Flow@Work Employee Engagement Survey Model
Scientifically designed and statistically validated employee engagement survey to diagnose and address the issues that drive or inhibit engagement
Mindset's Flow@Work engagement survey measures both the indicators of engagement (how engaged your employees are) and the factors that inhibit or drive engagement so you know where to focus and what needs fixing.
Accurately diagnose the issues that inhibit or drive engagement at organizational, business unit or team level, with advanced demographic analysis, and compare your business unit's engagement results against previous engagement surveys and benchmark scores.
 |
Demo version of the full engagement analytics dashboard (desktop only) |
Click here for more information about the Flow@Work engagement model and theoretical context.
Measuring the Indicators of Engagement
The Flow@Work engagement model defines engagement as employees who are emotionally committed to the organisation and who are willing to translate this commitment into discretionary effort. The levels of engagement in an organization or business unit are therefore measured with respect to these two indicator dimensions:
Indicator #1: the employees' commitment to the organization, its leadership and its values; and- Indicator #2: their willingness to go above and beyond what is expected of them (discretionary effort) to help the organisation meet its objectives.
The business unit or team's survey scores for both the Commitment and Willingness indicator dimensions are used in combination as the basis to calculate their engagement levels, and are plotted on a 2-axis graph for maximum visual impact:
- Fully engaged (star performers) – highly committed and loyal employees who add value to the organization and who are prepared to do more than what is required of them (score > ±80 for both indicators);
- Engaged (key contributors) – reliable employees who do what is expected of them but are at times inclined to be complacent and risk averse (score > ±65 for both indicators);
- Not engaged (passengers) – indifferent and frustrated employees with low levels of energy who resist change and who generally do only the minimum to get by (score > ±50 for both indicators); and
- Disengaged (derailers) – dissatisfied and unhappy employees with a negative influence on their colleagues and who are most likely looking for another job (score < ±50 for either of the indicators).
Click here for more information and an example of how engagement levels are calculated.
|
Book a free, no-obligation online demo of the Engage EX platform |
|
Contact us for more information or a quote for a turnkey solution |
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.
Click here for more information about the Flow@Work engagement model and theoretical context.
Frequently Asked Questions
⇓ What is Flow@Work and what does it measure?
Flow@Work is Mindset’s scientifically designed and statistically validated employee engagement survey model. It measures both the indicators of engagement and the drivers of engagement. The indicators show the level of engagement, while the drivers highlight the workplace factors that may be supporting or inhibiting engagement.
⇓ What makes the Flow@Work engagement survey different from other engagement surveys?
The Flow@Work engagement survey is much more than just an employee survey; it is the core building block of Mindset’s holistic engagement approach – an approach designed to improve engagement sustainably over the longer term. As part of the approach, Flow@Work helps organizations diagnose the issues that drive engagement so an engagement-friendly work environment can be created. It also helps employees to do something about their engagement by providing them with their own Personal Engagement Reports, while leaders are provided with the data-driven insights and leadership skills necessary to drive engagement amongst their teams.
⇓ Why is the Flow@Work engagement survey described as a diagnostic survey?
Many engagement surveys focus on measuring the outcomes of certain aspects of engagement at a high level, e.g. whether employees feel that they receive recognition or praise for doing good work.
Flow@Work, in contrast, uses scientifically designed questions to drill down to a lower level so the root causes that need to be addressed can be identified. Instead of only asking employees whether they are recognized for doing good work, Flow@Work asks them whether they get sufficient progress feedback regarding their performance, whether the feedback helps them do a better job, and whether the feedback is deemed constructive and fair.
⇓ Is the Flow@Work engagement survey model statistically validated?
Yes. The Flow@Work engagement survey has been statistically validated with respect to reliability, validity and fairness. The evidence supports the psychometric credibility of the Flow@Work engagement survey – the scales are internally consistent, the items were reviewed by subject matter experts, the scales relate to one another in theoretically expected ways, the engagement drivers predict engagement outcomes with meaningful accuracy, and the survey functions equitably across demographic groups.
⇓ What are the indicators of engagement in the Flow@Work model?
Flow@Work measures engagement through two main indicators: the employees' commitment to the organization, its leadership and its values; and their willingness to go above and beyond what is expected of them (discretionary effort) to help the organization meet its objectives.
⇓ How can managers make sense of the Flow@Work engagement survey results?
The Engage EX platform uses the Flow@Work engagement survey results as a basis to provide managers at organizational, business unit and team level with the actionable insights and data-driven recommendations necessary to address the issues that inhibit or drive engagement amongst their team members.
⇓ Can Flow@Work survey results be compared over time?
Yes. Flow@Work engagement survey results can be compared with previous engagement surveys and, where applicable, to benchmark scores. This helps organizations track engagement over time and see whether progress is being made.