The Flow@Work™ Employee Engagement Model
||facts and statistics about how your organization operates, what it values, how it perceives culture, and what motivates and frustrates employees at all levels
Mindset’s Flow@Work™ employee engagement model will provide you with an in-depth perspective of the performance health of your organization
Flow@Work™ – the Leading Diagnostic Engagement Survey
Mindset's Flow@Work™ is the only statistically validated engagement survey that measures not only the engagement levels in your organization (how engaged your employees are), but also the factors that inhibit or drive engagement at business unit and demographic level so you know where to focus and what needs fixing:
- The Indicators of Engagement measure the level of engagement, i.e. the outcomes of engagement, or how engaged an employee or business unit is. The indicators of engagement is like a fuel gauge in a car: the needle shows you how much fuel you have left in the tank, but that is its only purpose – you can’t move the needle by tapping on the gauge with your finger.
- The Drivers of Engagement are the contributing factors that have a direct impact on engagement levels, i.e. the issues that inhibit or drive engagement that you have to identify, diagnose and fix if you want to move the engagement needle and improve the levels of engagement (indicators). To use the fuel gauge analogy again: to move the needle of the fuel gauge, you have to diagnose the reason why the needle shows ‘empty’ – it could be because you have used up all the fuel, or there could be a leak somewhere in the system (fuel tank, fuel pump, engine etc.). To move the engagement needle, you have to diagnose and fix the issues (drivers) that have a direct impact on engagement, e.g. strategic alignment, manager intent, employee voice etc.
Interesting fact: our research shows that there is a more than 80% correlation between the direct manager’s relationship with his/her team and the team’s engagement level.