Introducing the 5 factor model of Employee Engagement

Employee Engagement is a relatively new construct in organization behaviour, in-fact the enthusiasm around the concept is not reflected in the academic literature and evidence available. The confusion and ambiguity surrounding its definition proves its a evolving concept  

To create the 5 factor model – we  took ideas and concepts from the following 3 employee engagment models -  

• The 5 factors given by Deloitte ( The simply irrestible organization)
• The 5 dimensions mentioned by   V Kumar and Anita Pansari in the Sloan Review
• The three constituting aspects of work engagement as given in Utrecht Work Engagement Scale  by Wilmar Schaufeli and Arnold Bakker

Definitions used

We then identified 5 Employee Engagement dimensions from these models – and made sure that the dimensions had minimum overlap . The dimensions have equal weightage

Meaningful work -People consider their jobs meaningful , understand the linkage between customer satisfaction and their roles and deliverables . People also find Meaning when they feel their skills are being utilized appropriately by the role ( i.e.) there is job skill fitments.

Employee Identification -Employees who identify with the organization see themselves as intertwined with the success or failure of the company’s brand. When people say good things about the brand, employees with a close identification to the brand consider it as a personal compliment. Employee identification is amplified when leaders are seen as role models, a lot of times this is transmitted through stories which exemplify the behaviour

Positive work environment-A positive work environment is characterised by lack of bias and it fosters a spirit of camaraderie.  It ensures that people feel appreciated for the effort they put in and the communication is not only positive but flows both ways across hierarchies. Positive work environment also comes from ensuring a healthy workplace - physically and emotionally. 

Vigor-is the opposite of burnout- its the physical & emotional manifestation of the work  environment, culture, policies and people philosophy of the organisation. It also refers to stable or high levels of physical energy and motivation and results in resilience and persistence of effort in the face of challenges

Growth Opportunities- People stay invested in organisations when they see them as means of achieving their goals. Skill development and mentoring for high performance is inadequate if it is not combined with a focus on growth and more opportunities.

Please contact the undersigned if you want an employee engagement survey to be done for your organisation or for more information on the model or the process!

Omar Farooq- omar@aceprohr.com, +91-9810733755