The Science Behind Our Model
Our proven engagement model reveals the core motivations that help employees and organizations thrive in sync.
100s
Studies performed to
validate our theory
3 Key Domains
Covered by our employee survey framework
60+ Drivers
Captured in our engagement framework
What Drives Engagement?
Understanding employee engagement requires looking at a few key perspectives that sparked the movement.
By the 1990s, organizational psychologists identified engagement as a distinct, beneficial state that workers could reach.
Kahn's Personal Engagement
Focused on how much employees express their true selves at work.
Schaufeli's Work Engagement
Viewed engagement as the opposite of workplace burnout.
Saks' Job & Organizational Model
Proposed engagement looks different across job duties vs. the company.
The Job Demands-Resources Model (JD-R)
Linked engagement levels to what companies give and expect from people.
Our Building Blocks
for Super Engagement
We take a three-way approach to employee engagement. Our focus is on helping employees feel engaged with their individual job duties, committed to the organization as a whole, and valued for their work.
We call it the Engagesoft model. By focusing on these, we help you gain clear insights on how to create an engaged, motivated workplace.
The connection between employees and their core day-to-day work
Meaningful Work
How motivated and fulfilled employees feel doing their job tasks and duties
Faith in the organization's mission
Work value and impact
Enjoyable challenge
Employee’s sense of contribution
Employee’s Sense
of Self-Competence
Having the talent and knowledge needed to successfully complete the core parts of your role
Job fit
Understanding job responsibilities
Sense of accomplishment
Work Autonomy & Independence
Having the freedom and power to determine the best approaches for getting your job done
Space to make decisions
Work flexibility
Workload & Stress
Having a level of responsibility you can handle without excessive pressure
Manageable workload
Coping with pace of change
Healthy level of stress
The relationship between employees, leadership and their peers
Trust in Leadership
Having confidence in top leaders and alignment with organizational direction
Communication of Priorities & Strategies
Direct Relationship with Leaders
Belief in Vision & Strategies
Immediate Manager
Relationships with direct managers that promote collaboration, communication and enjoyable team culture
Teamwork
Communication
Friendly Environment
Cross-Department Collaboration
Co-Worker Competence
Wellbeing
The organization's role in supporting employee health, work-life balance, and caring culture
Work-Life Balance
Healthy Culture
Lifestyle
Diversity & Inclusion
Environment
Feeling recognized and fairly compensated
Sharing Opinions
Employees believing their opinions and hard work matter
Seeking Ideas
Acceptance of Opinions
Appreciation of Good Ideas
Performance Feedback
Having managers provide useful guidance through consistent and thoughtful evaluations
Clear Expectations
Regular Feedback
Fair Feedback
Useful Feedback
Career Growth
Having ways to develop abilities and move up or across the organization over time
Developing Skills
Training
Mentoring & Coaching
Advancement Opportunities
Recognition
Employees believing their opinions and hard work matter
Day-to-Day Acknowledgement
Good Work is Rewarded
Compensation & Benefits
Having your hard work rewarded through competitive pay, incentives, and useful benefits
Competitive Salary
Bonus & Incentives
Benefits
See measurable gains in performance, retention, and engagement at leading organizations achieved through our solutions.
Motivate your
workforce like
%201.svg)
When Eastnets needed to improve engagement across its retail locations, it turned to our customized employee listening platform.
Surveying over 5,000 associates paved the way for targeted interventions that boosted satisfaction scores by 18% and motivation by 22% storewide.
When Syara needed to improve engagement across its retail locations, it turned to our customized employee listening platform.
Surveying over 5,000 associates paved the way for targeted interventions that boosted satisfaction scores by 18% and motivation by 22% storewide.
When Ibnsina Pharma needed to improve engagement across its retail locations, it turned to our customized employee listening platform.
Surveying over 5,000 associates paved the way for targeted interventions that boosted satisfaction scores by 18% and motivation by 22% storewide.
Egypt Employee
Engagement
Benchmark Report
Uncover fascinating revelations about the drivers of employee engagement across Egyptian industries, job roles and demographic segments.
This benchmark study exposes key engagement levels, top influencing factors, and which employee groups demonstrate the highest engagement based on a comprehensive analysis.
Saudi Arabia
Employee Engagement
Benchmark Report
Get valuable insights into what drives workforce engagement across Saudi industries, roles and demographics.
This benchmark report reveals key engagement levels, top drivers, and areas for improvement based on a comprehensive study of Saudi employees.
What People Leaders Are Saying
Suzan Abdeen
Head of HR
Eastnets
What People Leaders Are Saying
Ahmed Refaat
HR & Admin Director
Ibn Sina Pharma
Comprehensive Resources
Our knowledge base, online academy, and insights library offer an extensive collection of articles, templates, videos, and tools with best practices.
.jpg)
The Case for Employee Engagement Benchmarks
Immediate Manager Engagement in Saudi Arabia
