Engagement Drivers

We're delighted to introduce significant enhancements to our Engagement Survey drivers. These updates are designed to provide a more nuanced understanding of the workplace environment and to foster a more inclusive, supportive, and productive company culture. Below is a detailed guide to each driver, what it encompasses, potential indicators of low scores, and practical improvement tips.

Autonomy and Empowerment

This driver assesses how much freedom employees have in their roles and their ability to influence decisions and innovate within their work. It reflects the trust the company places in its employees and the value it assigns to their ideas and contributions.

Low Score Indicators

Employees feel constrained in their roles, with little room for personal discretion or innovation.
Employee suggestions and decisions should be more frequently noticed and appreciated.

Improvement Tips

Implement Employee-Led Initiatives: Encourage employees to lead projects or initiatives that interest them, fostering a sense of ownership and autonomy.
Adopt a Flexible Policy Framework: Provide clear guidelines but allow employees flexibility in achieving their objectives, promoting autonomy while ensuring alignment with company goals.
Regular Check-Ins: Instead of micromanaging, set regular check-ins to discuss progress, obstacles, and resources needed, empowering employees to find their path to success.
Decentralise Decision-Making: Involve employees in decisions that affect their work through direct participation or consultative processes, enhancing their sense of empowerment.
Training and Development: Invest in training that enhances employees' skills and knowledge, empowering them to take on new challenges and make informed decisions.

Culture and Values

Evaluates how well the company's stated values align with employees' experiences and the influence of these values on their work and engagement levels.

Low Score Indicators:

There is a disconnect between the company's stated values and daily practices.
Employees feel the company culture doesn't positively influence their work or engagement.

Improvement Tips:

Values Integration Workshops: Conduct workshops to help employees understand how their daily work aligns with the company's values, fostering a deeper connection.
Recognition Programs: Develop recognition programs that highlight behaviours and achievements that exemplify company values, reinforcing their importance.
Leadership Modelling: Ensure leaders at all levels consistently demonstrate the company's values in their actions and decisions, setting a standard for the entire organisation.
Feedback Loops: Create mechanisms for employees to provide feedback on how well the company lives up to its values, promoting transparency and continuous improvement.
Community Engagement: Encourage and support initiatives that allow employees to engage with the community in ways that reflect company values, enhancing their real-world relevance.

Employee Voice and Participation

Highlights the significance of employees feeling heard and actively involved in company initiatives. It measures the extent to which feedback and ideas are sought, valued, and acted upon.

Low Score Indicators:

Employees hesitate to share ideas or feedback, feeling it may not be valued or acted upon.
A lack of transparent mechanisms for employees to contribute their thoughts or feedback.

Improvement Tips:

Idea Submission Platforms: Implement digital platforms where employees can submit ideas and suggestions, ensuring they feel heard and valued.
Town Hall Meetings: Regular town hall meetings with leadership provide a forum for open dialogue, allowing employees to voice concerns and contribute to discussions.
Employee Panels: Establish employee panels to participate in decision-making processes, particularly for decisions that directly impact their work or the workplace environment.
Feedback Surveys: Conduct regular surveys on specific topics, showing employees that their opinions are sought after and considered in decision-making.
Action Communication: When employee feedback leads to a decision or change, communicate this back to the staff, highlighting how their input contributed.

Engagement

Captures the depth of employees' connection to their work and the company, including their willingness to recommend the company as a great place to work and their desire to continue being part of the team.

Low Score Indicators:

Employees show little enthusiasm for their work or the company's mission.
High turnover rates or a noticeable lack of interest in company initiatives.

Improvement Tips:

Engagement Champions: Appoint engagement champions within teams to foster a culture of engagement, celebrate wins, and address engagement challenges.
Personal Development Plans: Work with employees to develop personal development plans that align with their career aspirations and the company's goals, enhancing their engagement.
Team Building Activities: Regular team-building activities strengthen relationships and improve collaboration, contributing to overall engagement.
Transparent Communication: Maintain transparency about company performance, challenges, and successes, making employees feel trusted and involved.
Wellness Programs: Implement wellness programs that support physical and mental health, recognising their role in overall employee engagement.

Feedback & Recognition

Addresses how contributions are acknowledged and the presence of constructive feedback, contributing to a culture where employees feel valued and supported in their growth.

Low Score Indicators:

Employees feel their contributions go unnoticed or unappreciated.
Feedback is rare, non-specific, or not constructive.

Improvement Tips:

Peer Recognition Programs: Implement peer-to-peer recognition programs that allow employees to acknowledge each other's contributions, fostering a culture of appreciation.
Constructive Feedback Training: Train managers in giving constructive, actionable feedback that helps employees grow and improve.
Regular Appreciation Events: Host regular events or meetings dedicated to recognising employee achievements, both big and small.
Digital Recognition Platforms: Use digital platforms where employees can give and receive recognition, making it an integral part of the daily workflow.
Personalised Recognition: Tailor recognition to individual preferences; some may appreciate public acknowledgement, while others might prefer private recognition.

Inclusivity and Diversity

Focuses on the company's efforts to create an environment where diversity is embraced and all employees feel included and have equal opportunities.

Low Score Indicators:

Employees feel certain groups are underrepresented or marginalised.
Policies and practices that support diversity and inclusion are lacking or ineffective.

Improvement Tips:

Diversity and Inclusion Training: Regular training sessions on diversity and inclusion can help raise awareness and foster an inclusive culture.
Inclusive Hiring Practices: Review and refine hiring practices to ensure they are inclusive and attract a diverse pool of candidates.
Employee Resource Groups: Support the formation of employee resource groups that provide a sense of belonging and a safe space for underrepresented groups.
Inclusive Policy Review: Regularly review company policies to ensure they support and promote inclusivity and diversity.
Celebrate Diversity: Regularly celebrate and acknowledge diverse cultures, backgrounds, and perspectives within the company, enhancing the sense of inclusion.

Leadership

Delves into perceptions of the company's leadership, including their integrity, communication, and the inspiration they provide to employees.

Low Score Indicators:

Leadership is perceived as disconnected from the workforce or lacking transparency.
Employees feel uninspired or uncertain about the company's direction.

Improvement Tips:

Leadership Development Programs: Invest in leadership development programs that focus on emotional intelligence, ethical decision-making, and effective communication.
360-Degree Feedback: Implement 360-degree feedback for leaders to receive constructive feedback from their teams, peers, and superiors.
Open Office Hours: Encourage leaders to have open office hours where employees can discuss ideas, concerns, and feedback directly.
Leadership Visibility: Increase leadership visibility through regular participation in day-to-day activities and informal interactions with employees.
Mentorship Programs: Establish mentorship programs where senior leaders mentor employees, fostering relationships and providing direct support and guidance.

Management

Evaluates the support and guidance provided by immediate supervisors, including their role in creating an inclusive and supportive team environment.

Low Score Indicators:

Managers fail to provide clear direction or support for their teams.
Poor communication or lack of involvement in team members' development.

Improvement Tips:

Manager Training: Provide comprehensive training for managers on effective communication, emotional intelligence, and performance management.
Empathy Workshops: Conduct workshops focused on developing empathy and understanding, enabling managers to better support their teams.
Clear Goal Setting: Ensure managers work with their teams to set clear, achievable goals, providing a clear direction and purpose.
Open Communication Channels: Encourage managers to establish open lines of communication, inviting feedback and discussions about team dynamics and individual needs.
Regular Check-Ins: Promote regular one-on-one check-ins between managers and team members to discuss progress, challenges, and development opportunities.

Performance

Focuses on employees' self-assessment of their effectiveness, efficiency, and contribution to company goals.

Low Score Indicators:

Employees are unsure of their performance standards or how they contribute to company goals.
A lack of feedback or discussion around performance and achievements.

Improvement Tips:

Clear Performance Metrics: Establish clear, measurable performance metrics that align with company goals and individual roles.
Performance Review Process: Implement a fair and transparent performance review process that includes self-assessment, peer feedback, and managerial input.
Professional Development Opportunities: Link performance outcomes to professional development opportunities, encouraging continuous growth.
Performance Support Plans: For underperforming employees, develop supportive performance improvement plans that offer clear steps and resources for improvement.
Recognition of High Performance: Publicly recognise and reward high performance to motivate continued excellence and set a benchmark for success.

Health and Wellbeing

Investigates the physical, mental, and emotional well-being of employees, considering how workplace factors contribute to stress and burnout.

Low Score Indicators:

High levels of reported stress or burnout among employees.
Insufficient support or resources for managing work-related stress or personal well-being.

Improvement Tips:

Flexible Working Arrangements: Offer flexible working arrangements to support different work styles and personal commitments.
Mental Health Support: Provide access to mental health resources, including counselling services, stress management workshops, and mental health days.
Physical Wellness Programs: Implement physical wellness programs, such as gym memberships, fitness challenges, and ergonomic assessments.
Regular Wellbeing Check-Ins: Conduct regular check-ins focused on wellbeing, allowing employees to discuss non-work-related stressors in a supportive environment.
Healthy Workplace Environment: Create a workplace environment that promotes health, with access to natural light, healthy snacks, and relaxation areas.

Professional Growth

Assesses the opportunities available for professional development and alignment between employees' career goals and company pathways.

Low Score Indicators:

Employees feel stuck in their roles with little room for advancement or learning.
A disconnect between personal career aspirations and available opportunities within the company.

Improvement Tips:

Individual Development Plans: Work with employees to create individual development plans that align with their career aspirations and the company's needs.
Mentorship and Coaching: Establish mentorship and coaching programs that connect employees with experienced professionals for guidance and support.
Continuous Learning Opportunities: Provide access to continuous learning opportunities, including workshops, courses, and seminars relevant to employees' career paths.
Cross-Functional Projects: Encourage participation in cross-functional projects to expose employees to different aspects of the business and foster new skills.
Career Path Clarity: Clearly communicate potential career paths within the company, including the skills and experiences required to advance.

Psychological Safety

Measures the extent to which employees feel safe to express ideas, ask questions, and admit mistakes without fear of negative consequences.

Low Score Indicators:

A culture where mistakes are penalised or where there's fear of speaking up.
Lack of open communication and trust within teams.

Improvement Tips:

Open Dialogue Culture: Foster a culture where open dialogue about failures and learnings is encouraged, without fear of retribution.
Safe Feedback Mechanisms: Implement safe and anonymous feedback mechanisms for employees to share concerns and suggestions.
Leadership Vulnerability: Encourage leaders to demonstrate vulnerability by sharing their own mistakes and learnings, setting a precedent for openness.
Conflict Resolution Training: Provide training on constructive conflict resolution, equipping employees with the skills to address and resolve issues respectfully.
Team Building Activities: Regular team-building activities that focus on trust-building can strengthen team bonds and promote a sense of safety among team members.

Purpose and Impact

Delves into employees' perceptions of their work's significance beyond immediate tasks, including alignment with personal values and the broader societal impact.

Low Score Indicators:

Employees feel disconnected from the company's mission or unsure of how their work contributes to larger goals.
Lack of fulfilment or a sense of purpose in day-to-day tasks.

Improvement Tips:

Mission Alignment Sessions: Hold sessions to discuss how each role contributes to the company's mission, reinforcing the significance of every job.
Impact Stories: Share stories of how the company and its employees make a positive impact, highlighting the purpose behind the work being done.
Community Engagement: Encourage and support employee involvement in community projects that align with the company's mission, enhancing the sense of purpose.
Customer Feedback Sharing: Share customer feedback and success stories with employees to demonstrate the real-world impact of their work.
Values-Based Recognition: Recognise and reward employees whose work exemplifies the company's values and mission, reinforcing the importance of purpose-driven work.

Social Connections and Belonging

Explores the quality of relationships and the sense of community within the company, emphasizing the importance of feeling valued and included.

Low Score Indicators:

Employees feel isolated or disconnected from their colleagues.
Lack of opportunities for social interaction or team bonding.

Improvement Tips:

Interest-Based Groups: Support the creation of interest-based groups or clubs within the company to foster social connections around common interests.
Inclusive Team Events: Organise team events and social activities that are inclusive and considerate of different interests, backgrounds, and lifestyles.
Onboarding Buddy Systems: Implement an onboarding buddy system where new hires are paired with existing employees, facilitating early social connections.
Regular Team Check-Ins: Hold regular team check-ins that are not solely focused on work, allowing team members to connect on a personal level.
Diversity Celebrations: Celebrate cultural diversity within the team through events and activities that educate and bring team members together.

Teamwork and Collaboration

Assesses the effectiveness of teamwork and collaborative efforts, including mutual respect and shared goals among team members.

Low Score Indicators:

Teams work in silos, with little cross-collaboration or support.
Competitive rather than cooperative team dynamics.

Improvement Tips:

Collaborative Tools and Platforms: Provide access to collaborative tools and platforms that facilitate seamless teamwork, regardless of location.
Cross-Departmental Initiatives: Initiate cross-departmental projects that require collaboration, breaking down silos and fostering a culture of teamwork.
Team Collaboration Workshops: Hold workshops focused on effective collaboration, communication, and problem-solving within teams.
Recognition of Collaborative Efforts: Recognise and reward teams that demonstrate exceptional collaboration, highlighting the value of working together.
Feedback Loops: Establish feedback loops within teams to continually assess and improve collaboration and team dynamics.

Work Environment

Looks at the suitability of the physical and psychological aspects of the workplace for promoting productivity, health, and safety.

Low Score Indicators:

Inadequate facilities or resources that hinder effective work.
A workplace atmosphere that negatively impacts morale or well-being.

Improvement Tips:

Ergonomic Assessments: Conduct regular ergonomic assessments to ensure workspaces, whether at home or in the office, are conducive to physical well-being.
Environmental Enhancements: Invest in environmental enhancements such as plants, art, and comfortable communal areas to improve the workplace atmosphere.
Remote Work Support: For remote or hybrid teams, provide support and resources to create a productive home work environment, including stipends for office equipment.
Safety Protocols: Regularly review and communicate safety protocols, ensuring a safe working environment for all employees.
Workspace Customisation: Allow employees some level of customisation in their workspace, enabling them to create an environment where they feel comfortable and motivated.

Work-life Balance

Focuses on employees' ability to effectively manage professional responsibilities alongside personal life, supported by company policies.

Low Score Indicators:

Employees report consistently working long hours or taking work home.
Work demands frequently interfere with personal or family time.

Improvement Tips:

Flexible Working Hours: Offer flexible working hours, allowing employees to work during times when they feel most productive and can balance personal commitments.
Remote Work Options: Provide options for remote work, where feasible, to reduce commute times and support a better balance between work and personal life.
Time-Off Policies: Review and promote generous time-off policies, encouraging employees to take time off to recharge.
No-Emails-After-Hours Policy: Implement policies that discourage after-hours communication, respecting personal time and boundaries.
Support for Personal Commitments: Offer support for personal commitments, such as childcare services or flexible hours for family events, acknowledging the importance of employees' lives outside of work.

Reward

Evaluates employee satisfaction with compensation and benefits, ensuring they are competitive and fair.

Low Score Indicators:

Employees feel their compensation does not reflect their role or industry standards.
Benefits package is not aligned with employee needs or expectations.

Improvement Tips:

Competitive Compensation Reviews: Conduct regular reviews of compensation packages to ensure they remain competitive within the industry, adjusting as necessary.
Comprehensive Benefits Package: Offer a comprehensive benefits package that caters to diverse needs, including health, retirement, and lifestyle benefits.
Performance Bonuses: Implement performance bonuses or profit-sharing schemes that reward employees for their contributions to the company's success.
Non-Monetary Rewards: Recognise that rewards are not solely monetary; offer non-monetary rewards such as additional time off, public recognition, or professional development opportunities.
Personalised Rewards: Understand that employees value different types of rewards; consider personalised rewards that align with individual preferences and needs.