INTRODUCTION EMPLOYEE ENGAGEMENT
WHAT IS EMPLOYEE ENGAGEMENT
Employee Engagement is the emotional and psychological connection individuals have with their work, their team, and their organisation.
It reflects the level of commitment, motivation, and sense of purpose an employee feels, influencing how they contribute to personal, team, and business success.
True engagement goes beyond job satisfaction – it involves feeling valued, trusted, and inspired. It thrives when there is clear communication, opportunities for growth, mutual respect, and alignment between personal values and organisation goals. At the same time, disengagement can lead to low morale, reduced performance, and higher turnover.
WHY DOES IT MATTER?
Research consistently shows that high engagement leads to improved productivity, lower absenteeism, stronger collaboration, and greater innovation.
But even more importantly, it leads to healthier, more human workplaces, where people feel seen, heard, and empowered to grow.
When engagement is missing, the impact is visible: burnout increases, trust erodes, and performance declines.
Whether you’re an employee, employer, or internal communications professional, fostering engagement benefits not just the organisation – but everyone.
WHO THE KEY ACTORS ARE AFFECTED?
Everyone plays a role, but this space focuses on employees, employers and internal communications teams and coaching professionals.
- Employees experience greater job satisfaction, purpose, and well-being when they are engaged.
- Employers, Managers & HR benefit from stronger team performance, better retention, and a more resilient organisational culture.
- Internal Communications teams play a vital role in building trust, connecting people to strategy, and helping the entire organisation align around shared values and purpose.
- Professional Coaches support individuals in gaining clarity, building self-awareness, and identifying actionable steps to align personal values with professional goals.
Engagement isn’t one-sided. It’s a shared responsibility – and a shared opportunity to build something better, together.
WHAT CAN YOU DO?
- Start by understanding your own engagement. Explore the 23 most common factors that influence how people feel attracted to – or disconnected from – a company or role. Attraction & Attrition
- Then, measure how these factors impact you or your team by taking the quiz. Understand The Own Path
- Next, create a tailored action plan. What You Can Do To Move Forward
If you’re an employee:
Identify the most important factors to you. The results will give you a visual representation of your personal engagement profile and practical suggestions to begin crafting an action plan. Share it with your line manager and find where the company can continue to support your individual engagement.
If you’re an employer, manager or team leader:
Assess which factors matter most to your employees, and reflect on what matters most to you. The results will reveal alignment gaps and provide insights to help refine your engagement strategy.
If you’re part of an HR & internal communication team:
Evaluate which of the 23 factors are most relevant to your employees and assess how many are currently addressed through your internal communication strategy. The results will highlight strengths and blind spots, helping you enhance your engagement efforts.
If your company runs an annual Employee Opinion Survey (EOS) to gather feedback, a range of AI tools can support both the analysis and the development of an internal communications plan focused on engagement.
Tools like Perplexity can help generate actionable insights from open-text responses, while MonkeyLearn is particularly effective for identifying themes and trends across large datasets, helping you uncover key drivers of engagement or disengagement.
To align your communication strategy with team dynamics, platforms such as Humantelligence provide insights into motivators and cultural behaviors. Additionally, Crystal can help you adapt messaging styles based on personality profiles, ensuring internal messages resonate across diverse audiences.
Even generative AI like ChatGPT can support this process—drafting communications, summarising EOS results, and generating tailored engagement strategies.
If you’re a professional coach:
Use this tool to guide your clients through deeper reflection on their workplace experience. The quiz offers a structured, visual way to identify what matters most to them, where they feel fulfilled, and where gaps exist.
You can se the results as a conversation starter to support goal-setting, career clarity, boundary-building, or transition planning. Whether your client is seeking alignment, considering a job change, or navigating workplace challenges, this framework can bring clarity and direction to your coaching sessions.
FRAMEWORKS THAT INSPIRED THIS TOOL
The Be Kyosei Employee Engagement Tool is rooted in widely recognised, research backed frameworks that have shaped the way we understand engagement today. These models have been selected for their clarity, accessibility, and practical relevance across organisations of all sizes:
Engage for Success – The Four Enablers
A UK-based model built around:
Strategic Narrative
Engaging Managers
Employee Voice
Integrity
This non-commercial framework is openly shared to encourage best practices in engagement and leadership.
engageforsuccess.org
Gallup’s Q12 Engagement Model
Centred on 12 key questions that identify what employees need to thrive – from clear expectations to opportunities to learn and grow.
Globally respected and backed by decades of research, the Q12 offers a practical view of engagement fundamentals.
gallup.com/workplace
Aon Hewitt Engagement Model
Defines engagement through three core behaviours:
Say (advocacy)
Stay (loyalty)
Strive (discretionary effort)
This simple structure is often used to explain how engagement shows up in real workplace actions.
Job Demands-Resources (JD-R) Model
A well-researched academic model linking job demands and resources to outcomes like engagement and burnout.
It highlights the importance of balancing pressure with support, autonomy, and meaningful feedback.
jd-rmodel.com
The 3 C’s of Engagement
A practical lens focused on:
Career (growth and opportunity)
Competence (tools to succeed)
Care (feeling valued and supported)
This easy-to-adapt framework is widely used in HR training to spark reflection and guide strategic actions.
ABOUT THIS TOOL
This tool was designed to bring clarity to the employee engagement process, including how companies and internal communications contribute to it – what truly matters to us, how it affects us, and what we can do to improve it.
It is grounded in resources such as the survey referenced in the article “Great Attrition” or “Great Attraction”? The choice is yours and draws comparisons with other established engagement studies. Developed by professionals in Employee Engagement, Life & Professional Coaching and Internal Communications, this tool is not scientific, but practical.
READY TO BEGIN?
Review the 23 factors Attraction & Attrition, explore our Employee Engagement Quiz Understanding The Own Path, and create personalised plans to help you – and your teams – move forward with purpose What You Can Do To Move Forward.
Be Kyosei 