Employee engagement is an indicator of the relationship between an organisation and its employees. Engaged employees are fully committed to and enthusiastic about their work. They possess a high level of commitment to the company and its goals.
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The collective average response to Qualee's 46 engagement questions attributed to a defined group of employees. Scores range from a minimum of 0 to a maximum of 10.
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The four primary Engagement Drivers are:

Is an alternative view of the results of the engagement questionnaire. Employees’ responses are represented by three segments. Promoters (9-10 scores), Passives (7-8) and Detractors (0-6 score). The eNPS is calculated by subtracting the percentage of detractors from the percentage of promoters. Scores can range from a minimum of -100 to a maximum of 100.
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Represent 14 distinct characteristics that qualify how employees feel about the organisation's culture, strategy, leadership, and their individual responsibilities. Organisational psychology research has proven a relationship between each driver and overall employee engagement. Qualee's analytics algorithm is able to identify the specific influence each driver has on the engagement of employees within your organisation.

A group of employees as defined by your organisation’s structure or demographics (e.g. a department, business function, gender or location). Segments provided the ability to better understand differences in feedback within the organisation.
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The most positive engagement drivers within your organisation, and the most engaged groups of employees. These specific drivers are strong contributors in the positive engagement of those particular employees. A segment identified as a strength shows significantly higher engagement than the overall organisation and is generally linked to high quality management, leading to a strong culture of individual effort and business strategy in alignment.

A driver or segment that requires attention. A priority driver has a strong influence on engagement, and room for improvement on the current driver score. Therefore, action should be taken to address the subject measure by priority drivers. For example, if Recognition is presented as a priority, providing employees with more feedback on their work is an activity that is expected to increase their engagement.

A priority segment reflects a group of employees who are significantly less engaged than the business as a whole. Peakon will show which drivers can be worked on to improve the engagement of these segments.
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Accomplishment – the ability to make solid progress on worthwhile tasks

Autonomy – given the desired freedom to make decisions

Environment – how the physical workplace positively affects your ability to do your job

Freedom of Opinions – your ideas and concerns are welcomed by your manager and colleagues

Goal Setting – knowing what’s expected from you and your work

Growth – feeling that your career is progressing, you’re learning and developing skills

Management Support – your immediate manager provides the support you need to perform

Meaningful Work – you feel a deep connection to the responsibilities your role provides

Organisational Fit – the values of the company match your own

Peer Relationships – you can trust and effectively collaborate with colleagues

Recognition – you receive appropriate feedback to understand your own performance

Reward – you consider the compensation, benefits, and process to be fair and equitable

Strategy – you understand and support the direction that leadership has defined

Workload - your workload is manageable and not a cause of distress
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