enGAGEMENT

Employee engagement reflects the alignment of Accountability, Capability and Culture.
Employee engagement is based on a person’s belief that:

Employee engagement is based on a person’s belief that:

  • Their competence and achievement needs are being met (cognitive factors)

  • They fit with the organization’s culture (affective factors), and that

  • Their need for purpose and meaning are being met (human factors)

Research conducted by in3 demonstrates that when employee cognitive, affective and human needs are satisfied, the employee will engage in productive work behaviors. Conversely, when the organization is weak in satisfying cognitive, emotional and human needs, the employee will withdraw or disengage, resulting in lower job performance and productivity. Engaged employees are more likely to be:

  1. Satisfied,

  2. Motivated,

  3. Committed,

  4. Show less burnout, and

  5. Have higher morale.

Our research also reveals a strong positive correlation between employee engagement, job performance, and promotion. Engaged employees are both productive and promotable while disengaged employees suffer from low output and withdrawal. As a group, engaged employees are 41% more productive and 67% more likely to be promoted compared to disengaged employees.

Simply put:

  1. People know where they are going,

  2. They have what it takes to get there, and

  3. They share the same mindset of how that will happen.

enGAGEMENT Summary

in3‘s engagement service gives you a lead measure on performance, allowing you to forecast whether your company will deliver. Our services in engagement testing and measurement help you understand where you stand- and give you a detailed roadmap for intervention.