Engagement

Engagement is defined as a positive and fulfilling work-related state characterised by vigour, dedication and absorption (Schaufeli et al., 2002, 2013). Engaged employees typically have high levels of energy, feel enthusiastic about their work and can become deeply absorbed in their tasks.

Research shows that engagement has a significant impact on outcomes at individual, team and organisational level. Engaged employees are often more creative, contribute new ideas and demonstrate greater entrepreneurial initiative. Engagement is also associated with career success, stronger team performance, more supportive behaviours among colleagues and improved financial performance at the organisational level. You can read more about this in Brilliant’s methodology document.

Brilliant’s engagement index consists of two components: energy and clarity. Employees’ energy levels are a strong indicator of engagement, while clarity is a key prerequisite for ensuring that this energy is directed effectively. This means that both the organisation’s goals and employees’ responsibilities and tasks need to be clear.

Clarity is important because high levels of energy do not necessarily lead to better results in themselves. If direction and priorities are unclear, there is a risk that employees’ energy becomes less focused and does not contribute to what matters most to the organisation.

Engagement questions:

Energy

• EN7 Are you motivated in your work? 
• EN10 Are you willing to make extra effort when needed to contribute to the organisation's success? 

• GL4 Do you know what you are expected to achieve in your daily work?
• GL7 Is it clear to you how your team contributes to reach the organisation's overall goals?

Reporting

Based on the results of the engagement questions, teams are placed into one of five categories in the engagement matrix:

• Engaged – Love their job and do it well

• Satisfied– Know what to do and get it done

• Unfocused – Love doing things, but don’t know what they’re supposed to do

• Passengers – Know exactly what to do, but don’t care enough to do it

• Bored– Neither know what to do nor care about doing it

Ranges and Thresholds

The matrix is divided into defined ranges with set thresholds. Depending on the results in each dimension (energy and clarity), the same overall index score can result in different placements within the matrix.

For example: high clarity combined with low energy vs. low clarity combined with high energy.

Energy Questions: 100
Clarity Questions: 50
Engagement Index: (100 + 50) / 2 = 75    

Switched values:

Energy Questions: 50
Clarity Questions: 100
Engagement Index: (50 + 100) / 2 = 75