Engagement levels amongst most of our clients have been steadily improving over the past 5 years. The best way to maintain this trend over time will be to make sure that engagement is addressed holistically, from all relevant stakeholder perspectives, i.e. individual employees, managers/leaders, business units/teams, and ultimately the overall organizational work environment – with the focus on getting leaders to change their behavior and to take action (as Bersin describes it in Employee Engagement 3.0 – From Feedback to Action).

Introducing Mindset’s Holistic Engagement Approach

Mindset’s holistic engagement approach is specifically designed to address the factors that drive engagement from all the relevant perspectives. It is based on the statistically validated and proven Flow@Work engagement model, and involves a range of tools that will allow you to view and apply different leadership and organizational lenses to the Flow@Work> model so engagement can be addressed from all the necessary perspectives and angles.

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The Factors that Drive Engagement

  • Conducive workplace – the first priority will be to develop engagement strategies and action plans that will ensure an engagement-friendly and conducive work environment. The Engage Analytics dashboard will allow you to (1) compare and analyze engagement survey data to isolate the issues that impact engagement at organizational, team, and demographic level, and to (2) leverage the newly released Flow@Work Analytics & Observations Report’s data-driven observations and best-practices recommendations (developed by a team of industrial psychologists) as a means to address the key facets of engagement – from an engagement-aligned culture and relationships at work, to an enabling work environment.
  • Employee involvement – make engagement a talking point at all levels of the organization by empowering employees to take ownership of their own engagement with Personal Engagement Reports that include best-practices recommendations based on their confidential survey responses.
  • Leadership behavior – use the also recently released Engage Leader 360 leadership assessment to provide leaders with multi-rater feedback and insights regarding their leadership strengths, developmental opportunities, and the engaged leadership behaviors necessary to foster a more productive and engaged workforce.
  • Team mobilization – decentralize engagement by mobilizing leaders at business unit and team level to drive engagement with data-driven insights and rule-based best-practices recommendations (via Engage Insight), and track the impact of engagement interventions over time with targeted pulse surveys (Engage Survey) that cover the entire employee lifecycle.

Applying the Holistic Engagement Approach

Engagement and assessment models and reports can be adapted and applied to reflect a client's organizational culture and HR practices. Custom links and learning content with best-practices recommendations can also be embedded where required. Please see the Mindset website for more on the holistic engagement approach, 360 assessments, Flow@Work Analytics & Observations Report, personal engagement reports and more.

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