NMI, or "Employee Satisfaction Index," is a metric used to measure and summarize employee satisfaction and engagement. It is sometimes used as a tool to summarize how employees feel over time.
The survey questions can cover different aspects of the work environment, such as workload, commitment, collaboration, leadership, opportunities for development, and much more. Which questions are best for your NMI?
Unique organizations are in different phases and need to focus differently. It is therefore important to think ahead.
The results are summed and used to calculate the NMI. Usually, it is a percentage measure that shows the percentage of employees who have given positive answers to the survey. The positive answer is then divided by the number of respondents to be given forward a percentage. For example, if 80 out of 100 employees give positives on average, the NMI will be 80 (percentage).
NMI can be used as an indicator of workplace health. By using the same questions over time, the organization can follow the development and possible improvements/challenges or compare between different groups.
Challenges with NMI
1. Complexity of the analysis: The more questions included in the index, the more complex the analysis becomes. This can make it difficult to quickly identify which areas need improvement.
2. Risk of losing details: By summarizing many queries into a single index, details can be lost. This can make it challenging to take measures that really address specific problems.
3. Stagnation in change work: Because NMI takes into account many different aspects of the employee experience, it can be difficult to see progress if results do not improve significantly over time
In addition, it is important to continuously evaluate and adapt the survey and index to ensure that they continue to be relevant and useful to the organization. It then becomes difficult to compare NMI over time (if it consists of many questions)
We like to use STARS and eNPS as a base.
Continued concern creates a need for reflection
We have continued with a lot of anxiety in the world, we have had to face both war recession and crime. The stress that worry creates means that reflection, reconciliation and follow-up of the current situation has never been more important.
If we run away from looking for the cause of, for example, different individuals' stress, it only gets worse.
Reflection calms the brain and we can move from knowing to thinking. The meeting with your leader or group based on important areas creates both more logical and better decisions. You can also see it as the abundance of information has caused reflection in connection with Yesbox Pulse/employee surveys or the employee interview have gained a very important function
We are happy to support you in creating transparency, commitment and success within your organization.
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