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.
| Subfactor | Definition |
| Collaboration | Do 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 Support | Do employees feel supported by their immediate manager when they need help in their work? |
| Closeness | Do employees feel close to and have trust in their immediate manager? |
| Social Support | Does the immediate manager promote teamwork and inclusiveness for all employees? |
Relationship with Colleagues
Represents the relationship between colleagues: support, inclusiveness, collaboration, and mutual respect.
| Subfactor | Definition |
| Collaboration | How do employees perceive their collaboration with their colleagues? Do they feel that departments work in silos? |
| Work Support | Do 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 Support | Do employees feel they are part of the team and are respected by their colleagues? |
Ambassador
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.
| Subfactor | Definition |
| Employment | Would employees recommend and advocate for the company as a valuable workplace? |
| Products and Services | Are employees proud of the company’s products and services, and are they your brand ambassadors? |
| Staff Turnover | Do 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.
| Subfactor | Definition |
| Vision and Strategies | Does the company offer an enlightening vision that inspires and unites employees towards a common goal? |
| Task Significance | Do employees feel that their work makes a difference for the company or its clients? |
| Skills Application | Does the company allow its employees to develop their skills and fully exploit their strengths? |
Independence
Represents the employees’ sense of responsibility and independence in their work.
| Subfactor | Definition |
| Control | Are employees encouraged to be innovative, and do they have enough freedom to perform their work in the most efficient possible way? |
| Supervision | Are employees independent and feeling autonomous at work? If so, to what extent? |
Company
Represents employees’ sense of attachment to the company, its values, and its management.
| Subfactor | Definition |
| Communication | Do employees believe they are well informed about significant changes in the company or company news? |
| Employee Consideration | Do employees feel that their opinions and well-being are significant for the management team? |
| Social Impact | Does the company have a positive impact on society? |
| Values | Do 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.
| Subfactor | Definition |
| Equity Among Employees | Do employees perceive that performance and career management are done fairly and consistently? |
| Performance Management | Is the company’s performance management process effective in promoting high-quality work? |
| Career Advancement Opportunities | Do employees perceive that career advancement opportunities are available within the company, based on their career goals? |
| Professional development | Do employees feel that the organization supports them, allows them to learn and grow in their job or position? |
Well-Being
Represents the impact of the work on the employees’ personal lives, either in terms of free time or mental and physical impacts.
| Subfactor | Definition |
| Workload | Do employees consider their workload to be appropriate, allowing them to do high-quality work? |
| Work-Life Balance | Do employees feel they have an excellent work-life balance? |
| Health | Are employees satisfied with the company’s initiatives regarding employees’ health? |
| Stress | Does the work atmosphere promote a positive atmosphere, or is there too much work pressure on the employees’ shoulders? |
Recognition
Represents the employees’ perception of their contribution to the company and their team.
| Subfactor | Definition |
| Colleagues | Do employees feel that their contributions are valued and recognized by their colleagues? |
| Manager | Do employees feel that their contributions are valued and recognized by their immediate manager? |
| Company | Do employees feel that their contributions are valued and recognized by the company? |
Feedback
Represents both the quality and frequency of the feedback employees receive concerning their self-improvement and skill development.
| Subfactor | Definition |
| Colleagues | Do employees provide adequate peer feedback to promote their colleagues’ professional development and help them improve? |
| Manager | Does 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.
| subfactor | Definition |
| Work Environment | Is the physical workplace environment adapted to the employees’ needs? |
| Wages | Do employees feel they earn a fair wage? |
| Workplace Safety | Do employees feel safe in the workplace environment? |
Productivity
Represents the resources that employees can use to provide high-quality work and their perception of their colleagues’ work quality.
| Subfactor | Definition |
| Job Clarity | Do employees know what is expected from them, and do they consider that each team member’s responsibilities are clear? |
| Training | Is the training provided to employees effectively promoting skill development? |
| Work Tools | Do employees have the proper work tools to do their jobs efficiently? |
| Work Quality | Do employees consider that their colleagues provide high-quality work? |