How we do things

Our approach and thinking

Our aim is to help you identify and track your levels of employee engagement and the key factors that influence this, for example: management, training and recognition. We can also help you with a communication strategy and follow-up action-planning, using the survey insight to improve engagement.

Employee engagement is key to building a motivated, committed, healthy and high-performing workforce

Employee engagement is not a static state, it ebbs and flows. Research has shown it can change on a daily basis depending on peoples’ experiences. Full census organisational surveys are important for gathering a detailed picture of staff opinions about their working lives, however they provide one snap-shot in time and do not provide insight into how levels of staff satisfaction, commitment and motivation change over the course of a year. That’s where pulse surveys come in.

Our team are highly experienced in the areas of business psychology, research methods, analytics and project management – the perfect ingredients in order to help our clients to effectively measure and improve their employee engagement.

Three principles that we hold dear to make sure what we do adds value:

  1. We treat the engagement survey as an engaging activity in itself.
  2. We make the survey process simple, quick and easy for our clients so that you can focus on making the improvements that will help your company succeed.
  3. We cut through the detail of the survey results to help you to see the big picture and key messages; we create reports that provide insight, not just data.
Approach Cycle Diagram 1.0

What is employee engagement?

Most well-accepted definitions of employee engagement describe individuals investing more of their commitment, their creativity and ideas, their energy and focus and their extra care and initiative.

This is where our Head, Heart and Hands model of engagement comes in. An engaged employee will put their head (intellectual buy-in), heart (emotional buy-in) and hands (motivation and behavioural effort) into their work and the organisation as a whole.

Theory and research evidence shows that engaged employees consistently display three sets of positive characteristics which we group under the following headings:


Head (intellectual buy-in)

They are more secure & confident.

Heart (emotional buy-in)

They are more committed.

Hands (behavioural effort)

They perform better.

Our Engagement Index

Our Engagement Index based on the Head, Heart and Hands model provides a measurement of engagement across an organisation, over time and compares performance with external benchmarks.

The Engagement Index based on this model can also be used to classify engagement levels in individual employees, so you can identify business groups with higher or lower proportions of engaged employees and any groups that may be at risk of performance issues related to disengaged staff.


What drives employee engagement?

In order to find out why employees are more or less engaged we need to measure the common drivers of engagement. Our model, The House of Engagement, is derived from our own research data and the wealth of academic research that has been carried out for over 20 years. This model illustrates the relationship between a range of factors that affect employees’ attitudes and behaviour.

With reference to the model we design engagement questionnaires using our database of externally benchmarked questions, as well as designing bespoke items for you.

We perform key driver analysis on your survey data in order to show you which aspects of working life at your organisation are most important to your staff and therefore most likely to drive their level of employee engagement. This ensures that you are able to focus your follow-up actions on the areas where improvements are likely to have the biggest impact on employee engagement.

Surveys Our Approach Engagement

Talk to our team of experts

“The journey of a thousand miles begins with a single step” (Lao Tzu). Transform your organisation’s leadership.