A Comprehensive Model of Employee Engagement

What is Employee Engagement?

Employee engagement refers to the emotional commitment, involvement, and enthusiasm an employee has toward their work and their employer. It's a measure of an employee's passion for their job, dedication to the company's mission and vision, and willingness to put in discretionary effort towards the organization’s goals.

It goes beyond job satisfaction and involves an emotional connection and active involvement. Engaged employees are motivated, productive, enthusiastic, and more likely to stay with their current employer. They are more likely to go the extra mile, contribute innovative ideas, and less likely to be absent from work.

The level of employee engagement within an organization can significantly impact multiple business outcomes, including productivity, customer satisfaction, profitability, and overall business performance. Hence, many organizations have specific programs aimed at enhancing employee engagement, typically involving communication, recognition, training, and providing opportunities for growth and development. 

The concept of employee engagement continues to evolve. Over the past few years, there have been several developments in our understanding and approach to employee engagement. Key recent developments include:

Focus on holistic well-being – Organizations have recognized the importance of addressing employee’s holistic well-being, including physical, mental, and emotional aspects.

Emphasis on purpose and values – There has been a growing emphasis on connecting employees to a sense of purpose and aligning their work with the organization’s values.

Continuous feedback and personalized development – Traditional performance reviews have given way to more frequent and continuous feedback mechanisms. Regular check-ins, coaching conversations, and personalized development plans have become more common. This shift allows for ongoing dialogue, recognition, and growth opportunities, enhancing engagement and performance.

Remote and hybrid considerations – The pandemic and resulting abrupt shift to remote work prompted organizations to rethink engagement strategies. Building virtual connections, ensuring remote employees feel included and supported, and fostering effective communication and collaboration became focal points for maintaining engagement in distributed work environments.

However, as engagement continues to evolve, many organizations are now shifting to hybrid and fully on-site work due to challenges they've encountered, e.g., virtual absenteeism, the decrease in creativity and innovation, and other intangibles that are positive outcomes of informal conversations and in-person group work.

Download: Reigniting Employee Motivation to Drive Innovation in Your Workforce

Benefits of Employee Engagement

Cultivating an engaged workforce is not just beneficial—it’s crucial to a company’s success. Employee engagement brings numerous benefits to both employees and their organization, including:

Increased Productivity – Engaged employees are more productive and perform better and more consistently because they are committed to their work and are willing to put in extra effort to achieve the organization’s goals.

Reduced turnover – Engaged employees are more likely to remain with the company. Decreased turnover reduces the costs associated with recruiting, hiring, and training new employees. In addition, it reduces the amount of institutional knowledge that walks out the door. Estimates suggest that the cost to replace someone can range from 50% to 200% of an employee's annual salary.

Better quality of work – Engaged employees take pride in their work, leading to higher quality output. They are more likely to pay attention to details and less likely to make mistakes, which leads to superior products and services.

Enhanced Innovation – Engaged employees are more likely to think creatively and bring forward new ideas. This culture of innovation can lead to improvements in products, services, and processes, giving the organization a competitive advantage.

Improved Employee Morale – High levels of employee engagement usually correlate with high morale. Engaged employees feel happier, are more satisfied with their jobs, and have a more positive outlook.

Improved Company Culture – When employees are engaged, they contribute positively to the company culture. A positive culture fosters employee engagement setting up a virtuous cycle as each impacts the other. Engaged employees are also more likely to have a strong alignment with company values and foster a positive work environment.

Customer Satisfaction – Engaged employees are typically more attentive to customer needs and deliver better service. As a result, businesses often see higher customer satisfaction and loyalty levels when they have engaged employees.

Profitability – As a result of all the above, organizations with high levels of employee engagement often experience greater profitability. More productive and committed employees, combined with reduced turnover, better quality work, and higher customer satisfaction, all contribute to the company's bottom line.

Measuring Employee Engagement

In today's competitive business landscape, organizations are increasingly recognizing the critical role that employee engagement plays in driving success. The quest to cultivate a motivated, committed, and high-performing workforce has become paramount. To truly understand and address the needs, perceptions, and aspirations of employees, organizations must invest in employee engagement surveys. These surveys provide a powerful tool for unlocking valuable insights, enabling organizations to make data-driven decisions and tailor strategies that foster a culture of engagement, elevate performance, and drive sustainable growth.

Employee engagement can be measured using multiple methods, such as surveys, interviews, and analyzing HR and business data, to gain insight into employee’s attitudes towards their work, their colleagues, and the organization as a whole.

Investing in employee engagement surveys offers a range of compelling benefits. These surveys provide a comprehensive understanding of the current state of engagement within the organization. By collecting feedback from employees across multiple dimensions, organizations gain a holistic view of the factors that influence engagement levels. This knowledge empowers organizations to identify areas of strength, uncover areas for improvement, and develop targeted initiatives that resonate with their workforce.

Employee engagement surveys enable organizations to measure progress over time. By conducting regular surveys, organizations can track trends, identify patterns, and gauge the impact of interventions or initiatives aimed at enhancing engagement. These ongoing measurements provide valuable feedback loops, helping organizations assess the effectiveness of their strategies and make informed adjustments to optimize engagement levels.

Moreover, investing in employee engagement surveys demonstrates a commitment to fostering a culture of open communication, transparency, and employee-centricity. By actively seeking feedback from employees, organizations signal that their voices matter and that their well-being and engagement are top priorities. This can contribute to a positive employer brand, attracting top talent, enhancing retention rates, and positioning the organization as an employer of choice.

In essence, investing in employee engagement surveys is an investment in the organization's future. By harnessing the power of insight, organizations can identify barriers to engagement, implement targeted interventions, and build an environment where employees thrive, innovate, and contribute their best efforts. As we delve deeper into the world of employee engagement surveys, we uncover the transformative potential they hold in shaping organizational culture, driving performance, and propelling organizations toward sustained success. Here are some highlights of how this survey can inform your business:

Insightful Feedback – Surveys provide a platform for employees to express their opinions, concerns, and ideas. They help organizations gain valuable insights into employee satisfaction, motivation, and overall engagement levels. 

Identify Areas for Improvement – Surveys give organizations the ability to identify specific areas where employee engagement may be lacking. This knowledge can guide targeted action and strategies to address issues and enhance engagement.

Drivers of Engagement – Surveys and careful analysis of the resulting data can identify factors that contribute to employee engagement. Understanding drivers of engagement gives insight into where to focus improvements and the relative priority of those improvements.  

Enhancing Communication – Surveys, combined with other employee feedback mechanisms, foster open communication channels between employees and management. Organizations can use the insights gained to improve internal communication, align goals, and foster a culture of transparency and trust.

Employee Well-being – Employee surveys allow organizations to assess their employees’ well-being by asking questions about their work-life balance, stress levels, and job satisfaction. Based on the results, organizations can introduce initiatives to support their workforce and promote a healthier work environment.

Decision-making & Strategy – Employee feedback from surveys can help leaders understand employee perspectives and make informed choices that align with the needs and expectations of their workforce.

Read: 5 Key Reasons to Conduct Employee Engagement Surveys

The Explorance Employee Engagement Model

Explorance Blue Employee Engagement survey is specifically designed to delve into the key dimensions that make up the employee experience in addition to the critical measurement of overall employee engagement. Our comprehensive model of employee experience and engagement is comprised of eight dimensions:

  • ⦿ Empowerment
  • ⦿ Growth & Development
  • ⦿ Rewards & Recognition
  • ⦿ Well-Being
  • ⦿ Connection, Inclusion & Belonging
  • ⦿ My Manager
  • ⦿ Strategy & Leadership
  • ⦿ Organizational Values

This multidimensional approach allows us to capture a holistic picture of your organization from the eyes of your employees. Implementing our survey in your business will provide an invaluable perspective. It will help you to identify areas of strength, pinpoint opportunities for improvement, and align leadership with the needs and expectations of their teams. By doing so, it paves the way for increased productivity, higher employee retention, and improved overall organizational performance.


Empowerment refers to the process of enabling and entrusting employees with the authority, resources, information, and support necessary to take ownership of their work, make decisions, and contribute to the overall success of the organization. It involves fostering a work environment that encourages individuals to take initiative, be innovative, and assume responsibility for their tasks and professional growth.

Empowerment goes beyond delegation of tasks; it involves granting employees autonomy and involving them in the decision-making process. It acknowledges their expertise, skills, and unique perspectives and provides them with the freedom to act in ways that align with the organization's goals and values. Empowered employees feel a sense of ownership and pride in their work, leading to increased job satisfaction, motivation, and commitment.

When employees are empowered, they have the confidence to voice their opinions, suggest improvements, and contribute their ideas. They are encouraged to take risks, learn from failures, and continuously develop their skills. Empowerment also involves providing the necessary training, resources, and support systems, enabling employees to excel in their roles and achieve their full potential.

Organizations that prioritize empowerment in employee engagement recognize the value of creating a culture of trust, collaboration, and shared responsibility. They understand that by empowering their workforce, they tap into a wealth of creativity, innovation, and problem-solving capabilities, ultimately driving higher productivity, performance, and organizational success.

Growth & Development

The growth and development dimension encompasses an individual's opportunities for personal and professional advancement within their organization. This dimension aims to measure the extent to which employees perceive that their employer provides them with the necessary resources, support, and avenues for growth, learning, and skill development.

In this context, growth refers to an employee's ability to acquire new knowledge, skills, and experiences that enhance their job performance and career trajectory. It includes opportunities for training, professional development programs, mentorship, and access to challenging assignments or projects that allow individuals to expand their capabilities and reach their full potential.

Development, on the other hand, encompasses the employee's long-term career progression and prospects within the organization. It involves factors such as career planning, advancement opportunities, promotions, succession planning, and the provision of a clear and transparent career path. Employees feel a sense of development when they perceive that their organization invests in their future, recognizes their potential, and provides a roadmap for their professional growth.

The growth and development dimension in an employee engagement or feedback survey is crucial as it provides insights into whether employees feel supported and empowered to advance in their careers. It helps organizations identify areas where they can improve in fostering a culture of continuous learning, skill enhancement, and career progression. By understanding employees' perceptions of growth and development opportunities, organizations can better align their strategies, policies, and resources to enhance employee engagement and retention, ultimately leading to a more motivated, fulfilled, and high-performing workforce.

When employees have growth and development opportunities at work, several positive outcomes can be observed:

  • ⦿ Increased Motivation and Engagement – Growth and development opportunities provide employees with a sense of purpose and motivation. They become more engaged in their work as they have goals to strive for and opportunities to learn and improve their skills. This leads to higher levels of job satisfaction and commitment to the organization.
  • ⦿ Enhanced Performance and Productivity – When employees have the chance to develop their skills and knowledge, their performance tends to improve. They gain new competencies and can apply them effectively in their roles, leading to higher productivity and quality of work. As employees become more capable, they can tackle complex tasks and challenges with confidence.
  • ⦿ Expanded Knowledge and Skill Sets – Growth and development opportunities enable employees to acquire new knowledge and skills that are valuable both in their current roles and for future career advancement. They can learn industry trends, best practices, and innovative techniques, making them more versatile and adaptable in their work.
  • ⦿ Career Advancement and Opportunities – Employees who have growth and development opportunities are more likely to progress in their careers. They can develop the skills and expertise needed to take on more challenging roles or move up within the organization. This fosters a sense of fulfillment and personal growth, as well as a stronger commitment to the company.
  • ⦿ Increased Job Satisfaction and Retention – When employees have opportunities to grow and develop, they feel valued and supported by the organization. This leads to higher job satisfaction and a greater sense of loyalty. Employees are more likely to stay with a company that invests in their professional growth, reducing turnover and associated costs.
  • ⦿ Strengthened Talent Pipeline – Providing growth and development opportunities nurtures a strong talent pipeline within the organization. Employees are encouraged to stay and grow within the company rather than seeking opportunities elsewhere. This helps retain top performers and enables the organization to develop a pool of skilled employees who can take on leadership roles in the future.
  • ⦿ Positive Organizational Culture – A focus on growth and development fosters a positive organizational culture. It signals to employees that the company values their individual growth and is committed to their long-term success. This creates a supportive and engaging work environment where employees feel empowered and encouraged to take on new challenges.

When employees have growth and development opportunities, they become more motivated, engaged, and productive. They acquire new skills, advance in their careers, and contribute to the organization's success. By investing in employee growth and development, companies can foster a high-performing workforce and create a positive work environment that attracts and retains top talent.

Rewards & Recognition

The rewards and recognition dimension in an employee engagement survey refers to the assessment of how well an organization acknowledges and rewards employees' contributions, accomplishments, and positive behaviors.

This dimension aims to measure the extent to which employees feel appreciated and valued for their work, and whether the organization has effective systems in place to recognize and reward their efforts. In this context, rewards refer to the tangible benefits or incentives provided to employees in recognition of their performance or achievements. These can include financial rewards such as bonuses, salary increases, or profit-sharing, as well as non-financial rewards like certificates, trophies, or symbolic gestures of appreciation.

Recognition, on the other hand, encompasses the non-monetary aspects of acknowledging employees' efforts and achievements. It includes verbal praise, public recognition, appreciation emails or notes, shout-outs during team meetings, or other forms of acknowledgement that highlight and celebrate individuals' contributions to the organization.

A rewards and recognition program are important as it reflects the organization's commitment to fostering a positive work environment and a culture of appreciation. It helps assess whether employees feel their efforts are recognized, their contributions are valued, and their hard work is acknowledged. Effective rewards and recognition programs can contribute to higher levels of employee motivation, satisfaction, and engagement, as well as promote a sense of camaraderie and a positive organizational culture.

  • ⦿ Increased Employee Motivation and Engagement – Strong rewards and recognition practices boost employee motivation and engagement. When employees feel valued and appreciated for their work, they are more likely to be enthusiastic, committed, and invested in their roles. They are motivated to go above and beyond, leading to higher levels of productivity and job satisfaction. Download: Reigniting Employee Motivation to Drive Innovation in Your Workforce
  • ⦿ Improved Retention and Reduced Turnover – A strong rewards and recognition system can contribute to higher employee retention rates. When employees feel recognized and rewarded for their efforts, they are more likely to remain loyal to the organization. This reduces turnover, which can be costly for companies in terms of recruitment, training, and lost institutional knowledge.
  • ⦿ Enhanced Employee Morale and Satisfaction – Effective rewards and recognition programs create a positive work environment and foster a sense of belonging. Employees feel a greater sense of job satisfaction and morale when their hard work is acknowledged. This positivity translates into better teamwork, collaboration, and a shared commitment to the company's goals.
  • ⦿ Strengthened Employee-Manager Relationships – Regular and meaningful rewards and recognition interactions between employees and managers help build strong relationships. Managers who actively recognize their team members' contributions foster trust, open communication, and a sense of partnership. This leads to better manager-employee relationships and a supportive work environment.
  • ⦿ Improved Performance and Productivity – Recognizing and rewarding employees' achievements and positive behaviors reinforces desired performance standards. It encourages employees to continue delivering high-quality work and contributes to a culture of excellence. As employees feel valued, they are more likely to take pride in their work, resulting in improved performance and increased productivity.
  • ⦿ Fostered Culture of Appreciation – Strong rewards and recognition scores reflect a culture of appreciation within the organization. This culture permeates throughout the company as employees witness and learn from each other's successes. It encourages a positive and supportive atmosphere where employees recognize and celebrate one another's accomplishments.
  • ⦿ Attraction of Top Talent – Companies with a reputation for strong rewards and recognition practices are more likely to attract top talent. Prospective employees seek organizations that value and appreciate their workforce. Positive word-of-mouth about a company's recognition initiatives can enhance its employer brand and make it an employer of choice.

When companies have strong rewards and recognition scores in an employee engagement survey, they experience higher levels of motivation, engagement, retention, and productivity. They foster positive work environments, enhance employee satisfaction, and attract and retain top talent. By valuing and recognizing their employees, these companies create a culture of appreciation that drives success and contributes to long-term organizational growth.


Employee well-being refers to the state of an employee's physical, mental, and emotional health and overall satisfaction with their work and personal life. When employees experience high levels of well-being, they are more likely to be engaged and perform at their best. Well-being includes factors such as work-life balance, job satisfaction, stress levels, and overall happiness. Companies can support employee well-being by offering wellness programs, promoting work-life balance, providing resources for mental health support, and fostering a positive and inclusive work environment.

Psychological safety refers to the belief that one can speak up, share ideas, and take risks without fear of negative consequences or judgment. In a psychologically safe environment, employees feel comfortable expressing their opinions, asking questions, and making suggestions. When employees feel psychologically safe, they are more likely to engage in open communication, collaboration, and innovation. Companies can foster psychological safety by creating a culture that values and respects diverse perspectives, encouraging open dialogue, listening actively to employee feedback, and responding constructively to ideas and concerns.

When employees feel their well-being is valued and supported, they are more motivated to invest their time and energy in their work. Likewise, when employees feel psychologically safe, they are more motivated to contribute their ideas and actively participate in problem-solving and decision-making.

Employees who have a sense of well-being and psychological safety are more likely to be productive. When their physical and mental health is supported, they can focus on their tasks and perform at their best. Additionally, psychological safety encourages collaboration and knowledge sharing, leading to increased productivity through effective teamwork.

Well-being and psychological safety contribute to overall job satisfaction. When employees feel cared for, respected, and supported in their well-being, they are more likely to find fulfillment in their work. Likewise, when employees feel psychologically safe, they experience a sense of belonging and satisfaction in their work environment.

Employees who have high levels of well-being and feel psychologically safe are more likely to remain with the organization for the long term. They develop a sense of loyalty and commitment, knowing that their well-being is valued, and they can freely contribute their ideas and opinions.

In summary, well-being and psychological safety are integral components of employee engagement. Companies that prioritize and invest in these areas create a positive work environment that fosters engagement, productivity, and employee satisfaction.

Download: Leveraging Employee Feedback to Optimize Performance: A Strategic Approach

Connection, Inclusion, & Belonging

Connection, inclusion, and belonging are integral to cultivating a sense of community and interpersonal relationships in the workplace. Each term contributes uniquely to fostering a cohesive and engaging work environment.

Connection pertains to the quality of relationships and interactions among employees, fostering camaraderie, trust, and mutual support. Meaningful connections lead to increased engagement and collaboration, emphasizing positive relationships.

Inclusion involves creating a work environment where all employees feel valued, respected, and empowered to contribute unique perspectives. It actively embraces diversity, removing barriers that hinder full participation and contribution to the organization.

Belonging signifies feeling integral to the organization's culture, fitting in, and having a sense of identity at work. A strong sense of belonging leads to increased motivation, engagement, and investment in one's work.

Together, these elements contribute to a more engaged and cohesive workforce, fostering collaboration and synergy. High levels of connection, inclusion, and belonging result in improved teamwork and the ability to tackle challenges collectively.

When employees feel connected, included, and a sense of belonging, they contribute diverse perspectives, fostering a culture of creativity and innovation. This leads to improved product/service development, process enhancements, and organizational innovation.

Companies prioritizing these elements experience higher employee morale and job satisfaction. Valued and supported employees lead to increased productivity, better customer service, and reduced turnover rates.

A workplace promoting connection, inclusion, and belonging creates employee loyalty, reducing turnover and associated recruitment costs. Engaged employees, feeling a deep connection, tend to stay with the company for the long term.

Engaged employees who feel connected, included, and a sense of belonging are more motivated and committed to their work. This translates into higher performance, productivity, and a willingness to go the extra mile.

Companies prioritizing these aspects develop a positive organizational culture, contributing to their reputation and employer brand. A reputation for fostering a supportive work environment attracts top talent and enhances the company's image, contributing to long-term success.

High engagement in connection, inclusion, and belonging creates a positive work environment, promoting collaboration, innovation, satisfaction, and retention. This, in turn, leads to improved organizational performance and success.

My Manager

"My Manager" refers to an employee’s direct supervisor or immediate manager who oversees and leads a team of employees within an organization. The relationship between employees and their manager plays a significant role in influencing their level of engagement, job satisfaction, and overall well-being at work. The term "My Manager" represents the specific individual who holds a managerial position and directly interacts with and influences the day-to-day work experiences of their team members. This includes tasks such as providing guidance, setting expectations, giving feedback, recognizing achievements, facilitating communication, and supporting the professional development of employees.

"My Manager" is a crucial aspect as their leadership style, communication skills, ability to foster a positive work environment, and alignment with organizational goals can significantly impact the engagement levels and performance of their team members. The employee's perception of "My Manager" can vary based on their personal experiences and interactions with their direct supervisor.

It involves evaluating the manager's effectiveness in building relationships, providing support, fostering a positive work culture, promoting employee growth and development, and ensuring employees feel valued, motivated, and connected to their work and the organization. “My Manager" is an essential dimension of employee engagement as their actions and behaviours directly influence the employee's experience within the organization. When employees have a positive relationship with their manager, it tends to positively impact their overall engagement, productivity, job satisfaction, and retention.

Strong scores in the "My Manager" category typically indicate that employees have positive relationships with their managers and feel supported and valued. This, in turn, leads to higher levels of employee engagement, where employees are emotionally invested in their work, motivated to perform well, and aligned with the organization's goals.

When employees have strong scores in the "My Manager" category, they are more likely to report higher levels of job satisfaction. Positive relationships with managers often translate into greater job satisfaction, as employees feel supported, respected, and recognized for their contributions.

Strong scores in the "My Manager" category are often associated with improved productivity and performance. When employees have positive relationships with their managers, they tend to feel more motivated, empowered, and supported in their work, leading to higher productivity levels and better performance outcomes.

Positive scores in the "My Manager" category contribute to higher employee retention rates. Employees who have strong relationships with their managers are more likely to feel a sense of loyalty, job security, and satisfaction, reducing the likelihood of seeking employment elsewhere. This helps companies retain top talent and reduce turnover costs.

Strong scores in the "My Manager" category indicate effective communication and collaboration between managers and employees. This leads to improved teamwork, knowledge sharing, and cooperation within the organization.

Employees are more likely to feel comfortable voicing their opinions, contributing ideas, and working together to achieve common goals.

Companies with strong scores in the "My Manager" category often prioritize employee development and growth. Managers who excel in supporting their employees tend to provide opportunities for skill development, mentorship, and career advancement. This fosters a culture of continuous learning and professional growth within the organization.

When employees have positive relationships with their managers, it contributes to a positive organizational culture. Managers who are effective in this category set the tone for a respectful, supportive, and inclusive work environment. This, in turn, influences the overall culture of the company, attracting and retaining talented individuals and enhancing the organization's reputation.

Strategy & Leadership

Refers to how employees perceive effective leadership, characterized by trust, support, and communication, along with their sense of purpose, direction and alignment.

Strategy and leadership refer to specific areas that assess employees' perceptions and experiences related to the organization's strategic direction and leadership effectiveness. These dimensions are typically included as part of the survey to gain insights into how well the organization's strategy is communicated and understood by employees and how effective leadership is in driving engagement.

Strategy focuses on employees' understanding of the organization's goals, objectives, and overall strategic direction. It examines whether employees feel they have clarity about the company's mission, vision, and values. It assesses their awareness of how their individual roles contribute to the organization's success and their perception of the alignment between their work and the company's strategy.

Leadership evaluates employees' perceptions of leadership effectiveness within the organization. It explores how well leaders communicate, inspire, and motivate employees. It assesses the quality of relationships between leaders and employees, the extent to which leaders involve employees in decision-making, and the degree of trust and confidence employees have in their leaders.

By including these dimensions in an employee engagement survey, organizations can gather valuable feedback on the strategic direction and leadership practices, which can guide improvements and initiatives to enhance employee engagement and overall organizational performance.

An organization with high scores in strategy and leadership on an employee engagement survey typically exhibits several positive characteristics:

Clear and Communicated Strategy – The organization has a well-defined strategy that is effectively communicated to employees. Employees understand the organization's goals, objectives, and how their individual work contributes to the overall strategy.

Engaged and Aligned Employees – Employees feel a strong sense of purpose and connection to the organization's mission and vision. They are aware of how their roles align with the strategic direction and feel motivated to contribute to the organization's success.

Effective Leadership – Leaders within the organization are seen as competent, approachable, and inspiring. They effectively communicate with employees, provide clear direction, and actively involve employees in decision-making processes. There is a sense of trust, respect, and transparency between leaders and employees.

Supportive Work Environment – The organization fosters a positive work environment where employees feel valued, supported, and recognized for their contributions. There is a culture of collaboration, open communication, and continuous improvement.

Employee Development and Growth – The organization invests in employee development and provides opportunities for learning, growth, and advancement. Employees feel that their skills are valued and have access to resources and training that enable them to perform their roles effectively.

High Performance and Results – High scores in strategy and leadership often translate into improved performance outcomes. Engaged employees are more likely to be productive, innovative, and committed to achieving organizational goals, leading to positive business results.

Overall, an organization with high scores in strategy and leadership on an employee engagement survey demonstrates a strong sense of direction, effective leadership practices, and a supportive work environment that fosters engagement, productivity, and success.

Organizational Values

Reflects the extent to which employees believe their organization operates with integrity, respects individual differences, treats employees with fairness and respect, and contributes to the community.

Organizational values refer to the assessment of employees' perceptions and alignment with the core values of the organization. It measures how well employees understand and connect with the values that guide the organization's culture, decision-making, and behaviours.

Organizational values are the fundamental principles and beliefs that guide the actions and behaviours of individuals within an organization. They shape the company's culture, define its identity, and influence how work is done. Assessing the dimension of organizational values in an employee engagement survey provides insights into the extent to which employees embrace and align themselves with these values.

Here are a few key aspects of the organizational values dimension in an employee engagement survey:

Understanding of Values – It evaluates whether employees are aware of the core values of the organization and can articulate them accurately. This dimension examines the level of clarity and communication regarding the values.

Alignment with Values – It assesses the extent to which employees feel their personal values align with the values of the organization. This dimension explores whether employees believe their work and actions are in harmony with the organization's stated values.

Integration of Values – It examines whether organizational values are integrated into various aspects of the employee experience, such as decision-making, performance evaluations, and recognition programs. This dimension measures the extent to which values are embedded and practiced throughout the organization.

Perceived Consistency – It looks at employees' perceptions of the consistency between the organization's espoused values and its actual behavior. This dimension evaluates whether employees perceive the organization as living up to its stated values in day-to-day operations.

By including the dimension of organizational values in an employee engagement survey, organizations can gauge how well their values are understood, embraced, and integrated into the employee experience. This information can help organizations identify areas of alignment or potential gaps and take appropriate actions to reinforce and strengthen the alignment of employee values with those of the organization.

An organization with high scores in organizational values on an employee engagement survey typically exhibits several positive characteristics:

  • ⦿ Clear and Communicated Values – The organization has well-defined core values that are effectively communicated to employees. Employees understand the values that guide the organization's culture, decision-making, and behaviours.
  • ⦿ Alignment and Belief – Employees feel a strong alignment between their personal values and the values of the organization. They believe in and embrace organizational values, seeing them as meaningful and guiding principles in their work.
  • ⦿ Ethical and Responsible Practices – The organization demonstrates a commitment to ethical and responsible practices that align with its values. There is a focus on integrity, transparency, and social responsibility in the organization's actions and interactions.
  • ⦿ Consistency in Behaviors – The organization's actual behaviours and actions align with the stated values. There is a perceived consistency between what the organization promotes, and the day-to-day practices exhibited by employees and leaders.
  • ⦿ Positive Organizational Culture – The organization fosters a positive and inclusive culture that reflects its values. Employees feel a sense of belonging, respect, and fairness within the workplace. There is a supportive environment where collaboration, trust, and open communication are encouraged.
  • ⦿ Decision-Making Alignment – Organizational values play a role in decision-making processes. Employees perceive that the values guide the choices and priorities of the organization, ensuring that decisions are aligned with the overall purpose and principles.
  • ⦿ Employee Engagement and Commitment – High scores in organizational values often correlate with higher levels of employee engagement and commitment. Employees who strongly identify with the organization's values are more likely to be motivated, dedicated, and invested in their work.

Overall, an organization with high scores in organizational values on an employee engagement survey demonstrates a strong alignment between its stated values, actions, and employee experiences. It reflects a culture of shared values, ethical practices, and a positive work environment that fosters engagement, commitment, and organizational success.

Increasing Employee Engagement

Taking the following actions can help create a culture of empowerment where employees feel valued, trusted, and motivated to excel in their roles, resulting in improved employee engagement and overall organizational success.

Communicate clear expectations – Ensure that employees have a thorough understanding of their roles, responsibilities, and performance expectations. Clearly communicate goals, objectives, and the desired outcomes for their work.

Delegate authority and decision-making – Delegate appropriate levels of authority to employees, allowing them to make decisions and take ownership of their work. Trust their judgment and provide guidance and support when needed.

Foster a culture of trust and open communication – Create an environment where employees feel comfortable sharing their ideas, concerns, and suggestions.

Encourage open dialogue, active listening, and constructive feedback between employees and management.

Provide access to information and resources – Ensure that employees have access to the information, tools, and resources they need to perform their jobs effectively. This includes providing timely updates, training opportunities, and necessary technology or equipment.

Offer opportunities for skill development and growth – Provide employees with opportunities to enhance their skills, knowledge, and capabilities through training, workshops, mentoring programs, or job rotations. Encourage continuous learning and personal development.

Recognize and celebrate achievements – Acknowledge and appreciate employees' accomplishments and contributions. Celebrate successes, both individual and team-based, and publicly recognize employees for their efforts and achievements.

Encourage and support innovation – Create a culture that values and encourages innovation and creativity. Provide platforms or forums for employees to share their ideas and suggestions for process improvements or new initiatives. Implement mechanisms to evaluate and implement innovative ideas.

Empower through feedback and autonomy – Provide regular feedback to employees, both positive and constructive, to help them grow and improve. Give them autonomy in how they approach their work, allowing them to leverage their skills and expertise.

Promote collaboration and teamwork – Foster a collaborative work environment where employees feel encouraged to collaborate, share knowledge, and support each other.

Encourage cross-functional teamwork and create opportunities for collaboration on projects and initiatives.

Lead by example – Managers and leaders should exemplify empowerment by trusting and empowering their teams. Demonstrate transparency, support, and inclusivity in decision-making processes.

How to Improve Growth & Development

To improve scores in the growth and development dimension, consider the following strategies:

Assess Current Offerings – Begin by evaluating the existing growth and development programs and initiatives in your organization. Identify strengths and areas for improvement. Review training programs, mentoring opportunities, career advancement pathways, and performance management processes.

Employee Input and Feedback – Involve employees in the process by seeking their input and feedback on growth and development initiatives. Conduct focus groups, surveys, or one-on-one interviews to understand their needs, preferences, and aspirations. This input will help you tailor programs to better align with employee expectations.

Develop Personalized Development Plans – Encourage managers to work closely with their direct reports to create individualized development plans. These plans should outline specific growth objectives, identify relevant training opportunities, and establish clear career development pathways.

Enhance Training and Learning Opportunities – Invest in a diverse range of training programs and learning opportunities. Offer both technical and soft skills development programs that align with employees' career aspirations. Utilize a mix of internal and external resources, such as workshops, online courses, conferences, and certifications, to broaden employees' skill sets.

Implement Mentoring and Coaching Programs – Establish mentoring and coaching programs to provide guidance and support for employees' growth and development. Pair experienced employees with less experienced individuals to facilitate knowledge transfer, skill development, and career guidance.

Career Pathing and Advancement – Define and communicate clear career paths within the organization. Provide employees with a transparent understanding of the skills, experiences, and milestones required for advancement. Establish promotion criteria and ensure that promotion opportunities are fair and based on merit.

Performance Feedback and Development – Strengthen the performance management process by incorporating regular feedback and development discussions. Encourage managers to provide constructive feedback, set challenging goals, and offer guidance for improvement. Support employees in creating actionable development plans based on feedback received.

Cultivate a Learning Culture – Foster a culture of continuous learning and growth within the organization. Encourage knowledge-sharing, establish communities of practice, and celebrate learning achievements. Promote a growth mindset that encourages employees to take risks, learn from failures, and seek out new opportunities.

Evaluate and Measure Impact – Regularly evaluate the effectiveness of growth and development initiatives by gathering feedback from employees and measuring outcomes. Use key performance indicators such as employee satisfaction, engagement levels, retention rates, and promotion rates to assess the impact of these initiatives.

Continuously Improve – Actively seek feedback from employees and adjust the growth and development programs based on their evolving needs and preferences. Embrace a culture of continuous improvement to ensure that the organization's efforts in this dimension remain relevant and effective over time.

By implementing these strategies, organizations can enhance the growth and development dimension of an employee feedback survey, fostering a culture that values and supports employee learning, skill enhancement, and career progression.

How to Improve Rewards & Recognition

Develop a clear rewards and recognition strategy – Companies should have a well-defined strategy that outlines how rewards and recognition will be implemented. This strategy should align with the company's values, goals, and culture.

Communicate expectations – Clearly communicate to employees the criteria and expectations for rewards and recognition. Make sure they understand what behaviours or achievements are rewarded and how the recognition process works.

Provide timely and specific feedback – Regularly provide feedback to employees on their performance, acknowledging their achievements and areas for improvement. Ensure that feedback is specific, constructive, and relevant to individual goals.

Offer a variety of recognition methods – Implement a range of recognition methods to cater to different employee preferences. This can include verbal praise, written commendations, public acknowledgments, performance bonuses, or non-monetary incentives like flexible work arrangements or additional training opportunities.

Foster a culture of appreciation – Encourage a culture of appreciation and recognition throughout the organization. This can be achieved by promoting peer-to-peer recognition, creating opportunities for employees to celebrate each other's achievements, and encouraging managers to recognize their team members consistently.

Align rewards with performance – Ensure that rewards and recognition are tied to performance and meaningful contributions. Recognize employees who consistently demonstrate high performance, go above and beyond their responsibilities, or achieve significant results.

Regularly review and update rewards programs – Continuously evaluate the effectiveness of existing rewards and recognition programs. Seek feedback from employees to understand their preferences and identify areas for improvement. Adjust as needed to ensure the programs remain relevant and motivating.

Train managers in recognition skills – Provide training to managers on effective recognition practices. Equip them with the skills to provide meaningful feedback, identify deserving employees, and deliver recognition in a fair and consistent manner.

Make rewards visible and transparent – Ensure that rewards and recognition are visible and transparent within the organization. Publicly acknowledge and celebrate employees' achievements through company-wide announcements, newsletters, or dedicated recognition platforms.

How to Improve Well-Being

Prioritize open communication – Encourage open and transparent communication with your team. Create an environment where employees feel comfortable expressing their thoughts, concerns, and ideas. Actively listen to their feedback and provide timely and constructive responses.

Foster a supportive work environment – Be supportive of your employees' well-being by promoting work-life balance and addressing any workload or resource concerns. Encourage breaks, vacation time, and self-care practices. Show empathy and provide resources for managing stress and maintaining mental health.

Recognize and appreciate employees – Acknowledge and appreciate your team members' efforts and contributions. Regularly provide positive feedback and recognition for their achievements. Celebrate individual and team successes, both big and small.

Encourage collaboration and teamwork – Foster a sense of psychological safety by promoting collaboration and teamwork. Create opportunities for employees to work together, share ideas, and contribute to decision-making processes. Encourage diverse perspectives and ensure all team members feel valued and included.

Provide growth and development opportunities – Support your employees' professional growth and development. Offer training programs, mentorship opportunities, and challenging assignments that align with their interests and career goals. Show a genuine interest in their development and provide guidance and support along the way.

Lead by example – Be a role model for well-being and psychological safety. Demonstrate open communication, respect, and empathy in your interactions with team members. Show vulnerability by admitting mistakes and seeking input from your team. Encourage a positive and supportive work culture through your actions and behaviours.

Address concerns and conflicts promptly – Take proactive steps to address any concerns or conflicts that arise within the team. Act as a mediator when necessary and promote resolution through open dialogue. Provide guidance and support to employees who may be experiencing difficulties or challenges.

Seek employee feedback and involve them in decision-making – Regularly solicit feedback from your team regarding their well-being and the psychological safety of the work environment. Act upon their feedback and involve them in decision-making processes whenever possible. This helps employees feel valued, engaged, and empowered.

How to Improve Connection, Inclusion, & Belonging

Foster a welcoming and inclusive environment – Ensure that your company's policies, practices, and behaviours promote diversity and inclusivity. Implement diversity and inclusion training programs for employees at all levels. Create employee resource groups or affinity groups to provide a sense of community for underrepresented employees.

Encourage open communication and feedback – Create channels for open and transparent communication, such as regular team meetings, suggestion boxes, or online platforms for sharing ideas. Encourage employees to provide feedback on their experiences and ideas for improving connection and inclusion. Actively listen to employee concerns and address them promptly and transparently.

Promote teamwork and collaboration – Encourage cross-functional collaboration and provide opportunities for employees from different departments or teams to work together. Foster a culture that values teamwork and recognizes collective achievements. Implement collaborative tools and technologies to facilitate communication and knowledge sharing.

Establish mentorship and buddy programs – Implement formal or informal mentorship programs where experienced employees can guide and support newer employees. Assign buddies or mentors to new hires to help them integrate into the company culture and foster a sense of belonging.

Recognize and celebrate individual and team achievements – Implement a robust recognition program that acknowledges and rewards employees' contributions and achievements. Celebrate milestones, successes, and key achievements publicly within the organization. Encourage peer-to-peer recognition to foster a culture of appreciation and connection.

Provide development and growth opportunities – Offer training and development programs that enhance employees' skills and competencies. Provide clear career paths and opportunities for advancement within the company. Support employees in setting and achieving their professional goals.

Promote work-life balance – Encourage work-life balance by promoting flexible work arrangements, such as remote work or flexible hours. Offer wellness programs and resources that support employees' physical and mental well-being. Respect employees' personal time and boundaries to prevent burnout and promote a healthy work-life balance.

Lead by example – Leaders and managers should exemplify the values of connection, inclusion, and belonging. Demonstrate inclusive behaviours, such as actively seeking diverse perspectives, providing equal opportunities, and treating everyone with respect. Encourage leaders and managers to engage in regular communication with their teams and establish strong relationships.

Remember that creating a culture of connection, inclusion, and belonging takes time and continuous effort. It's important to involve employees in the process, gather their feedback, and regularly assess the effectiveness of the implemented initiatives. By implementing these ideas, you can foster a more connected, inclusive, and engaged workforce.

How to Improve My Manager

Improving scores in the "My Manager" dimension requires a comprehensive approach aimed at developing the managerial skills and abilities of those in leadership positions.

Training and Development – Provide regular training and development opportunities for managers. These could include leadership training, coaching skills, emotional intelligence, communication skills, and conflict resolution. Equipping managers with these skills can enhance their ability to lead, motivate, and support their teams.

Clear Expectations – Ensure that managers understand what is expected of them not only in terms of business performance but also in their role as leaders. This includes setting clear expectations about providing regular feedback, being approachable, supporting their team members, etc.

Feedback Channels – Establish clear channels for managers to receive feedback from their teams. This could be in the form of 360-degree feedback, employee surveys, or one-on-one discussions. Feedback should be constructive and action-oriented, focusing on specific areas for improvement.

Promote Open Communication – Encourage managers to have regular check-ins or one-on-one meetings with their team members. This can help build trust, facilitate open dialogue, resolve issues promptly, and ensure alignment on work expectations.

Lead by Example – Leaders at the top should model the behaviour they expect from their managers. This includes being open to feedback, demonstrating empathy, and supporting the professional growth of their employees.

Recognition and Appreciation – Encourage managers to recognize and appreciate their team members' efforts. This not only increases job satisfaction but also reinforces positive behaviour and motivates employees.

Support for Managers – Finally, make sure the managers themselves feel supported by their superiors and the organization. This could be in the form of resources they need to perform their duties, a safe space to discuss their challenges, or training and development opportunities for their own growth.

Remember, improving scores in the "My Manager" dimension often takes time, as it involves behaviour change and building trust. Be patient, consistent, and supportive throughout this process.


How to Improve Strategy & Leadership

To improve strategy and leadership scores, an organization can take the following actions:

By focusing on these actions, organizations can make significant strides in improving their strategy and leadership scores on employee engagement surveys, leading to a more engaged and aligned workforce.

Enhance Communication – Improve communication channels and methods to ensure that the organization's strategy is effectively communicated to employees. Regularly share updates, provide context, and clarify how individual roles contribute to the overall strategy.

Develop Strong Leaders – Invest in leadership development programs to enhance the skills and capabilities of leaders within the organization. Provide training on effective communication, decision-making, and employee engagement strategies. Foster a culture of leadership excellence and hold leaders accountable for their impact on employee engagement.

Foster Employee Involvement – Encourage employee involvement in decision-making processes by soliciting their input and ideas. Create opportunities for employees to contribute to the development and refinement of the organization's strategy. This involvement helps build a sense of ownership and alignment.

Build Trust and Transparency – Promote trust and transparency between leaders and employees by being open and honest in communication. Share information about organizational changes, challenges, and successes. Encourage leaders to be accessible and approachable and address any concerns or issues raised by employees promptly.

Recognize and Reward – Implement recognition and reward systems that acknowledge employees' contributions to the organization's strategy and goals. Celebrate successes and milestones, both at the individual and team levels. Recognize and appreciate employees' efforts and achievements.

Provide Development Opportunities – Offer learning and development opportunities to enhance employees' skills and competencies. Provide resources, training, and support to help employees align their skills with the organization's strategic objectives. Foster a culture of continuous learning and growth.

Monitor and Adjust – Regularly measure and monitor employee engagement through surveys and feedback mechanisms. Use the insights gained to identify areas for improvement and take action accordingly. Continuously assess the effectiveness of strategy and leadership initiatives and make necessary adjustments based on feedback.

Download: Do You Know Where Your Skills Are?

How to Improve Organizational Values

To improve employee engagement survey scores in the category of organizational values, organizations can take the following steps:

Define and Communicate Clear Values – Clearly define the core values of the organization and communicate them effectively to employees. Develop a compelling narrative around the values to create a shared understanding and sense of purpose.

Reinforce Values through Leadership – Leaders should serve as role models and exemplify the organizational values in their behaviours and actions. Ensure that leaders consistently demonstrate and reinforce the values in their decision-making, interactions, and communication with employees.

Align Performance Management – Integrate organizational values into performance management processes, such as goal setting, feedback, and recognition. Assess and recognize employees based on their adherence to the values, encouraging alignment and reinforcing their importance.

Foster Employee Involvement – Involve employees in discussions and activities related to organizational values. Seek their input and ideas on how to embody the values in day-to-day work. This involvement creates a sense of ownership and engagement with the values.

Training and Development – Provide training programs that help employees understand and embrace organizational values. Offer workshops, seminars, or online resources that explore the values and their practical application in various work scenarios.

Create Values-Based Culture – Foster a positive and inclusive culture that reflects organizational values. Encourage open communication, collaboration, and respect among employees. Celebrate stories and examples that demonstrate the values in action.

Recognize and Reward Values-Aligned Behaviors – Implement recognition and reward programs that acknowledge and celebrate employees who consistently embody organizational values. Regularly highlight and communicate success stories that demonstrate values-aligned behaviors.

Regularly Assess and Measure – Continuously monitor employee perceptions of organizational values through regular pulse surveys or feedback mechanisms. Gather insights on how well the values are being lived and identify areas for improvement.

Address Misalignments – Actively address any perceived misalignments between the espoused values and actual practices. Encourage open dialogue, listen to employee concerns, and take appropriate actions to bridge the gaps and reinforce the values.

Celebrate Values in Action – Organize events or initiatives that showcase and reinforce the values in action. Recognize and celebrate employees and teams that exemplify the values, demonstrating their impact on the organization's success.

Download: Leveraging Employee Feedback to Optimize Performance: A Strategic Approach

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