Our Approach & Thinking.

Employee engagement is key to building a motivated, committed, healthy and high-performing workforce.

Our aim is to help you identify and track your levels of employee engagement and the key factors that influence this, for example: management, training and recognition. We can also help you with a communication strategy and follow-up action-planning, using the survey insight to improve engagement.

How we do things.

Our team are highly experienced in the areas of business psychology, research methods, analytics and project management – the perfect ingredients in order to help our clients to effectively measure and improve their employee engagement.

Three principles that we hold dear to make sure what we do adds value:

1. We treat the engagement survey as an engaging activity in itself.

2. We make the survey process simple, quick and easy for our clients so that you can focus on making the improvements that will help your company succeed.

3. We cut through the detail of the survey results to help you to see the big picture and key messages; we create reports that provide insight, not just data.

What is employee engagement?

Most well-accepted definitions of employee engagement describe individuals investing more of:

  • their commitment
  • their creativity and ideas
  • their energy and focus
  • their extra care and initiative

This is where our Head, Heart and Hands model of engagement comes in. An engaged employee will put their head (intellectual buy-in), heart (emotional buy-in) and hands (motivation and behavioural effort) into their work and the organisation as a whole.

Theory and research evidence shows that engaged employees consistently display three sets of positive characteristics which we group under the following headings:

Head (intellectual buy-in)

They are more secure & confident

Heart (emotional buy-in)

They are more committed

Hands (behavioural effort)

They perform better

Our Engagement Index based on the Head, Heart and Hands model provides a measurement of engagement across an organisation, over time and compares performance with external benchmarks.

The Engagement Index based on this model can also be used to classify engagement levels in individual employees, so you can identify business groups with higher or lower proportions of engaged employees and any groups that may be at risk of performance issues related to disengaged staff.

What drives employee engagement?

In order to find out why employees are more or less engaged we need to measure the common drivers of engagement. Our model, The House of Engagement, is derived from our own research data and the wealth of academic research that has been carried out for over 20 years. This model illustrates the relationship between a range of factors that affect employees’ attitudes and behaviour.

With reference to the model we design engagement questionnaires using our database of externally benchmarked questions, as well as designing bespoke items for you.

We perform key driver analysis on your survey data in order to show you which aspects of working life at your organisation are most important to your staff and therefore most likely to drive their level of employee engagement. This ensures that you are able to focus your follow-up actions on the areas where improvements are likely to have the biggest impact on employee engagement.

Employee Surveys

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Our engagement surveys procide reliable measures and insight to help you build engagement.

Pulse Surveys

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Solutions for keeping track of levels of engagement more regularly in fast changing and uncertain times.

Interviews & Focus Groups

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Getting ‘beneath the surface’ for in-depth opinion and sentiment.

Reporting & Action Planning

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Making your results actionable to achieve positive change.