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.
|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.
|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?|
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.
|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?|
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 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?|
Represents the employees’ sense of responsibility and independence in their work.
|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?|
Represents employees’ sense of attachment to the company, its values, and its management.
|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?|
Represents the employees’ perception of their career opportunities within the company and their professional development.
|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?|
Represents the impact of the work on the employees’ personal lives, either in terms of free time or mental and physical impacts.
|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?|
Represents the employees’ perception of their contribution to the company and their team.
|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?|
Represents both the quality and frequency of the feedback employees receive concerning their self-improvement and skill development.
|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?|
Represents the employees’ perception of their working conditions, such as equitable wages or their physical work environment.
|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?|
Represents the resources that employees can use to provide high-quality work and their perception of their colleagues’ work quality.
|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?|