based on a 1
to 5 scale, with 1 being lowest and 5 being highest. The scorecard was developed
through an extensive research process involving academic literature reviews and
managerial interviews across the world.
The Employee Engagement Scorecard categorizes engagement scores into 4 groups:
Score of 20 to 39 — Low Engagement Level

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Indicates that individual components — e.g., Employee Satisfaction, Employee
Identification, Employee Commitment — should be addressed.
Score of 40 to 59 — Somewhat more Engaged
Implies that some Employee Engagement factors require immediate attention.
Score of 60 to 79 — High Level Engagement
Shows that generally the company would operate smoothly and achieve good results but
further improvement is needed for growth.
Score of 80 to 100 — Adherence
Signifies that the company observes Employee Engagement Best Practices and the
Employee Engagement is at a very high level giving the company an advantage in
growth.
The Employee Engagement Scorecard encompasses 5 guiding principles (or
dimensions):
1. Enhance Employee Satisfaction
2. Promote Employee Identification
3. Enhance Employee Commitment
4. Ensure Employee Loyalty
5. Manage Employee Performance
The 5-dimension Employee Engagement Scorecard has been implemented in 7 countries
across the Asian, European and American continents in more than 75 companies. Let us
delve a little deeper into the first 2 dimensions of measurement and key actions needed
for Strategy Development.
1. Enhance Employee Satisfaction
Valuable time and resources of the organization may be lost because of dissatisfied
employees. Dissatisfied employees tend to be unenthusiastic about work, which

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negatively affects the quality of work.
Various measures by the management can enhance Employee Satisfaction once the
metrics are analyzed, i.e.:
Rearranging roles and responsibilities to correspond effectively with employee skill
sets and interests.
Mentoring employees more actively.
Developing effective rewards and benefits systems in line with performance.
Offering flexible work hours.
2. Promote Employee Identification
Identifying with the organization is as vital for growth as is employee satisfaction. A
satisfied employee who does not identify with the organization will not be able to
embody the organization’s culture and values, and thus will stand out from the ones
who do. This creates dissonance in team building activities which are a necessary part of
generating new ideas for employee development. In such a scenario, the leadership can
encourage employee identification by:
Offering mentorship programs
Creating Idea development platforms
Reinforcing the organizational culture and values, to connect the employees with
the organizational culture and nurture growth.
Interested in learning more about the Employee Engagement Measurement &
Improvement and the results of its implementation in 75 companies? You can download
an editable PowerPoint on Employee Engagement Measurement & Improvement here on
the Flevy documents marketplace.
Are you a Management Consultant?
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Employee Engagement Competitive Advantage Employee Loyalty Employee Performance
Employee Satisfaction
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