How do you measure employee commitment?

When it comes to measuring employee engagement, annual engagement surveys offer an annual overview, but they don't capture frequent changes in engagement, which can mask early warning signals. For more regular monitoring, we recommendeNPS (Employee Net Promoter Score), which enables us to measure engagement on an ongoing basis and act quickly on employee feedback.

What are the indicators of employee engagement?

Key indicators for measuring employee commitment include : Employee NPS - Measures the likelihood of employees recommending the company as a place to work. Turnover rate - Indicates the frequency with which employees leave the company. Successful hirings after a trial period - Reveals the effectiveness of matching new recruits to the company culture. Internal promotion rate - Shows career progression within the company. Employee satisfaction index - Collects employees' general feelings about their work environment. Online company ratings - Provides an overview of the external perception of the company. Active intranet users - Reveals employee engagement with internal resources. Social ambassadors among active employees - Measures employee involvement in promoting the company brand. Idea box results - Evaluates innovation and employee involvement in proposing improvements. Absenteeism - Detects disengagement levels through unjustified absences.

How can you encourage employee commitment in your company?

To boost employee engagement within your company, consider the following actions: Define clear missions and objectives: Make sure every employee understands his or her contribution to the company's overall objectives. Encourage the expression of potential: Give your employees the opportunity to demonstrate and develop their skills in meaningful projects. Encourage teamwork: Stimulate collaboration by creating teams that work in synergy, valuing the exchange of skills and ideas. Work recognition: Regularly show your appreciation for their efforts and successes, which boosts motivation and loyalty. Promote skills: Encourage and support skills through training and professional development opportunities.

Home » Engagement loop

Engagement loop

Drive collaborative actions for ongoing performance and retention

How can you align your talent pool with business needs?

Cultivate an ergonomic talent marketplace that empowers each player in the management of their career paths. Instantly access the right resources and shape unique career paths based on their skills and aspirations.

Request a demo

Solution overview

They give us their trust

Interview & Goals

Align your performance management strategy to the pace of business.

Today, talent management needs to be agile.Modify in real time your employees’ development goals and needs, without waiting for yearly major milestones. Adapt the evaluation to varying time and project frames.

With Neobrain, each employee defines his or her own objectives. They can track their achievements and bonuses on their cell phone. Managers can control appraisals and individual interviews at any time. Neobrain is the 1st agileperformanceoptimization solution to complement your HRIS.

Unifying objectives

Move towards a more flexible and transparent approach to salary control, to get your managers and talent more involved. You’ll have a real-time bonus forecasting dashboard based on target achievements. Rely on detailed and reliable exports before salary payments.

Contribute to giving meaning to objectives designed between employees and managers. Deploy different levels of granularity using OKRs (Objective Key Results). Encourage collective success through constant monitoring of achievements, suggestions for objectives, and ongoing evaluation.

360° feedback

Offer feedback that helps your employees develop their personal and professional skills.

Give your employees continuous feedback on their skills : strengths, areas for improvement… Feedback automatically includes recommendations for improvement. Managers and HR have a real-time view of each employee’s strengths and needs. They can then propose an individualized development plan and, above all, provide the tools to make each employee a player in his or her own career path.

The power of constructive feedback

Stimulate a growth mindset, viewing feedback as the cornerstone of personal and professional development.
Meet the“immediacy” imperative demanded by employees: employees have one-click access to personalizede-learning recommendations on their cell phone or computer.

Survey, pulses, well-being

Ensure your employees’ engagement

Give your employees a tool to express themselves throughout the year. Guarantee a high level of engagement, by detecting at an early stage, thanks to AI, what could prevent skills from expressing itself: keyword tracking, trends, predictive analysis. Set up regular e-NPS. Trigger “flash” surveys. Inspire your action plans to promote well-being, collective commitment… and talent retention!

Active listening for weak signals

Listen to your employees’ voices: give them the power to share their well-being, emotions and opinions whenever THEY want to, not when YOU decide.

Pay particular attention to the“moments that count” for them in their professional life and career: their integration, their mobility, their return from parental leave…

People review

Meet the person behind the profile

Free your company from rigid “people reviews” that fail to reveal the real issues, aspirations and needs, or the value of people. Detect transferable skills and unsuspected potential. Reveal the atypical profiles the company needs. Promote diversity by limiting bias.

Talents in control of their own development

Offer levers for defining and monitoring development activities based on two axes:

Progress objectives: upskilling, reskilling, personal development, role evolution, etc.
Training method: on-site training, e-learning, mentoring, observation, involvement in one-off projects, etc.

Encouraged and supported by their manager, employees can draw up a development plan in line with their professional aspirations and needs.

A new way of building career paths

Reduce turnover by offering transparent tools that fuel their next career steps. Not only are the next steps visible, but the path to get there is mapped out with the support of managers and HR teams.
This approach provides HR teams with valuable information on the aspirations of each talent population. Succession and mobility plans respond to the combined wishes of employees and the company.

Adjusting the frequency of assessments

Appraisals should adapt to the work of your employees and the rhythm of your organization, not the other way round. It’s time to give managers the ability to assess everyone’s contribution at the most opportune moment, and the intuitive tool that makes them want to prepare and share their feedback to get the most out of their exchanges.

Simplicity of implementation

Plug the talent leak with smart retention strategies

Equip your recruiters with an intelligent tool to identify relevant internal employees for your job offers. A career management solution enables you to check that skills and motivations match internal job offers. A new culture takes root, in which managers participate in the amplification of mobility. In this way, you create the conditions for increased loyalty , while reducing recruitment time and costs.