We commissioned Kantar TNS to
identify the main drivers of
engagement by conducting 4,706
interviews in 20 countries. All
respondents were from companies
with 250 or more employees.
We mined through the thoughts,
opinions, and experiences of our
respondents, and integrated that
feedback into a comprehensive map
featuring all of the factors that
come together to shape and
inﬂuence employee engagement
THEN, WE LISTENED
a whole new way to visualize and
understand engagement to better assess
your employees needs.
EMPLOYEE ENGAGEMENT MODEL,
It’s important to understand that
very few factors directly inﬂuence
engagement. In reality, each factor
that drives engagement has a
complex network of other
The thickness of each linkage
shows the impact each factor has
DON’T FRET! WE
KNOW IT’S A BIT OF
AN EYE-CHART, BUT
LET’S BREAK IT
Simply put, leaders set the tone for
the entire organization.
AT THE HEART OF THE
BUT THEY MUST
STILL FIND THE TIME
We get it. Leaders have busy
Offers guidance Welcomes regular
THE IDEAL LEADER…
It could be a welcome letter or
a prerecorded video distributed
to new hires, but just remember,
a little bit goes a long way.
BE CREATIVE WHEN
FINDING WAYS TO BE
ACCESSIBLE TO YOUR
THE IDEAL LEADER IS
ALSO SOMEONE WHO
TOP TOOLS AND
THIS NEEDS TO CHANGE.
THIS NEEDS TO CHANGE.
Right now, a meager 39% say their
organization uses online,
collaborative learning tools to fuel
After all, the digital employee
experience is the backbone of the
Employee Engagement Model since
deploying new technology provides
essential support for many factors that
drive both development and
• Deﬁning good performance by being available for must-have
• Promoting role effectiveness by aligning jobs with business goals
• Establishing development plans right from the start so employees
know they can grow
LEADERS PLAY A KEY ROLE IN:
Just 41% of the employees polled
stated that their onboarding process
set them up for success in their jobs.
Engagement efforts need to begin on
day one to ensure the workforce’s
productivity and development.
WE MEAN IT—START THOSE DEVELOPMENT
PLANS RIGHT AWAY.
WITH ONLY 36% OF THE
REWARDED FAIRLY FOR THEIR
PERFORMANCE, IT’S TIME TO
CONSIDER OTHER OPTIONS.
Plant the seed for long-term
employee engagement by offering
bonuses, non-ﬂexibility perks, time
off, and one-time special payments.
EXTEND FAR BEYOND
YOU’LL REAP WHAT YOU
SOW: YOUR EMPLOYEES
WILL FEEL ENGAGED SO
LONG AS THEY FEEL LIKE
THEY ARE BEING
And if effective leadership is at the heart of the employee engagement
model, then aligning the organization to the employee’s culture and values
is what keeps the heart beating.
People crave congruence between the organization’s values and their own.
it’s even more important than pay levels.
AVOID A CODE RED!
Without honoring the culture and values of the employees, your
organization is bound to ﬂat line.
SO, YOU’VE HAD A TASTE
OF THE MODEL.
YOU’VE GOT A GLIMPSE
INTO THE THEORIES.
NOW IT’S TIME TO TAKE
SOME REAL ACTION.
Start by making employee wellbeing
a top priority. We may sound like a
broken record, but this is a tune that
needs to be sung.
You can do this by creating a strong,
consistent workplace culture, providing
everyone with the same development
opportunities, and linking performance
WE LIKE THE SOUND OF THAT.
But do remember that it takes two to tango:
Communication and feedback on performance
should be an “always on” process for both the
employee and the manager.
DON’T FORGET TO KEEP
EVERYONE IN CONTACT WITH
THEIR MANAGERS. IT’S THE
SAME OLD SONG AND DANCE!
WORK TO KEEP JOB ROLES BUSINESS-FOCUSED AND
THE DEVELOPMENT GOAL-FOCUSED.
FOR BOTH THE COMPANY AND THE EMPLOYEES.
DON’T DATE YOURSELF. WITHOUT UPDATED
TECHNOLOGY, YOUR WORKFORCE IS LESS LIKELY
TO BE ENGAGED.
Meet expectations and make the most of
digital experiences throughout the
employee lifecycle by providing them with
the same opportunities to use the
technology that they use every day outside
A POSITIVE DIGITAL EMPLOYEE EXPERIENCE
PROVIDES YOUR WORKFORCE WITH THE
OPPORTUNITY TO SHARE KNOWLEDGE AND WORK
COLLABORATIVELY—EVEN FROM GREAT DISTANCES.
We know you are ready to build a lasting, effective culture of engagement in
your business because you’ve been talking about this for quite some time now.
But now it’s time for a little less conversation, and a lot more action.
TODAY IS THE DAY THAT
YOU TRULY INVEST IN