The Engaged Organizational Experience™


Employee engagement can be defined as a measure of the emotional commitment of employees to the organization and its values, and their willingness to invest – at their own discretion – additional effort to help the organization achieve its goals. Engagement is seen as a long-term social contract between the employees and the organization – a two-way process where the organization commits and cares for the employees, who in turn give commitment and effort back to the organization.


The Engagement Challenge

Put simply, engagement will benefit your organization. In fact, hundreds of studies have shown that engaged employees are more productive, deliver better customer service, are more innovative, and are more likely to remain at your organization. With this in mind, most organizations are already doing something about engagement – albeit with varying degrees of success.


everybody agrees

82% of the 7 000 companies surveyed are already measuring engagement at least once or more per year

(Bersin by Deloitte, Predictions for 2017)


engagement stagnant

Only 31% of U.S & Canadian workers were engaged in their jobs – a figure that has barely budged in well over a decade

(Gallup 2017, State of the American Workplace)


focus on managers

Managers account for at least 70% of the variance in employee engagement scores across business units

(Gallup 2018, Want to Improve Productivity?)


moving the needle

Mobilize the managers – employees who work for highly engaged managers are 59% more likely to be engaged

(Gallup 2017, State of the Global Workplace)

Sustainable Engagement

Mindset’s Engaged Organizational Experience™ methodology has been specifically designed by a team of organizational psychologists and data scientists to help organizations instil engagement with the minimum effort as an organizational way-of-life.

For engagement to be sustainable over the long term, it has to be approached strategically, creating an organizational culture and collaborative work environment where employees are genuinely involved, looked after, and cared for. Sustainable engagement, however, also requires employees who have taken ownership of their engagement, and transformational leaders at all levels of the organization who have developed habits of action around ensuring employees are happy, hardworking, and remain committed to the organization.



Engaged Organizational Experience



Create an engagement-friendly work environment through regular diagnostic and pulse surveys and targeted interventions



leadership behavior

Mobilize your leaders and managers at all levels of the organization with the data, tools, and know-how to drive engagement in their business units



employee buy-in

Empower and equip your employees through individualized engagement reports to take ownership of their – and their team's – engagement levels


The Flow@Work™ Engagement Model »