Why Employee Engagement Matters

There is a strong link between the levels of employee engagement and the desired organizational outcomes. Engaged employees are found to be better performers, reported higher levels of innovative behaviors and commitment to their jobs.

“Engaged employees make their organizations 17 percent more productive and 21 percent more profitable.”

 
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Our Employee Engagement Model

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Engagesoft models employee engagement according to a comprehensive framework designed to allow HR professionals and senior managers to uncover the insights that will lead to action. The engagement measurement framework defines employee engagement in terms of a number of distinct areas:

  • Engagement state (vigor, dedication, etc)

  • Engagement behaviors (adaptability, volunteering, taking on expanded roles, etc)

  • Engagement drivers (training, development, work nature, benefits, etc)

  • Trust in company

At the same time, this framework maps those areas to the various employee groups and dimensions that companies may want to track separately; like location, unit, manager, age group, career level, etc.

We tackle engagement from a holistic perspective and aim to provide a comprehensive understanding of employees’ levels of engagement through measurable and actionable factors. Our model was reviewed and revised by HR leaders in the region, who gave valuable feedback that helped us adapt the model to respond to the modern needs and interests of companies and organizations in the region.

To collect engagement insights, EngageSoft primarily depends on dispatching smart surveys to employees via email according to pre-seeded, as well as, personalized survey templates and calendars.

The EngageSoft employee engagement model consists of three main engagement categories; Job Engagement, Organizational Engagement, and Being Valued. Each category consists of four to five engagement drivers, and each driver consists of two to seven sub drivers; which are all reflected by the survey questions.

Job Engagement

Contains 4 engagement drivers that reflect the way employees value their job, their performance, and their sense of accomplishment.

Organizational Engagement

Covers the 4 engagement drivers that reflect the employees’ belief in the organizational purpose, their trust in management, and their relationship with the team.

Being valued

Comprises the 5 engagement drivers that reflect the employees' feelings of being recognized, appreciated, and fairly compensated for their work.