The Bayzat Enagement module includes 9 key drivers that are required to have employees engaged at their work, as well as one overall measure that helps assess this at a high level. Questions in the surveys related to employee engagement are aligned to these drivers or the overall measure. Each of these drivers and the overall measure are explained below.

What it means

Employee NPS score represents a high level overview of how employees feel about their experience at a company. By answering if they would recommend the organization to others as a a place to work, it requires them to consider a variety of different factors and evaluate their overall experience.

Employee NPS score is calculated by first classifying all employees as promoters, passives or detractors based on their response score. A score of 0-6 is considered a detractor, a score of 7-8 is considered passive and score of 9-10 is considered as a promoter. Then the % of detractors is subtracted from the % of promoters to determine the overall score.

A score above 25 is generally considered good and above 50 is considered as world class.

Why it's important

Employee NPS can be used as an overall employee engagement metric to gauge how engaged employees are. It also helps you understand the loyalty of your employees and how likely you are to retain your employees. Employees who are in the detractor group are often searching for new jobs and may also share negative feedback with their colleagues.

What it means

Work environment represents the setting in which your employees work and the factors that impact their ability to do their work effectively. This can include the physical premises (furniture/ design/ lighting, etc.), the tools provided to them (computers/ physical equipment/ software etc.), and the company policies and protocols they are required to follow.

Why it's important

Multiple studies have shown that workers that have the appropriate facilities for work are more productive and effective. For manufacturing and physical jobs, having the right environment is critical to efficient working, however even for other jobs, the office environment has been proven to impact collaboration and employee motivation. Investments to improve key aspects of the work environment can have very high return on investment.

What it means

Reward and recognition represents the actions taken by a company to appreciate the contributions of their employees. Reward differs from recognition in that it represents a tangible item that is given to employees (e.g. money, gifts, perks etc.), while recognition is intangible items such as praise or acknowledgement. Reward and recognition are subjective to each employee based on the value they feel that they are providing in return.

Why it's important

Reward and recognition are at the core of motivating employees to work more effectively. Without this motivation, employees typically find it hard to be fully engaged at their work. Employees need to feel that they are being fairly compensated in terms of total compensation for the work they deliver in order to be engaged at work. Recognition also serves to improve employee motivation by showing their work is valued, while also helping to align employees to the values and goals of your organization by encouraging positive behaviors.

What it means

Growth represents employees' beliefs that they have the ability to improve existing skills, learn new skills, take on new responsibilities and improve their professional capabilities. Growth is the systems and process It is important to note that growth does not only represent promotion to higher titles, as some employees are happy to remain in their current role as long as they are improving their capability and remaining relevant.

Why it's important

According to research by Gallup, employee growth and development is directly related to improved productivity and reduce absenteeism. In addition, when employees grow they provide more value to the company through their work contributions which directly benefits the company. Employees want to be part of a company that makes them feel that they will build and improve skills that will allow them to be successful in their future career.

What it means

Manager Support represents the quality of the relationship that employees have with their supervisor and senior leadership. This includes the support employees receive to complete their work, the motivation, structure and organization that is provided, as well as the opportunities to develop and learn that are given. It also includes managers' ability to listen to their employees and have open and honest communication.

Why it's important

Research has shown that the most common reason for employees leaving an organization is due to conflict with their supervisor or inability to work effectively with them. Understanding how employees feel about the support they are receiving from their supervisors allows proactive measures to be taken to improve this. With the Bayzat engagement module, it is also easy to compare the results of this measure to each individual line manager to make it more actionable.

What it means

Wellbeing represents employees' belief that their organization cares about their mental and physical health and that their work enables them to have time to take part in activities they care about outside of work. Wellbeing includes both the overall workload that employees are required to deliver as part of their job, as well as activities and perks that employers provide their employees to help them address any mental and physical health issues they may have.

Why it's important

When employees' workload restricts them from being able to pursue activities outside of work, it often leads to burnout. Burnout is a form of chronic stress that leads to reduced efficiency in employees, and increases the likelihood that they will end up leaving the organization. In addition, when employees feel well, research has shown that they become more productive and have less absenteeism at work. When employees are experiencing physical and mental illness, it is extremely different for them to perform well at their job.

What it means

Performance management represents the systems that an organization has in place to set clear goals and objectives for their employees, as well as to provide regular feedback on how well employees are performing. This can include any performance management system or processes that an organization has set up, as well as the creation of an open culture that values feedback and rewards those who provide it.

Why it's important

Effective performance management allows employees to reach their maximum potential and perform at a higher level. Having clear goals and objectives allows employees to understand clearly if they are performing well at their work. It also aligns the work employees are doing with the overall company mission and strategy. Feedback is crucial to allow employees to improve at their work, as long as it is provided in a constructive manner.

What it means

Meaningful work represents employees' belief that the work that they do matters and makes a difference, and that their capabilities are well suited for the requirements of their work. Work becomes meaningful when employees are able to see the impact it provides to either their organization, their own personal improvement, society as a whole, their customers or their teammates. The definition of what is meaningful can vary between employees but it is almost always related to making an impact on one of the five factors mentioned above.

Why it's important

Research by McKinsey & Co has shown that when employees feel that their work is meaningful, their performance increases by 33% and they are 49% less likely to want to leave their organization. When employees are not able to use their strongest skills at work, they will often search for other forms of employment that are more closely aligned to these skills so that they have the chance to excel and put these skills to use. Additionally, when employees can see the value they are providing, they are more likely to put in additional effort and be more committed to accomplishing their work.

What it means

Organization fit represents the alignment between the mission, vision and values of the organization and employees' personal belief systems. This can include how well employees fit into the organization's culture and the strength of the organization's culture. Organization fit is also impacted by how well and organization communicates its mission and vision to its employees, and the activities it does to reinforce its organization culture among its employees.

Why it's important

A strong mission and vision statement helps employees find purpose in their work and generally makes them more engaged with their work. Having a clear mission and vision can also help with attracting new employees. It can also guide employees to take the correct actions in difficult situations by considering what action aligns best with the organization's culture and mission. In addition, seeing the long term picture and the goals of the organization can help motivate employees and improve their performance by showing them what can be achieved if the organization performs well.

What it means

Teamwork represents the strength of relationship that employees have with their colleagues and employees' beliefs that they can work effectively with their colleagues. It also includes employees being able to share their opinions freely regarding their work, and use that to make meaningful impact on the way their team works. This dynamic has to be two-ways and employees must also listen to the opinions of their colleagues and adapt their working manner to build strong relationships with their colleagues.

Why it's important

Teamwork is key to organizations' overall productivity and efficiency. Research by Gallup and Oxford University have shown that having close relationships with peers, results in much higher quality of work, reduced burnout and improved employee happiness. Having good relationships with peers improves employees' morale and helps reduce conflict and office politics that can cause performance to drop. Good team dynamics can also help generate healthy competition among team members that pushes them to achieve higher levels of performance.

When opinions are shared freely and listened to, it greatly increases the number of innovative ideas that are generated by an organization. It also allows peers to provide feedback and praise to each other, which brings up the overall performance of the team.