Rather than listing every employee engagement metric under the sun (which is already done across the web), this article is framed around real-world scenarios and common challenges faced by HR managers.
For example, proving ROI to leadership, identifying team problems before they snowball, and showing tangible improvements over-time.
Read on to understand why these metrics matter, and how Stribe helps you track them all within one easy-to-use employee insights dashboard.
There’s no shortage of “feel-good” employee engagement metrics and stats out there.
But if you’re trying to prove real impact to your leadership team – or identify what’s driving (or draining) engagement – you need to go deeper than surface-level satisfaction scores.
Here are 7 employee engagement metrics to track if you want your engagement efforts to get results.
Why it matters: If people aren’t engaging with your surveys, that tells you something important – either they don’t trust the process, or they don’t believe their feedback leads to action.
How Stribe can help: With Stribe, all surveys are run anonymously (to build trust) and at a frequency that fits your team’s flow, so you avoid survey fatigue and get honest, regular insights.
Stribe customers receive an average response rate of 86%.
Why it matters: Numbers are great, but words give you the why. Sentiment analysis shows you the overall tone and emotion behind employee comments over time, helping you spot early warning signs.
How Stribe can help: Sentiment insights are automatically built-in to your dashboard to help you visualise emotional shifts across your organisation quickly, and all without needing a data science degree.
Why it matters: High-performing teams give (and receive) regular praise. Low recognition levels can point to poor team culture, low motivation, or ineffective management.
How Stribe can help: Stribe shout-outs is an employee recognition tool that makes it easy to send and receive recognition at work. You can track shout-out analytics, or regularly ask questions like, “Have you received praise in the past week?” via pulse surveys.
Why it matters: Employee engagement plummets when people are overwhelmed. Tracking how your people feel about their workload helps you prevent burnout before it damages productivity and wellbeing.
How Stribe can help: Stribe’s burnout survey template gives you all you need to know about the state of your organisation, how your employees feel in relation to burnout, and how to help them overtime.
Why it matters: The truth is this – engagement isn’t equal for everyone. Tracking whether your people feel respected, safe, and included is essential for improving inclusion and overall culture.
How Stribe can help: You can run anonymous DE&I surveys, segment responses by demographic, and get clear insights into where people are feeling excluded, and where things are going well.
Why it matters: 70% of the variance in team engagement is determined solely by the manager. In the words of Gallup themselves, this is their most profound finding ever.
Trust is the backbone of engagement. If your employees don’t believe in leadership, even the best benefits won’t fix it.
How Stribe can help: Stribe has a unique feature called ‘Values’ which gives you a flexible way to track your progress by grouping tagged questions together in their own individual report.
We would recommend setting-up a trust as a core Value to track data easily and show whether leadership is building or breaking trust.
The biggest driver of engagement is showing people what you're doing about their feedback. 
Why it matters: People want to know their voice matters. Tracking whether leadership follows-through on feedback is one of the most important ways to ensure a happy and engaged team.
How Stribe can help: Ask – “Do you feel employee feedback leads to action?”
Use your dashboard to track scores, and see how perceptions change after surveys, and link feedback to action plans that close the loop.
There’s no point tracking 50 engagement metrics if nobody reads them, or they don’t lead to action.
The real value comes when you focus on the handful that actually show what’s going on – the metrics that help you fix problems, spot progress, and prove your work is making a difference.
Metrics will look different for each organisation depending on your goals, but always keep in mind metrics aren’t just numbers.
They tell the story of how your people are feeling, how your culture is evolving, and whether your efforts are paying off.
If you’re ready to stop guessing and start showing real impact, Stribe can help.
Our platform makes it simple to collect meaningful feedback, track the right metrics, and turn insight into action.
About the author
Starting out her early career as a journalist, Jade Madeley is an accomplished content writer with 8+ years’ experience across business, personal finance, SaaS, human resources and employee engagement. Working with Stribe, she crafts insightful content that brings complex HR topics to life and drives meaningful action.
