Engagement Drives Success

Employee engagement reflects the alignment of Culture, Capability, and Context with strategy.

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


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

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


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  Conversely, when the organization is weak in satisfying emotional and cognitive needs, the employee will be withdrawn or disengaged, resulting in lowered job performance and productivity.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


  • Satisfied,

  • Motivated,

  • Committed,

  • Show less burnout, and

  • 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.

Engagement is created through Culture, Capability, and Context FIT.

Simply put:

  • People know where they are going,

  • They have what it takes to get there, and

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


in3‘s engagement service give 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 development.

For more information on what an engaged workforce can do for you, contact us. Or, find out more on the value of engagement.