Employee Engagement Assessments

Establish the levels of engagement within your organisation and identify strategies and initiatives to enhance employee wellbeing, motivation and productivity.

Employee Engagement Assessments

Establish the levels of engagement within your organisation and identify strategies and initiatives to enhance employee wellbeing, motivation and productivity.

  • Understand the trends and patterns of engagement
  • Identify the best areas to direct engagement initiatives
  • Explore the different management styles present in your organisation
  • Uncover issues that may be impacting productivity and well-being
  • Compare engagement levels to gain a holistic view
  • Understand your organisation's relative strengths and opportunity areas
 

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How the employee engagement survey works

Making sure your staff and managers can rapidly pinpoint the issues that contribute to under performance and keep performers focused.

Boost productivity

Understanding engagement trends in your organisation allows you to focus your efforts in the right places; increasing engagement will directly boost the productivity levels across your organisation.

Management styles

Thomas Engage reveals the prevailing management styles in your organisation, are they participative, autocratic, laissez-faire or informal.

Enhance well-being

Understand the primary motivators of teams and groups across your business, using the insight to build targeted well-being programmes.

Assessment Information

Assessment type: Engagement Survey

Format: A blend of rating scales and free-text response options

Availability: 10 languages

Time to complete: 5-10 minutes

Training required: No training required

Validation:

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It was brilliant to be able to understand why and where we were making mistakes.

- Vivki Meacham, Chief Financial Officer at The Kenton Group
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Background & Theory

Thomas Engage (originally the Work Engagement Questionnaire) was developed by Mark Slaski at the University of Hertfordshire in 2009.

Slaski grounded his research and development in the psycho-social theory of workplace engagement – that engagement is a positive experience resulting from the relationships you have, the role you do and the rewards you get in the workplace.

Statistical factor analyses were conducted to identify the underlying seven areas of engagement being measured by the questionnaire; Voice, Togetherness, Challenge, Freedom, Clarity, Recognition and Growth.

Mobile and laptop Engage screenshots

Format

The Thomas Engage questionnaire is formed of 28 statements. An individual must indicate their frequency of experience on a 1-7 Likert scale (1 being 'never' and 7 being 'always'). The 28 questions are followed by two pre-set questions with free-text responses. Individuals will be asked to confirm several demographic factors at the end of the questionnaire.

Reliability & Validity

Thomas Engage has an impressive internal consistency (Cronbach's alpha = .96) and very good construct validity. Structural equation modelling (SEM) suggested high construct validity of the final 7-factor model model, with each outcome variable able to explain a large amount of the variance in engagement.

Behavioural testing accredited by the British Psychological Society
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Frequently Asked Questions

  • What is meant by employee engagement?
    Employee engagement is the extent to which employees feel passionate about their jobs, are committed to the organisation, and put discretionary effort into their work.
  • How is employee engagement assessed?

    There are a number of ways employee engagement is assessed. One example, Engagement Surveys, reveal key insights into how employees are feeling about a wide range of aspects of working life.

    The Thomas Engage questionnaire’s combination of 28 questions and free-text response options can rapidly pinpoint the issues that contribute to under performance and keep performers focused.

  • Why use employee engagement surveys?

    Employee engagement surveys help organisations identify and build on the strengths and talents of their workforce.

    When people are engaged, they are more productive, perform better and deliver more in terms of results. This in turn reduces staff turnover, improving productivity and efficiency, ultimately leading to an increase in profits.

    Thomas Engage establishes the levels of engagement within your organisation and identifies strategies and initiatives to enhance employee wellbeing, motivation and productivity.