Highly engaged employees are not only more productive and loyal to their organisations, they are also more resilient and emotionally better prepared to deal with their new way of work. Mindset's Flow@Work and Engaged@Way-of-Work engagement surveys and the Engage platform will help you to embed engagement as your organisation's way-of-life. Accurately diagnose the issues that inhibit or drive engagement at business unit level, with advanced demographic analysis, and compare your business unit's engagement results against previous engagement surveys and benchmark scores.

Mindset's engagement surveys measure both the engagement levels in your organization (how engaged your employees are) and the factors that inhibit or drive engagement at business unit and demographic level so you know where to focus and what needs fixing.

enter analytics select2

Demo version of the full engagement analytics dashboard (desktop only)

Take a look

Click here for more information about the Flow@Work and Engaged@Way-of-Work engagement models and theoretical context.

Measuring the Indicators of Engagement & Wellbeing

The Flow@Work and Engaged@Way-of-Work engagement models define 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:

  • Employee engagement survey model - indicator graphIndicator #1: the employees' commitment to the organization, its leadership and it values; and
  • Indicator #2: their willingness to go above and beyond what is expected of them (discretionary effort) to help the organisation meets 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 are prepared to go the extra mile (score > ±80 for both indicators);
  • Engaged (key contributors) – reliable employees who do what is expected of them but are inclined to be complacent and risk averse (score > ±65 for both indicators);
  • Not engaged (passengers) – indifferent and frustrated employees with low energy levels who do only the minimum to get by (score > ±50 for both indicators); and
  • Disengaged (saboteurs) – dissatisfied employees with a contagious and destructive influence and who are most likely looking for another job (score < ±50 for either of the indicators).

engagement baseline

Click here for more information and an example of how engagement levels are calculated.

Organisational wellbeing indicator

Organizational Wellbeing & Resilience

And as a bonus, get an indication of how well your employees are coping and how productive they are despite the impact of the pandemic on the way they work

Understanding the Drivers of Employee Engagement & Wellbeing

Mindset’s validated Flow@Work and Engaged@Way-of-Work engagement models measure 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. Engaged@Way-of-Work, the Wellbeing version of Flow@Workincludes an additional Resilience & Change Readiness driver that will provide you with critical insights into the challenges your employees face while adapting to the new way of work.

Employee engagement survey model - drivers of engagement


Cookie Notice
The Mindset website and applications use cookies to enhance the user experience and for measurement and analytics purposes. We also share information about your use of our website with our analytics partners. By continuing to use our website and applications, you consent to the use of cookies in accordance with our Cookie Policy.