Why You Should Share Employee Engagement Metrics (And Where to Start)

Sharing Company Culture & Employee Engagement Metrics

An engaged workforce is an incredible asset to your business — companies with highly engaged employees outperform their peers by 147% in earnings per share. Despite the power of engaged employees, only 46% of companies report they’re prepared to tackle engagement within their organization. For the companies that do tackle the challenge, more than 60% still only measure employee engagement annually.

Looking to boost employee engagement at your organization? Start by regularly measuring company culture and employee engagement. And just as importantly: follow up by sharing findings with employees and explaining what they mean for future strategy. Doing so goes a long way towards creating an engaged workplace.

Read on to learn why sharing your results is so important and to get best practices on how to do so.

(Haven’t started measuring your company’s culture or engagement? Check out our crash course on measuring engagement and culture here and 5 creative uses for employee surveys.)


Why is Sharing Engagement Metrics Important?

Sharing the results of your company’s culture or employee engagement survey is important for two key reasons:

  1. It demonstrates leadership’s commitment to honest and open communication, which increases employees’ trust in leadership
  2. It helps employees feel their voice matters to the company, its strategy, and its mission


Demonstrates Leadership’s Commitment to Honest and Open Communication

By sharing survey results and engagement metrics with their teams, your leaders will set the example that open communication is a valued attribute. And in setting that example, employees will both follow suit in their day-to-day and trust their leaders to always communicate honestly.

Here at CultureIQ, we’ve identified effective communication as one of the 10 key qualities common to high-performing cultures. And as we’ve covered here, engagement is an outcome of a strong company culture.

Further, in our Top Company Cultures program, the biggest difference between “winners” (companies with the highest culture scores) and all other participants was employees’ confidence in leadership, driving home the importance of this characteristic.

Showing Employees Their Voice Matters

According to the U.S. Department of Labor, not feeling appreciated is the number one reason people leave their jobs. By creating an ongoing dialogue around your company’s culture and engagement results, you’ll show employees that you value their perspective in the conversation.

Ask for feedback thoughtfully and without ego. Your employees will feel encouraged to take an active role in bettering their company’s engagement results — improving the results will have a direct impact on their experience, after all.