Mindset's Engagement Surveys

Mindset’s Flow@Work and Engaged@Way-of-Work employee engagement surveys will provide you with an in-depth perspective of the performance health of your organisation.

Measuring the Indicators of Engagement

The Flow@Work and Engaged@Way-of-Work engagement surveys are the only statistically validated engagement surveys that measure both the indicators of engagement (how engaged a business unit is, i.e. the levels of engagement) and the drivers of engagement (factors that impact engagement). The indicators of engagement measure the level of engagement with respect to two dimensions:

• The employees' commitment to the organisation, its leadership and their jobs; and
  
  
• Their willingness to do more than what is required to help the organisation achieve its goals.
  
  

The business unit or team's survey scores for the two indicator dimensions are used as the basis to calculate their engagement levels, and are plotted on a 2-axis graph for maximum visual impact.

Engagement levels are categorised as:

• Fully engaged (star performers) – highly committed and loyal employees who add value to the organisation and are prepared to go the extra mile;
  
  
• Engaged (key contributors) – reliable employees who do what is expected of them but are inclined to be complacent and risk averse;
  
  
• Not engaged (passengers) – indifferent and frustrated employees with low energy levels who do only the minimum to get by; and
  
  
• Disengaged (derailers) – dissatisfied and unhappy employees with a negative influence on their colleagues and who are most likely looking for another job.
  
  

Understanding the Drivers of Employee Engagement

Mindset’s validated Flow@Work and Engaged@Way-of-Work engagement surveys measure the aspects in the work environment that have a direct impact on the levels of engagement in the organisation. We achieve this by grouping employee feedback into 9 scientifically researched dimensions or drivers – covering from strategic-level insights to management practices and talent fit on an individual employee level.