5 reasons why HR should love (real-time) Employee Engagement metrics

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Realtime HR

Employee engagement metrics isn’t just about providing a KPI for HR.

It’s about showing the whole company how their colleagues feel at work, where you’re coming from and where you’re heading in order to create a smooth, money making organization. So how come so many from HR hold on to just a once-per-year metric?

There’s a growing trend of HR harvesting numbers that look good on spreadsheets, but don’t really give key insights to move your company forward.

For HR Business partners to make an impact in the board room and engage people consistently, you need a people KPI that hits the bull’s eye: How do your people feel at work?

Yearly employee surveys lets you dig into detail about employee engagement, working conditions, etc. But when it comes to actually doing something about it – how do you know you’re on track?

Here are 5 reasons why HR should love realtime employee engagement metrics:

1. “I think “versus “I know” how employees feel

Are you really improving things at work? How much value are you getting out of each dollar spent on your HR initiatives? Let your employees guide you as they daily tell you how they are feeling.

With systems like wall mounted devices HR get realtime feedback from employees to the online dashboard, encouraging coworkers to give their opinion in 2 seconds (How was your day? Press green or red) and are then shown the collective mood among coworkers.

Your current employee engagement metrics are your starting point.

hr metrics dashboard

HR metrics dashboard

Your future metrics will monitor if you’re on the right track so you can continuously make changes and improve HR programs, processes, etc. to sharpen organizational effectiveness.

By HR having tangible metrics to support their “I think” and replace it with “I know”, it will be easier to reach company goals. Measure, improve, repeat.

Employee engagement metrics real-time

2. Fresh HR facts in the board room

HR Directors often appear nonaligned with upper management who use near real-time KPI’s to run the business. Sales and financial numbers are tracked and analyzed on a frequent basis.

With a People KPI that monitors how your employees are feeling at work and how they react to key events, you can focus on things that are most likely to generate an impact on the decisions being made at the top.

“We use Daily Pulse in our leadership meetings to discuss what we can do to make people stay positive on any given day, and long term” says Unilever Kleve’s Dutch factory manager, Eugène Kusse.

3. Act when necessary

Metrics are an indication of the type of service your employees are giving your customers today, this week, or this month.

In one company that uses real-time employee feedback, providing customer service for one of the hottest companies around, they compare their service levels with their employee mood, and quickly take action before morale drops further.

That drop in employee morale would most likely impact further how the customer on the other side of the line experiences a brand worth billions.

They also use their People KPI to make a case for why their outsourced customer service is better than their competitors when attracting new clients. Transparency is key. With the data flowing in from each office, HR and interested parties can remotely keep an eye out to act timely.

4. Analyze the impact of a current crisis in staff morale

Companies typically have a couple of small or big crisis per year. Comparing your employee mood statistics will help you the next time something RED happens. It’s valuable as you can compare how low you typically go, and how fast you get up.

Your metrics are your starting point for further investigations. “Last month our mood dropped 14%” doesn’t automatically mean that the new branch manager isn’t liked by her or his peers, but it’s an indicator that something is up, and that you should investigate further.

5. Find out things HR otherwise wouldn’t

In today’s world your coworkers are likely to be publishing their opinions on sites like glassdoor.com. Are they having good days or bad days at the office?

Make sure you hear the answer before the rest of the world does.

We’ve heard many stories from HR Directors where their real-time HR analytics have given them surprising insights.

One company had 100% green employee mood for 3 consecutive days.

HR had no clue as to why they suddenly spiked. Asking around it turned out that their employees had organized a table tennis tournament during the lunches.

This sparked a positive effect among the workers that left a measurable effect even several days after.

Company events that backfire

There are also stories where company events have backfired.

‘Fun’ parties organized by the company that produced more red responses that green (Ups..! Do your employees prefer to spend celebration dollars differently? Do they feel obliged to stay after hours at the office to participate? If HR (you!) organized the event and ask them how it went, would they be truly honest when answering?).

Anonymous real-time analytics helps HR find out what brings your culture forward.

“Metrics are a tool, an indicator – theyare not the answer and may have multiple interpretations.” – Martin Klubeck


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Curious about real-time Employee Engagement metrics? Wanna get a HR metrics dashboard? Try 1 Celpax device for free.
Rebecca Lundin, CelpaxHej! I’m Rebecca. HR analytics enthusiast and co-owner at Celpax, a for-profit helping workplaces continuously improve employee morale, using realtime HR. I might appear in our chat, or say aloha on twitter?
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Continuous improvement trends

Are your efforts working?

When you introduce a change at work you will immediately see if it works.

Are you getting more green over time? Or more red? What affects job satisfaction at your workplace?

You may need to boost morale at work.

The employee engagement results are available 24/7.

Check all the dashboard sections here.


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Online dashboard for employee analytics




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Discover How to Improve Employee Engagement

Our employee mood data shows that some workplaces know how to improve employee satisfaction faster than others.

What do they do differently?

They regularly sit down to have conversations about how people feel at work.

They quickly discover what causes low employee morale.

So we recommend you do exactly that:


Conversations employee morale results to take action


Many managers use Employee Engagement Surveys as an alibi for not having conversations with employees.

Perhaps they are worried about conflicts, or awkward dialogues.

With neutral employee morale data as a basis, we’ll give you tips to get more team managers to have honest, authentic conversations about what matters at work.

Employee Morale survey


  • Continuous workplace improvement

When you measure employee engagement you get a trend line of your Mood KPI (“70% press green on a normal day”).

You can then track if the actions you take are having an effect: are you getting greener days?


  • Meaningful Conversations

What makes us press the green button in our team? “Employees come to tell me why they’re having red days!”

You’ll get a tangible number when talking to employees and in the board room. What causes low employee morale?


  • Alerts

Check the impact of All-Hands meetings, important communications…

Managers get early warning signals when employee engagement drops so they can act, and HR will know when it’s urgent for them to talk to your people.


  • Everybody’s job

Who is responsible for team morale? For the People KPI? A great workplace is everybody’s job!

Build your employee pulse survey around inclusion. We’ll help you with organizational changes examples.

Employee morale


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How do other leaders use our pulse survey?


“We typically have 72% green. One day we got 100% RED when our General Manager announced he was leaving. He later changed his mind and is still with us…”


Employee Morale Survey

Employee morale survey – Need a hand?

Your first Celpax is free, no time limit. How you launch it, is up to you. Got more time than money? Or more money than time?


Option 1: The Do-It-Yourself version (DYI)


Option 2: Get our help to improve workplace morale

Get as little, or as much help as you need leading organizational change. Examples:



pulse survey results

Pulse survey results



What companies measure employee engagement with a Celpax?


We have all sorts of organizations who measure employee engagement with the Celpax:

employee morale survey

“Instead of a yearly employee morale survey, with the Celpax we continuously try to steer in the right direction”

Eugène Kusse, Unilever

Unilever - Real time employee mood

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