Definition of Engagement Factors in Amélio

This page describes the 12 engagement factors and 38 sub-factors used in Amélio to evaluate the work climate.

Relationship with the Manager

Represents the quality of the relationship between employees and their immediate manager: feeling heard, supported and informed, and supporting positive management practices.


CollaborationDo employees consider that they have a good work relationship with their manager? Do they feel heard and informed about what is important about their work?
Work SupportDo employees feel supported by their immediate manager when they need help in their work?
ClosenessDo employees feel close to and have trust in their immediate manager?
Social SupportDoes the immediate manager promote teamwork and inclusiveness for all employees?

Relationship with Colleagues

Represents the relationship between colleagues: support, inclusiveness, collaboration, and mutual respect.


CollaborationHow do employees perceive their collaboration with their colleagues? Do they feel that departments work in silos?
Work SupportDo employees feel they can rely on their colleagues if they need help with their work and that they have someone they can turn to when problems arise?
Social SupportDo employees feel they are part of the team and are respected by their colleagues?


Represents the employees’ degree of attachment to the company, its services, and their job. This indicator establishes to what extent employees are likely to promote, defend, and support the company.


EmploymentWould employees recommend and advocate for the company as a valuable workplace?
Products and ServicesAre employees proud of the company’s products and services, and are they your brand ambassadors?
Staff TurnoverDo employees intend to pursue their careers within the company?

Work-Related Meaning

Represents both employees’ intrinsic motivation and alignment regarding the company’s mission. This indicator establishes the extent to which employees feel fulfilled in their work and driven by the company’s mission.


Vision and StrategiesDoes the company offer an enlightening vision that inspires and unites employees towards a common goal?
Task SignificanceDo employees feel that their work makes a difference for the company or its clients?
Skills ApplicationDoes the company allow its employees to develop their skills and fully exploit their strengths?


Represents the employees’ sense of responsibility and independence in their work.


ControlAre employees encouraged to be innovative, and do they have enough freedom to perform their work in the most efficient possible way?
SupervisionAre employees independent and feeling autonomous at work? If so, to what extent?


Represents employees’ sense of attachment to the company, its values, and its management.


CommunicationDo employees believe they are well informed about significant changes in the company or company news?
Employee ConsiderationDo employees feel that their opinions and well-being are significant for the management team?
Social ImpactDoes the company have a positive impact on society?
ValuesDo employees feel that the company’s values are essential to them and are genuinely experienced?

Career Progression

Represents the employees’ perception of their career opportunities within the company and their professional development.


Equity Among EmployeesDo employees perceive that performance and career management are done fairly and consistently?
Performance ManagementIs the company’s performance management process effective in promoting high-quality work?
Career Advancement OpportunitiesDo employees perceive that career advancement opportunities are available within the company, based on their career goals?
Professional developmentDo employees feel that the organization supports them, allows them to learn and grow in their job or position?


Represents the impact of the work on the employees’ personal lives, either in terms of free time or mental and physical impacts.


WorkloadDo employees consider their workload to be appropriate, allowing them to do high-quality work?
Work-Life BalanceDo employees feel they have an excellent work-life balance?
HealthAre employees satisfied with the company’s initiatives regarding employees’ health?
StressDoes the work atmosphere promote a positive atmosphere, or is there too much work pressure on the employees’ shoulders?


Represents the employees’ perception of their contribution to the company and their team.


ColleaguesDo employees feel that their contributions are valued and recognized by their colleagues?
ManagerDo employees feel that their contributions are valued and recognized by their immediate manager?
CompanyDo employees feel that their contributions are valued and recognized by the company?


Represents both the quality and frequency of the feedback employees receive concerning their self-improvement and skill development.


ColleaguesDo employees provide adequate peer feedback to promote their colleagues’ professional development and help them improve?
ManagerDoes the immediate manager provide adequate managerial feedback to promote their employees’ professional development and help them improve?

Work Conditions

Represents the employees’ perception of their working conditions, such as equitable wages or their physical work environment.


Work EnvironmentIs the physical workplace environment adapted to the employees’ needs?
WagesDo employees feel they earn a fair wage?
Workplace SafetyDo employees feel safe in the workplace environment?


Represents the resources that employees can use to provide high-quality work and their perception of their colleagues’ work quality.


Job ClarityDo employees know what is expected from them, and do they consider that each team member’s responsibilities are clear?
TrainingIs the training provided to employees effectively promoting skill development?
Work ToolsDo employees have the proper work tools to do their jobs efficiently?
Work QualityDo employees consider that their colleagues provide high-quality work?


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