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
The Thomas employee engagement assessment 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.
Background & Theory
Thomas Engage (originally the Work Engagement Questionnaire) was developed by Mark Slaski at the University of Hertfordshire in 2009.
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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.
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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.
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.