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Employee satisfaction metrics translate how people feel about their work and workplace into measurable signals. They capture sentiment about role clarity, recognition, growth, pay and benefits, workload, work‑life balance, tools and support, manager relationships, and alignment with purpose. Common measures include overall satisfaction scores from surveys, eNPS (likelihood to recommend the company as a place to work), driver‑level items (e.g., “I have the resources to do my job well”), turnover and regretted attrition, new‑hire retention, absenteeism, internal mobility, participation rates, and qualitative themes from comments, exit interviews, and focus groups. Satisfaction differs from engagement (energy and commitment) but is closely correlated; tracking both provides a fuller picture.
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"text": "Effective measurement combines direct feedback with behavioral indicators. Use a mix of annual surveys and pulse checks, ensure anonymity, and pair eNPS with driver analysis to see what influences sentiment. Segment results by role, tenure, location, and identity groups to uncover hidden friction. Track behavioral signals like voluntary turnover, absenteeism, internal transfers, and program participation, then link them with business outcomes such as productivity, quality, and safety. Finally, close the loop by sharing findings, taking visible action, and reporting progress."
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