The are many surveys available to measure what employees need in order to feel engaged – perhaps the most well-known is Gallup’s 12 Engagement Model. While many of these tools are commercialised, several share their questions and frameworks publicly.

This tools draws from 23 key factors identified in a global survey conducted by McKinsey, as published in the article “Great Attrition” or “Great Attraction”? The choice is yours.
These factors reveal not only what drives people to engage with a job or organisation – but also what causes them to disengage and eventually leave.

Based on the list of this research, we’ve grouped these factors into two categories: Attraction and Attrition.
Use the definitions below to explore what matters most to you right now.

ATTRACTION

These are the factors that most people experiences as the factors that make them engage with the company/role. However, in a lower lever can be converted into attrition factors.

Ability to work autonomously

Having the freedom to make decisions and manage one’s own workload independently.

Ability to work remotely

Having the option to work from home or elsewhere, providing flexibility and autonomy.

Access to technology

Availability of efficient tools and digital infrastructure to perform work effectively.

Care for family

Flexibility and support from the company that enables employees to fulfill family responsibilities.

Development opportunities

Access to training, mentoring, and educational resources to build new skills and grow.

Doing meaningful work

Belief that one’s tasks contribute to a greater purpose or make a positive impact.

Feel engaged by work

Being mentally and emotionally invested in day-to-day tasks and challenges.

Flexible work schedule

Ability to adjust working hours to accommodate personal needs, leading to improved work-life integration.

Having caring and trusting teammates

Working in an environment where colleagues support, respect, and trust each other.

Potential for advancement

Perception of clear career progression and opportunities for promotion within the organisation.

Safe environment

Working in a space that ensures physical safety and emotional well-being.

Sense of belonging

Experiencing inclusion, acceptance, and connection within the team and organisation.

Valued by manager

Feeling recognised and appreciated by one’s direct supervisor for contributions and efforts.

Valued by organisation

Perception that the company appreciates and supports the employee’s work and well-being.

Work-life balance

Ability to effectively manage work responsibilities alongside personal life and commitments.

ATTRITION

These are the factors that most commonly associated with disengage and a desire to leave the company or role.

Hunted by another company

Being approached by other companies offering better opportunities or conditions.

Inadequate compensation

Feeling that pay and benefits do not reflect the employee’s contributions or market standards.

Living in a desirable location

Being based in an area that supports personal and family lifestyle preferences.

Looking for a better job

Exploring external opportunities due to dissatisfaction with current role or conditions.

Negative interactions

Experiencing conflicts, bullying, or disrespect from colleagues or leaders that diminish engagement.

Poor health

Experiencing physical or mental health issues related to the nature of the work, with a negative impact.

Starting a business

Considering entrepreneurship as an alternative due to limited growth or dissatisfaction at work.

Unmanageable workload

Having excessive job demands that lead to stress, burnout, or reduced performance.