The success of an employee engagement strategy is best measured by its correlation to sustained retention (B). At the SPHR level, engagement is viewed as a leading indicator of long-term workforce stability and organizational performance.
Highly engaged employees are more likely to remain with the organization because they feel connected to its mission, supported by leadership, and satisfied with their work experience. Sustained retention demonstrates that engagement efforts are not producing short-lived enthusiasm but are influencing long-term employment decisions.
While engagement may also influence safety outcomes (C) and ethical behavior (D), these are indirect or situational indicators. Employer evaluations (A) reflect perception but do not capture behavioral outcomes. Retention, by contrast, is a clear, measurable, and strategically significant result that links engagement to cost reduction, productivity, and knowledge continuity.
SPHR exam content consistently ties engagement strategies to voluntary turnover reduction as a primary measure of success. Organizations that invest effectively in engagement typically experience lower attrition, reduced replacement costs, and stronger workforce continuity.
References :
HRCI SPHR Exam Content Outline — Functional Area: Employee Relations and Engagement (engagement metrics; retention).
HRCI SPHR Study Guide — Measuring engagement effectiveness.
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