Analytics to measure Productivity

I've come to the realisation that I need to approach this differently. Engagement is one piece and then productivity (linked to absenteeim and turnover etc) should be measured differently. I'll reintroduce the exit interviews. We have one area of the business that scores very low on our engagement surveys and also suffers with high employee turnover and absenteeism rates. I was trying to see if I could link some sort of measurement as the engagement survey doesn't address the days lost/productivity issue.

Do you monitor the reasons why people are absent? We know that the majority fall into two categories, Mental Health and Muscular-skeletal. Depending on how easy it is for you to get accurate data, it could be worthwhile understanding where the main risks are in your business how they are linked to age/role etc and how this compares to averages. You can then invest focused initiatives in the right areas. Aon have survey data on Benefits and Trends which is free as well as health data etc.

Hello @Natasha,
The CIPD in 2013, defined employee engagement as “being positively present during the performance of work by willingly contributing intellectual effort, experiencing positive emotions and meaningful connections to other”.
To measure engagement will therefore require employees informing you of their work experience and how they feel or felt with regards to working in your organisation. This kind of information is typically gathered through the use of Employee Surveys to capture 'Employee Voice'. You can then see how the collated data survey results changes over time as management implement changes in response to each survey. Note however, that employees have to be willing to respond to the survey and truthfully so to make it meaningful and worth the while.
All the best Natasha.
Felix