The Connection Collective | Beyond Surveys: Measuring What Really Drives Employee Engagement

Hello Trailblazers & Changemakers,

You’ve heard it before: what gets measured gets managed (and ultimately improves).

But if your company is only measuring engagement through surveys and turnover rates, you’re missing the bigger picture. Traditional engagement metrics tell you how employees feel, but they rarely tell you why they feel that way—or what really needs to change. Engagement isn’t just about tracking numbers; it’s about understanding what drives employees to contribute, collaborate, and stay motivated.

To build a truly engaged workforce, companies must go beyond surface-level metrics and start tracking belonging, connection, and impact in meaningful ways. And let’s be honest—if your only engagement strategy is a yearly survey, you’re playing yourself.

Move Beyond Simple Surveys

Engagement surveys and pulse checks provide useful snapshots, but they don’t capture the full employee experience. Employees are often cautious about what they put in a survey, especially if they don’t trust that leadership will act on the results. That’s why companies need real conversations—stay interviews, focus groups, and open-ended feedback—to truly understand employee sentiment. If you’re relying on a survey alone, you’re only seeing part of the story.

A more effective approach is continuous listening. This means creating multiple, low-pressure opportunities for employees to voice their thoughts throughout the year—through anonymous feedback channels, 1:1s, and team check-ins. Leaders who regularly ask, “How’s it going?” and actually take action will always have a clearer picture of engagement than those who rely on a once-a-year pulse check.

Measure Connection, Not Just Retention

A high retention rate doesn’t always mean high engagement. Some employees stay simply because they need a paycheck, not because they’re excited about their work or connected to the company’s mission. If you’re only measuring who stays, you might be missing signs of disengagement, burnout, or quiet quitting. Instead of focusing solely on retention numbers, track who is actively involved in the company culture.

This means looking at participation in ERGs, mentorship programs, and cross-functional collaborations. Who’s volunteering for projects outside of their immediate role? Who’s showing up for team initiatives? Who’s mentoring or being mentored? Employees who feel connected to their peers and leadership are far more likely to stay engaged—so if those participation rates are low, that’s a red flag that needs attention.

Link Engagement to Business Outcomes

Engagement isn’t just an HR concern—it’s a business driver. The most engaged employees aren’t just happier at work; they’re more productive, more innovative, and more invested in company success. But if engagement data is sitting in a silo, separate from business performance metrics, you’re missing a key piece of the puzzle. Companies need to start linking engagement levels to real business outcomes to understand their impact.

Look at how engagement correlates with productivity, innovation, and customer satisfaction. Are engaged teams producing higher-quality work? Are they generating more creative ideas? Are they collaborating effectively across departments? When companies tie engagement data to measurable outcomes, it becomes much easier to prove its business value—and even easier to get leadership buy-in for improvements.

Build a Culture of Belonging

Engagement is about more than job satisfaction—it’s about belonging, psychological safety, and purpose. Employees need to feel like their contributions matter, their voices are heard, and their growth is supported. No amount of free snacks, happy hours, or wellness stipends will fix engagement issues if employees don’t feel valued and empowered in their roles.

The best way to build belonging is through trust and action. Employees need to see that leadership genuinely cares about their well-being and professional growth. That means taking real steps—whether it’s prioritizing diverse leadership development, ensuring pay equity, or simply acknowledging great work in meaningful ways. Employees who feel seen, respected, and supported won’t just stay—they’ll thrive.

Onwards and Upwards,
Dumebi

Celebrating Black History

February was Black history month, our members went above and beyond so we’re spotlighting contributions from Chezie Community members. Here’s how others have honored and elevated Black voices in the our ERG community:

• Global Blackness in Cybersecurity – Led a discussion on Black contributions to cybersecurity, highlighting innovators shaping the field.

• Black History Spotlights – Once a week, shared Black history bits in their teams channels to educate, spread awareness, and highlight Black journeys and aspirations.

• Weekly Media Recommendations – Curated and shared books, films, and podcasts by Black creators, encouraging employees to engage with and discuss the content.

• Recipe Swaps – Hosted Black cuisine recipe exchanges, sharing personal favorites and stories behind the dishes. Some even rewarded participation with company perks!

• BHM Bingo Challenges – Employees engaged in month-long challenges, checking off activities like supporting Black-owned businesses, attending events featuring Black leaders, and learning about Black history.

• Centralized BHM Resource Hubs – Created dedicated online pages featuring historical insights, event listings, and curated playlists celebrating Black culture.

Want to join the chezie community to get ideas like these in the future?

If you're interested in exploring how Chezie can enhance your Employee Resource Groups (ERGs), I invite you to schedule a demo. We also offers a wealth of resources to support your ERG initiatives:

• ERG Toolkit: Comprehensive guides and templates to help you establish and manage effective ERGs.

• Blue Pages: A collection of articles and thought pieces on best practices for ERGs.

• ERG Leaders Community: Join discussions with ERG and DEI leaders to share experiences and strategies.

Lastly, connect with me on LinkedIn for more insights and updates.