With demand for tech professionals so high, HR departments and hiring managers are under constant pressure to keep a company’s teams safely in place. In areas such as cloud computing and data science, replacing talent is a long, painful and expensive process, and the fact that short-handed teams impact development schedules and business results only makes matters worse. An important part of any retention strategy is employee engagement—how much people like working at your company. Not only are they more loyal, but engaged employees can have a direct impact on business performance. “They feel a commitment to the company and make the effort to go above and beyond,” explained David Shanklin, head of culture strategy for CultureIQ, an employee-engagement platform provider based in New York City. In fact, most engagement professionals draw a direct line between engagement and customer retention and satisfaction. Why? Because the latter numbers “illustrate the workforce’s performance,” said Anjoo Rai-Marchant, chief customer and technology officer for HighGround, an engagement platform provider based in Chicago. But how can an organization measure how its employees feel? Surveys are the obvious answer, but relying on data alone won’t get you where you need to be; you have to understand what factors are driving the data. Experts say that, because every company is different, there’s no single winning approach to engagement, and thus no single way to quantify it. Still, many suggest measuring engagement is something like a three-legged stool: The process is a seat supported by a.) data, b.) listening, and c.) a certain amount of gut feel.