Global Practices

Employee Engagement Connections Index



In conversations with clients and other companies over the past year, two things struck us more and more often: first, companies are still relying on primarily one-way communications to engage employees, pretty much ignoring the dynamic ways in which employees interact with information when they’re not at work; and secondly, companies are still using outdated survey methods to understand engagement, using long-lead time surveys that focus on self-reported attitudes, not verified behavior.

This led us to develop the Employee Engagement Connections Index, a tool designed to help companies understand the strength, quality and drivers of three key elements of employee connections that are vital to business success: employees’ connection to their company, employees’ connection to their colleagues and employees’ connection to the outside world.

Click here for the full release.

Essentially, the Connections Index is derived from the aggregated analysis of three distinct data sets:

  • A short and targeted employee survey to measure current attitudes, opinions and behaviors
  • An independent analysis of employee behavior to see how actual behavior matches self-reported behavior, including an analysis of employee activity on company-related social media sites, and in on and off-line exchanges of information with each other and their colleagues
  • A comparison to Edelman’s just-in-time employee engagement benchmark

The results of the Connections Index are reported back on a virtual dashboard that allows executives to examine the strength of their employee connections compared to best practices and company objectives, and to evaluate performance across geography, line of business and type of employee.

This is a new and ground-breaking offering because it focuses on understanding employee behaviors and evaluating engagement in an ongoing, real-time fashion rather than just collecting attitudes at a moment in time through survey research. We collect data collected through a number of methods, including surveys, behavioral analysis and ongoing real-time feedback through insights communities.

The Connections Index is based on nearly a year of research and forms the theoretical underpinning of Edelman’s broader Employee Engagement offering.

Please let us know what you think!

Christopher Hannegan is the U.S. lead for Edelman’s Employee Engagement offering. He co-authored this post with Matt Norquist, global head of insights for Edelman Berland and Nick Howard, EMEA lead for Edelman’s Employee Engagement offering. 

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