Baker Hughes Adds Employee Score to Performance Metrics
The company tied internal net promoter scores to leadership performance incentives after seeing engagement gains.
Updated on Oct. 30, 2026 in Human Resources
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Baker Hughes now includes an employee net promoter score on its official company scorecard to hold leaders accountable for workforce sentiment. This adjustment follows a period between 2025 and 2026 where the company saw engagement metrics rise.
Why it matters
By directly linking employee feedback to leadership incentives, the firm ensures that management prioritizes workforce concerns like career development and well-being. This move embeds internal communication directly into the organizational accountability structure.
The employee net promoter score rose from 32 to 34 within one year, allowing the company to reach its target two quarters ahead of schedule. Feedback from employees surfaced four primary themes, including mental well-being and career growth.
The players
Baker Hughes
This international energy technology company provides solutions for energy and industrial customers worldwide.
Brenda Clark
She serves as the vice president of employee communications and change management at Baker Hughes.
The details
Leaders utilize a structured form following site visits to gather qualitative feedback, which is combined with engagement surveys and roundtables. This data allowed teams to present leadership with specific guidance and actionable talking points regarding the four identified themes.
Timeline
The Ragan Internal Communications Conference took place in October 2026.
The net promoter score rose from 32 to 34 over the span of one year.
Market Landscape
Baker Hughes follows the trend of tying non-financial performance metrics to leadership incentives. This shift mirrors the broader corporate move toward integrating ESG metrics into executive compensation to ensure management accountability.
Employees benefit from this policy as it compels leadership to directly address workplace concerns like career growth and mental well-being. By incentivizing leaders to act on feedback, the company creates a more responsive and structured communication environment for its staff.
The takeaway
Companies can effectively drive culture change by formalizing employee feedback into leadership performance reviews. Regularly tracking sentiment through multiple channels helps organizations identify and act on specific workforce needs ahead of schedule.
Further reading
For more on workplace strategies, visit the Human Resources section.
Source note: This article includes information reported by Ragan Communications.
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