Employee Engagement Survey
Research has shown that engaged employees are likely to be more:
• Supportive of the organizational culture;
• Contribute beyond normal expectations;
• Stay with the company for longer periods of time and;
• Pro-actively take steps to improve the work environment.
Most employee engagement research centers on a uni-dimensional measurement that regards engagement as the desirable outcome, driven directly by a number of different factors.
Nexus Link’s research over the years shows that there are broadly two main factors influencing the engagement of employees. These relate to the Employee Affinity and Involvement.
Employee Involvement measures the strength of the relationships between the focal individual and his/her immediate environment where the individual has more control. Examples of sub-drivers that impact employee involvement include job role, training & development
Employee Affinity, on the other hand, examines the focal individual’s commitment towards the company and the broader environment where the individual has less control.
By distinguishing between the immediate and broader needs of the employees, Nexus Link’s unique approach to measuring Employee Engagement offers:
• More accurate classification hence assessment of employees’ needs;
• More systematic approach to measuring the relationship between the drivers and the desirable outcomes;
• More detailed action planning as the model covers the broad and operational attributes;
• More flexibility to customize the framework for the needs of the client organization.