To help organisations prioritise their people, we are building a survey that can create actionable insights and allow champions of change to leave a long-lasting positive impact on employees and the bottom line.

To participate in this research leave us your email address and we will be in touch to deliver a customised engaging survey which takes no more than 7 minutes to complete.
Upon its completion, you will receive a report on the levels of employee engagement in your team or organisation across the nine key drivers of engagement, based on decades of organisational psychology research.

There are nine principle components of employee engagement. When improved these elements contribute to an exceptional, motivating, workplace culture.


Autonomy is the strongest driver of engagement in the workplace. This refers to the degree to which the job provides substantial, independence, and discretion in determining goal-focused behaviour at work.


Employees need to regularly be given constructive feedback to thrive in their role. Regularly providing information about effectiveness of job performance ensures a continuous development and clarity to staff.  

Supervisor Support

If employees believe their supervisor values their contributions and cares about their well-being they are more motivated to expend greater efforts in innovative tasks.

Colleague Support

Staff with a social network that provides them with expressions of emotional concern or empathy, practical assistance, informational support or appraisal are naturally more engaged in their job.


It is important for their systems in place by which an employee has the opportunities to learn new skills , problem solve and grow personally. These opportunities engage by giving staff a sense of mastery and control in their job.


A job has meaning when it is believed that the work is worthwhile, appreciated and allows for personal and professional development. A sense of drive and passion is engendered with meaning.


Humans have an innate need to control outcomes and experience a sense of mastery over a task. When an employee is equipped with the resources they need to succeed at challenging tasks they are more engaged.


Recognition is a return on an employee's effort, dedication at work and results. It is governed by mutual respect and should be expressed regularly through a host of simple gestures such as a sincere thank you, as well as symbolically through the receiving of an award.

Role Clarity

Employees need to have a transparent view of what their role entails and how it contributes to the organisations vision and strategy.
To do this and organisation must have a clear definition of an organisations goals and individuals role alignment with these goals.