The Flow@Work™ Employee Engagement Model
Mindset’s Flow@Work™ employee engagement model will provide you with an in-depth perspective of the performance health of your organization.
Measuring the Indicators of Engagement
The Flow@Work™ engagement model measures engagement levels with respect to two dimensions:
- The employees' commitment to the organization, its leadership and their jobs; and
- Their willingness to do more than what is required to help the organization 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 categorized as:
- Fully engaged (star performers) – highly committed and loyal employees who add value to the organization and are prepared to go the extra mile;
- Semi-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 (saboteurs) – dissatisfied employees with a contagious and destructive influence and who are most likely looking for another job.
Understanding the Drivers of Employee Engagement
Mindset’s validated Flow@Work™ engagement model measures the aspects in the work environment that have a direct impact on the levels of engagement in the organization. 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.