Employee Net Promoter Score, or eNPS, is a scoring system that helps employers measure employee satisfaction and loyalty.

Measuring Engagement is difficult because it can be hard to define. Whatever it is, we want to improve it, increase it, make it better. Happily's research finds that there are 11 factors, or dimensions, that determine an employee's engagement to their work.

Creating a culture of feedback and recognition is hard. Happily makes it easy - more than half of employees regularly give and receive feedback and recognition on the platform.

The transition to working from home has been challenging for most. Work stress is at an all-time high, impacting mental health and productivity significantly. This WFH "experiment" isn't a short-term exercise that we can voluntarily leave.

Studies show that companies with daily check-ins and continuous feedback (using Happily) exhibit high resilience during the pandemic, although most employees often lose sleep over work issues.

Studies show that reducing gaps between employee expectations and reality across key engagement dimensions results in higher employee engagement. A case study shows how gaps can be minimized over time.

Studies show that employees need feedback - and that there is a strong relationship between feedback giving and employee happiness & ambassadorship.

Studies show that there is a critical gap in the understanding of organizational core values, which results in a lack of embodiment of your guiding principles.

Which dimensions of employee engagement explain why employees leave their organizations?