Employee Engagement Calculator

About Employee Engagement CalculatorAssess the financial impact of employee engagement and calculate ROI using our free calculator.

Are you responsible for engagement building initiatives within your organisation? Need help to identify;

“How much should we spend on engagement initiatives?”, “what measures and targets should be in place?” or “what return I can expect?”

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How much could you save?
We estimate that an organisation of 500 people could be wasting £2.4m a year through lack of engagement. Just a 3% increase in engagement, with a linked 1% reduction in Absence & Retention could reduce this by £526,000 and impact on customer service and revenues.
*500 employees, based on national averages; £24k salary, +20% benefits, Engagement levels of 20% fully engaged, 30% engaged, 30% somewhat engaged and 20% not engaged. Adjusted with a modest 3% increase in engagement, and a linked 1% reduction in Absence and Retention.
The analysis resulting from this Calculator will help you to steer strategic initiatives and improve staff productivity.

Our Employee Engagement Calculator Explained

This calculator uses published evidence within a practical tool to help organisations build a more specific business case for engagement initiatives – and establish measures and targets to drive commercial success.

The Engagement Calculator offers two levels of analysis:

  1. The first level identifies different staff engagement levels and calculates an estimated cost to the organisation in terms of productivity, absence and retention.
  2. The second level enables the indicators to be adjusted and therefore quickly identifies the positive financial impact that different increases in engagement can have, helping define measures and ROI criteria.


We’ve used evidence from recent research and mapped it against four key pieces of information provided in a short online survey. The data then provides an impact report that will:

  • Help an organisation understand the “lost potential” at the four common levels of engagement (from disengaged to fully engaged);
  • Calculate the financial impact of lower levels of engagement on performance, absence & retention across the organisation;
  • See the impact of adjusted engagement levels & indicators, creating targets;
  • Understand the potential impact on customer service and revenues.

Through this type of analysis organisations can calculate a potential budget, set realistic KPIs and assess the ROI of engagement initiatives such as recognition.

Please enter your email address in the box below to use the calculator


The Power of Recognition in Building Engagement

According to Great Place to Work, there are four leading indicators that will create a “high trust environment” and are the basis of high engagement: Values, Empowerment, Recognition and Innovation. Although only one of the four leading indicators, Recognition is a core engagement driver through its impact across all the others. Executed effectively recognition embeds values, by empowering people to recognise & seek out what’s good, supports senior leadership integrity, fosters employee voice & can be used to encourage innovation.


How Can You Improve Engagement?

Our whitepaper examines a range of key elements such as why employee engagement is important; how to create the right work environment; addressing individual needs; and four areas that can help boost employee engagement. Co-authored by Ruth Patel, Workforce Psychologist at Unlocking People Potential, it provides a practical guide to creating the right work environment and addressing individual needs.

Employee Engagement Whitepaper

Download our whitepaper now >>



The research utilised to support the Engagement Calculator includes:

  • THE EVIDENCE, Employee Engagement Task Force, “Nailing the evidence” workgroup, November 2012, which references:
  • Development Dimension International (DDI) analysis of a Fortune 100 manufacturing company (Absence & Retention)
  • Oxford Economics – The Cost of Brain Drain. A report for Unum, published in February 2014 (Retention)Understanding the financial impact
  • Towers Perrin-ISR (2006) The ISR Employee Engagement Report, as cited in MacLeod and Clarke 2009. (Performance)
  • The Human Capital Institute (Performance)
  • Harter, James K., Schmidt, F. L., Killham, E. A. and Agrawal, S. (2012). “Q12® Meta-Analysis: The Relationship Between Engagement at Work and Organizational Outcomes.” Gallup Organization (Performance)
  • Sears US Study, reported in EEA – Final Economics of Engagement (June 2009) (Customer Service)


Help me improve employee engagement through reward and recognition

To find how your organisation could benefit from a reward and recognition programme as part of your engagement initiatives please complete the form below.