Drivers of Employment Engagement

DRIVERS OF EMPLOYMENT
ENGAGEMENT
Autonomy
Autonomy plays a particularly important role in inspiring employees to do

their best work. The antithesis of micromanagement, having autonomy at
work means employees are trusted to make decisions about how best to
do their jobs. When given the freedom to choose how to manage their
time and where to apply their expertise, employees are far more prone to
feel invested in the company and its mission.
Capacity
Capacity refers to how comfortable workers feel when it comes to getting

work done. Employees must feel capable of putting physical, intellectual,
and emotional energy into their work. For that to happen, it’s imperative
that they can quickly and easily access the resources needed to do their
job — and do it well.
Coworker Relationships
This driver refers to an employee’s relationships with coworkers. When

team members have mutual respect for one another, the result is
positive relationships instilled with trust. Coworker relationships are
especially important when colleagues collaborate closely, and can be
nurtured by a company culture that’s largely supportive.
Fairness
It’s not just relationships with coworkers that impact engagement.

How fairly employees feel they (and others) are treated within the
organization is also critical. This driver reflects a range of important
indicators: how employees feel about the work they’re asked to do, what
they think of the compensation they receive, and how they gauge the
level of respect they’re given by managers and colleagues. Leaders, be
mindful: Employees are constantly comparing their work situations to
others’, so it’s important to set clear expectations and have a consistent
process around rewards.
Feedback
Receiving adequate and helpful feedback helps employees understand

whether or not they’re meeting expectations, where they’re having the
most success, and how they can improve. Constructive feedback not
only impacts engagement but can also strengthen employee-manager
relationships.
Goal Support
Do employees have the resources they need to achieve their goals? Or

are distractions and a lack of support preventing them from hitting
important milestones? These questions and others like them are
answered by measuring goal support, which identifies whether or not
employees are getting the support they need to excel at their jobs.
Leader Availability
This driver gauges how approachable, visible, accessible, and readily

available its leaders are. If employees don’t feel leadership is connecting
with people at work or making themselves available, they may begin to
doubt intentions and question high-level business decisions.
Leader Integrity
This driver measures whether or not employees feel their leaders are
committed to doing what’s best for the company, and how well they are
following through on those commitments. Integrity, in this context, refers
to employees’ sense that leadership is dependable and reliable, and will
follow through with what they say they are going to do.
Meaning
Finding meaning at work is one of the most important aspects of

employee engagement. When this driver is at play, employees believe
being immersed in work gives them value. Sometimes that means they
feel a sense of purpose. Other times they derive meaning from factors
such as status, compensation, or influence. How or why one finds
meaning in their work is unique to each individual, but has a big impact
on every employee’s level of engagement.
Professional Development
This driver refers to the presence of opportunities for growth, provided by
managers and leaders who support employees’ professional
development. It’s important to not only offer the right resources, but also
to encourage teams to take advantage of those opportunities.
Psychological Safety
Employees need to trust that their work can be pursued without fear of
negative consequences to self-image, status, or career. When
employees are working in an environment where psychological
safety is not present, they can become so caught up in managing
impressions and negativity that they don’t make meaningful contributions
to the business.
Purpose
Having a clear company vision and mission gives your people something
to connect to, and can improve employees’ feelings of purpose at work.
This driver is an important one because its presence means an
employee understands why the business exists, beyond making a profit.
Role Clarity
When employees are clear on what their roles entail, they’re able to
clearly connect how their daily tasks impact the business. Providing
employees with adequate role clarity will ensure they are consistently
working with focus and intention.
Relationship With Manager
Managers play a huge role in how people feel about their jobs, which
makes the employee-manager relationship a critical dynamic. This
engagement driver encompasses a broad assessment of the relationship
between an employee and his or her manager that looks at respect,
feedback, fairness, development, and advocacy.
Rest
Having paid time off as part of your benefits package is one thing, but
employees must also have a sense they can actually take that time
off when needed. If employees feel guilty for taking breaks or feel the
need to be “always on” and available outside regular work hours,
engagement can suffer. Rest must be something leaders value and
encourage employees to get.
Shared Values
Having shared values at work means employees share common work

attitudes and principles with their colleagues. This can help build a
feeling of camaraderie and mutual interest in success. This driver also
indicates how well an employee’s personal values align with the
organization and the work they’re performing.
Utilization
This driver refers to how well employees feel an organization is using

their abilities. The degree to which employees feel their daily work tasks
put their knowledge and skills to good use has a direct impact on
engagement levels. For managers, it’s important to regularly evaluate
roles and responsibilities to ensure employees are being properly
utilized, particularly as they grow and develop new skill sets.

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DRIVERS OF EMPLOYMENT

Autonomy plays a particularly important role in inspiring employees to do

Capacity refers to how comfortable workers feel when it comes to getting

This driver refers to an employee’s relationships with coworkers. When

It’s not just relationships with coworkers that impact engagement.

Receiving adequate and helpful feedback helps employees understand

Do employees have the resources they need to achieve their goals? Or

This driver gauges how approachable, visible, accessible, and readily

Finding meaning at work is one of the most important aspects of

Relationship With Manager

Having shared values at work means employees share common work

This driver refers to how well employees feel an organization is using

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