Currently, the leaders of organizations have come to the realization that the leading positions of their companies allow not only the use of high technology, but also the personnel, which is an important strategic resource of the organization. Therefore, an effective force for improving organizational effectiveness is the “engagement” of its employees, which becomes an object of management based on continuous measurement. But in a high-tech world of constant change, the methods for measuring employee engagement in an organization cannot remain unchanged, they are transforming. Transformation has affected the timing, forms, methods, and tools for measuring employee engagement. Сompanies are following these changes by flexibly changing how they measure employee engagement in their organizations. This article examines the processes of transformation in the methods for assessing employee engagement in an organization.