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.
NOTE: The handbook is typically sent to our customers during onboarding. If you have not received it, please contact your Customer Success Manager.