The Flow@Work™ Engagement Model

noun 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™ engagement model will provide you with an in-depth perspective of the performance health of your organization

  

  

Flow@Work employee engagement survey model

  

research-based

Based on leading research and international best practices, with tools that have been validated through psychological science and observed in measurable results

  

  

indicators & drivers

Measures not only the level of engagement in your organization, but also the factors which drive that engagement so you know where to focus and what to fix

  

  

engagement KPIs

Sets a baseline so you can track the progress of any initiative to address engagement in your organization, so you can understand what works the best

  

  

quantify benefits

Demonstrate the benefits of engagement by correlating engagement results to business metrics over time (e.g. customer satisfaction, absenteeism)

  

  

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.

  

  

  

  

Flow@Work employee engagement survey model - indicators of engagement

  

Flow@Work employee engagement survey model - indicator graph

  

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 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.

 

Flow@Work employee engagement survey model - drivers of engagement

 

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