Measuring Engagement: Tools for HR Analytics

High levels of employee engagement lead to high levels of productivity, employee satisfaction, and talent retention.

The opposite is also true: if your engagement levels are low, you’re going to have lower productivity, more frustration in the workplace, and high rates of turnover.

How can you measure employee engagement? Unless you’re a very small business with only 2-5 employees, that’s a difficult question to answer! Small, mid-sized, and large businesses alike need to have good ways to gather data about how their employees are feeling about work.

Employee satisfaction should play a pivotal role in your company’s mission. After all, a satisfied employee tends to remain loyal and highly productive. Some of the strategies you can implement to increase employee satisfaction include competitive benefits packages, wellness programs, and diversity and inclusion training solutions.

A number of tools have been developed to measure employee engagement. Let’s take a look at these tools and what you should look for when choosing one of them.

Defining Employee Engagement

Employee engagement is about more than just happiness and satisfaction. It’s also about productivity and commitment.

Kevin Kruse, Forbes contributor and CEO of LEADx, says that “Employee engagement is the emotional commitment the employee has to the organization and its goals.”

When an employee is engaged in their work, they are committed to more than just earning a paycheck. Engaged employees are often happy and satisfied, but they also feel like there is value and purpose to their work.

That’s why an engaged employee will pick up overtime without feeling overworked, put in extra effort to help clients or customers, and contribute to the positive work environment that you are trying to build.
Benefits of employee engagement
Workplaces with high levels of engagement experience significant benefits. Outcomes are better in almost every area of the company!

For example, high employee engagement results in decreased rates of the following problems that plague many workplaces:

  • Absenteeism
  • Turnover
  • Burnout

And it leads to an increase in the following vital areas:

  • Productivity
  • Growth
  • Customer satisfaction
  • Employee happiness
  • Brand reputation and loyalty
  • Retention
  • Creativity and problem-solving
A man presenting in front of a crowd to engage his employees

Image from Canva

How Do HR Analytics Tools Measure Employee Engagement?

Analytics tools can help you gather valuable data and insights about your employees and their levels of engagement at work.

Let’s take a look at the guidance that some of the world’s leading employee engagement platforms have to offer about how to make this work.
Dos and don’ts of measuring employee engagement
Quantum Workplace offers survey software to gather an impressive number of insights. Their survey system includes three kinds of surveys:

  • Engagement surveys (which give you a big picture overview of your employees’ engagement)
  • Lifecycle surveys (which you can use to explore key moments in employees’ experiences)
  • Pulse surveys (which provide you with immediate feedback on important topics).

Aaron Brown, the Senior Insights Analyst at Quantum Workplace, wrote an article about how to gather employee engagement data that can be used to make improvements and strengthen your work culture.

You can read his whole article online, but these are some of the key takeaways.

What you SHOULD do when evaluating engagement:

  • Ask questions that actually help you determine your outcomes.
  • Figure out what is important to your employees, and make sure your survey covers a wide range of issues that your team members care about. Examples include: teamwork, trust in leadership, career development opportunities, communication, change management, confidence in what comes next, wages and benefits, and value and recognition.
  • Perform a driver analysis to find out where your strengths and weaknesses are as a company.
  • Develop a “continuous listening strategy,” in which you use a combination of survey strategies to gather information consistently–and with the intention of acting on wha tyou learn!

What NOT to do, according to Brown:

  • Don’t limit your feedback to instantaneous pulse surveys. An annual engagement survey will give you more effective markers for measuring engagement over time.
  • Don’t just sample a portion of your employees for your surveys. This skews the results.
  • Don’t overlook the qualitative results. Quantitative isn’t everything. Comments are just as important as numbers.
  • Don’t send out a “satisfaction survey” and neglect to include meaningful engagement metrics.
  • Don’t limit yourself to surveys as your ONLY way to increase engagement levels.
A woman in a virtual meeting with her co-workers as part of employee engagement

Image from Canva

Employee engagement measurement strategies

Contact Monkey’s mission statement reads: “We’re on a mission to build a highly-engaged, connected, and productive workforce. We’re committed to empowering our employees and serving our customers.”

They do that by creating internal communications software that integrates seamlessly with Google Suite and Microsoft Outlook. This includes:

  • A drag & drop template builder
  • Solutions for real-time, two-way conversations between employees and managers
  • Data-based internal communications strategies

Mariya Postelnyak from Contact Monkey published an article called “How to Measure Employee Engagement: 10 Key Strategies.” Although you’re welcome to read the whole article for additional context, her main strategies are as follows:

  1. Make sure you know what your goals are
  2. Use internal email engagement to gather insights
  3. Use pulse surveys to gather real-time data
  4. Calculate your eNPS (employee Net Promoter Score), which gives you insight into how likely your employees are to promote your company
  5. Schedule virtual 1-on-1 meetings with your employees
  6. Use focus groups
  7. Look at your employee retention rates for insights
  8. Track productivity over time
  9. Find out what your employment absenteeism rate is
  10. Use an exit survey for departing employees

What to measure when looking at employee engagement

Sparkbay says their mission is “to help companies thrive by making work better for their people.” They do this by focusing on employee engagement.

Neya Abdi from Sparkbay repeats a lot of the same advice as our other two featured software companies, but she also adds some important information about what kinds of engagement to measure.

Specifically, Abdi says to measure employee engagement by learning how employees feel about the following issues:

  • How they align with the organization’s strategy
  • Whether or not they feel recognized for doing a good job
  • If there are enough opportunities for professional and personal development
  • Relationships between managers and employees
  • The strength of their relationships at work
  • How much autonomy they have
  • If they feel a sense of accomplishment for their work
  • Their level of compensation

Additional HR Analytics Tools to Check Out

Quantum Workplace, Contact Monkey, and Sparkbay are certainly not the only HR analytics tools that you can use to measure employee engagement levels.

  • Lattice
  • Bonusly
  • Vantage Circle
  • Leapsome
  • Motivosity
  • Workvivo
  • Fond
  • Cooleaf
  • Qualtrics Employee Experience

How to choose the right analytics tool for employee engagement

How will you choose the right tool for your company or organization?

Our advice is to integrate HR benefits with mid-sized company software and to choose tools that are relevant to your specific needs, aligned with your budget, flexible as you grow, and easy to integrate into your existing software infrastructure.

Europe HR Solutions–Providing Our Clients with HR Support & Guidance

At Europe HR Solutions, one of our main priorities is supporting our clients as they navigate the complexities of HR and employee management.

We can help you choose and integrate an HR analytics tool for measuring employee engagement. Or we can do your engagement surveys and other strategies for you, using the excellent engagement analytics tools at our disposal.

Outsourcing your HR services is a great way to make sure that your processes are current and up to date with all the best practices in HR, employee engagement, and more!

Business owner surrounded by paperwork, indicating the need for HR outsourcing

How outsourcing HR can save money

If you own a small or mid-sized business, you understand how frustrating it can be to spend time and money on tasks that don’t generate revenue. The costs of building an HR department from the ground up can prove astronomical. 

When you’re launching your small business in a foreign country, especially, you’ll need HR solutions before you open your doors for daily operation. Europe HR Solutions can help.


The right outsourced HR team can reduce your ongoing costs in the following ways:

  • Payroll administration:

By outsourcing your HR, you can bring in vetted professionals to set up and administer your payroll system. This team can train you to ensure a seamless transition after their service contract is completed. 

You won’t have to stress over hiring long-term employees to take care of payroll, or training payroll administrators.

  • Benefits implementation:

Your outsourced HR team can help you to select the right benefits software package and enroll the employees of your small business.

  • Human resources management:

Outsourcing your HR can prove to be a game changer for your overall human resources management, too. HR consultants contribute through a wealth of experience in compliance, employee relations, and recruitment.

This saves valuable time for small business owners, mitigates the risk of legal issues and delays in operations, and provides access to the latest industry best practices and trends.

When it makes sense to outsource HR for small businesses  

International companies with fewer than 50 employees are considered small businesses, and rarely expand to Europe with an inhouse HR team already in place.

For US and UK-based small businesses that launch European operations, there’s usually a CFO who oversees broad HR tasks. 

However, the CFO or other executives managing HR for a small business launch in Europe often lacks the country-specific legal and HR expertise necessary to ensure innovative solutions that reflect the country’s best HR practices and legal compliance.

It’s important to consider the following when determining whether or not you should outsource your HR:

  • What specific HR services and support does your business require?
  • Do you have anyone on your team who’s well-versed in country-specific employee regulations and labor laws?
  • Will you need management compliance training and support?
  • Will your current employment handbook, policies, and procedures translate to adhere to the needs of employees in different countries?
  • Do you have a small HR department in place that may need help implementing payroll, benefits, training, and development?
Time is money. Outsourcing HR saves time, letting you focus on what matters.

What to expect with Europe HR Solutions

By outsourcing your HR, you may find it’s easier to take care of your daily operations and to strategize and prepare for the launch of your small business in Europe. Europe HR Solutions has supported countless small, mid, and large-sized businesses in their international HR needs.  

Whether you need our team to manage your HR and implement solutions, or you need us to help guide the HR professionals you have on staff, we can sweat the small stuff to ensure your big picture remains intact. 

You can expect Europe HR Solutions to do the following:

Act as your representatives:

We’ll act as an extension of your small business. This means we will collaborate with you and ensure we’re promoting your vision and standards in any HR matters we handle for you.

Ad hoc requests:

We understand that you may have ad hoc requests. We’re used to fast-paced, high pressure situations, and will ensure your needs are met in a timely manner.

Assist with HR strategies:

We’re committed to providing HR services that help your business grow and succeed. We’ll make certain that the innovative solutions we offer adhere to your overall business and HR strategies.

Create and implement policies and procedures:

We’ll strategize with you to create and implement your company’s policies and procedures and ensure details are in place that will help your employees thrive and create a positive work environment.

Handle employee contract needs:

We’ll help to create and manage your employee hiring processes (including talent acquisition, interviews, and onboarding checklists), employee complaint procedures, performance reviews, and off-boarding processes.

Legal compliance:

Europe HR Solutions will use our thorough knowledge of the various nuances in employment regulations and labor laws to keep your operations, policies, and procedures within legal compliance. This will help reduce your liability risk should issues with employees arise.

Manage employee and management training and development: 

We can cover government-mandated and specific position training programs to support your employees to work with excellence and grow in their positions. This includes compliance training for managers.


We can utilize the latest in talent acquisition trends and industry best practices to make sure you attract the talent you deserve to fill your staffing needs. We want to help you to build the best team possible to create a positive work culture and  a productive team.

The cost of outsourced HR services for small businesses

When to outsource your small business’s HR could be determined by your available budget. The cost of outsourcing your HR may be an upfront expense, but in the long run, it can save you significant money and protect your revenue.

The services offered by Europe HR Solutions can vary in cost, and are dependent on the extent of service you require. We can determine the cost based on the scope of the project.

For example, you may need us to manage a specific, well-defined project that allows us to estimate the cost involved. However, you may require our services on a daily basis, for an extended period of time, or find you need support in an immediate HR emergency. This may mean we will need a retainer payment or charge for an hourly rate.

How to determine your HR outsourcing needs

Before you decide to outsource your HR, it’s vital to determine what type of services you require. It can be overwhelming to discern your needs, but reflecting on and strategizing about specifics can be beneficial.

Answering the following questions may help you to understand what services you require:

  • Do you need an outsourced HR professional who takes the time to know and understand your business, staff, and culture?
  • Do you need HR professionals who are available on a daily basis?
  • Are you in dire need of help with critical talent acquisition?
  • Do you require flexibility and a large scope of HR tasks?
  • Are your needs limited to legal compliance and knowledge?
  • Do you need help developing your workplace culture?
  • Do you need to overcome language barriers?
  • What are your long-term HR needs?

Other benefits of outsourcing your HR

Once you’ve determined when to outsource HR for your small business, you may find that it allows you to streamline your operations and focus on your overall business strategy.

This strategic move reduces your administrative burdens of managing payroll, benefits, and other HR tasks in-house. The cost-effectiveness of outsourcing becomes evident as it eliminates the need for investing in HR infrastructure and ongoing training. 

This newfound flexibility can enable your small business to adapt quickly to market changes and allocate resources more efficiently. Ultimately, an outsourced HR team becomes a strategic partner, and empowers you to prioritize your employees, enhance organizational efficiency, and thrive in the competitive European business landscape.

Contact Europe HR Solutions

Europe HR Solutions understands how crucial HR is to the foundation of any successful business. We can consult with you to determine when it’s best to outsource HR for your small business, and customize innovative solutions with you. 

Your HR needs remain our greatest priority, and we want to support you in ways that promote legal compliance and allow you to see your small business dreams come to fruition. 

Connect with Europe HR Solutions today for a free consultation and be sure to check out our blog for the latest HR insights, tips, and trends. The road to success for your small business is just an HR step away.

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    Inez Vermeulen

    Inez Vermeulen

    Inez Vermeulen is the Founder and CEO of Europe HR Solutions, with over 25 years of successful corporate and entrepreneurial experience in various global industries. She has helped grow and expand the European divisions of global companies such as Coca-Cola Company, Regus, DHL, American Medical Systems, etc. Inez has received several company awards for her entrepreneurial spirit and success.

    She owns a Bachelor’s degree in French, History and Latin, several HR global expert certifications, a Master’s degree in Metaphysical Sciences, ICF Coach Certification and has completed her Doctorate on Transformational Leadership. Inez is fluent in Dutch, English, French, Italian and German. She works in partnership with an extensive international network of independent & professional companies and resides in Belgium near Brussels with her husband Jan.