> ## Documentation Index > Fetch the complete documentation index at: https://help.honestly.com/llms.txt > Use this file to discover all available pages before exploring further. # Factors and Sub-Factors of the Validated Honestly Engagement Questionnaire > Which Factors and Sub-Factors Do We Use to Measure Employee Engagement, and What Do They Mean? **Working Climate** **HR Practices / Employee Centricity**\ Employee centricity is reflected in how an organization designs its human resource management practices. This includes transparent communication of goals, active employee development, and structured onboarding processes. A particular focus is placed on leadership development and the ability of managers to lead teams effectively. **Safety Climate**\ The safety climate describes the extent to which employees perceive their workplace as safe and secure. This includes adherence to safety regulations, the presence of a safety culture, and trust in leadership regarding occupational safety. **Fairness**\ This sub-factor examines the perception of fairness in the workplace, including equal opportunities, justice in decision-making, and equitable treatment of employees. **Equal Treatment**\ Equal treatment assesses whether employees feel they are treated fairly regardless of gender, background, or other distinguishing factors. *** **Resources** **Recognition**\ Recognition involves employees' perceptions of being valued for their contributions and achievements. **Variety of Demands**\ This sub-factor measures the diversity and complexity of tasks within the job role. **Social Support**\ Social support evaluates the presence of a supportive work environment, including relationships with colleagues and teamwork. **Relationship to Manager**\ This sub-factor examines employees' trust in their managers, as well as the quality of communication and feedback they receive. **Opportunities for Development**\ Opportunities for development focus on the potential for professional growth, further education, and career advancement. **Craftsmanship & Qualifications**\ This sub-factor assesses the ability to apply skills effectively and enhance professional expertise. **Autonomy**\ Autonomy measures employees' ability to make independent decisions in their work. **Tools & Equipment**\ This sub-factor evaluates the availability and quality of necessary tools and resources for task completion. *** **Demands** **Optimal Demand and Incorrect Loading**\ This factor assesses whether employees experience an appropriate level of challenge in their work, avoiding both under- and overburdening. **Authenticity and Emotional Work**\ This sub-factor examines how employees experience the need for emotional regulation and authenticity in their roles. **Work-Life Balance**\ Work-life balance evaluates employees' ability to balance professional responsibilities with personal life. *** **Engagement** **Engagement**\ This factor measures employees' motivation, commitment, and emotional connection to their work. *** **Individual Outcomes** **Intention to Stay**\ Intention to stay assesses employees' likelihood of remaining with the organization in the future. **Satisfaction**\ Satisfaction measures employees' overall happiness and fulfillment within their job and organization. **Identification with the Organization**\ This sub-factor evaluates the extent to which employees feel aligned with the company’s values, mission, and goals. This structure ensures a comprehensive assessment of the key factors influencing **employee engagement** within an organization. All factors are based on the scientifically validated Job Demands-Resources (JD-R) model and have been optimized for the DACH region in collaboration with FU Berlin. A more detailed description can be found in the following handbook, which provides an in-depth explanation of the factors and sub-factors. Additionally, it includes a list of recommendations and inspirations for initiatives following a survey. \*\* The handbook is typically sent to our customers during onboarding. If you have not received it, please contact your Customer Success Manager.