Engagement+ themes and work needs

In Engagement+ there are themes and there are work need themes. Work need themes, when used with the universal themes, can paint a bigger picture of engagement as they let you in on how secure your people feel. Engagement will be directly impacted when people feel that their work needs are not being met. 

Themes and overall Engagement+ score 

The overall engagement score is calculated using each individual theme's score and averaging them together. Themes measure the degree to which your people find their work energizing, inspiring, and meaningful. This overall score will tell you how engaged your people are and help you identify the areas you can improve to better meet the needs of your organization. This overall engagement score will be included in the results of every Engagement+ survey, regardless of what 15Five template was used. 

Overall Engagement+ score themes:

  • Energy
    • The Energy theme is designed to measure how energized people feel at work. This theme is driven both by how intrinsically motivating, enjoyable, and aligned to a person's deepest interests their work is and their ability to take time to rest and restore. The results of this theme will help you identify groups whose work responsibilities may be draining or those who need time to rest and recover. 
  • Inspiration
    • The Inspiration theme is designed to measure how inspired people feel at work. This theme is driven by how compelling they find their work. These results will help you identify people who may need more engaging work.
  • Meaningful Work
    • The Meaningful Work theme is designed to measure how meaningful people feel their work is. This theme is driven by the amount of purpose people find in their work. The results of this theme will help you identify people who may need help understanding the positive impact of their work.
  • Strengths
    • The Strengths theme is designed to measure people’s knowledge and use of their strengths, i.e., those traits that are natural, compelling, and energizing. This theme is driven by how aware people are of their top strengths and how they’re leveraging them at work. The results of this theme will help you identify when your organization needs to prioritize strengths awareness and role alignment. 
  • Values
    • The Values theme is designed to measure how aware people are of their personal values and how aligned they are with the organization’s. This theme is driven by the amount of awareness and alignment of personal and organizational values. The results of this theme will help you identify when there’s a mismatch between individual and organizational values or a lack of awareness of those values.
  • Passion
    • The Passion theme is designed to measure the extent to which people leverage their top passions at work. This theme is driven by how well personal and professional activities align. The results of this theme will help you identify when your organization could do more to support incorporating, and even identifying, personal passions at work.
  • Outcomes
    • The Outcome theme is designed to measure how positively people feel about the company. This theme is driven by the amount of pride people feel towards your organization as well as how motivated they are to go above and beyond at work and how likely they are to stay. The results of this theme will help you identify groups who are at risk for leaving. It can also identify groups who are thriving and conditions for success that could be replicated.

Work needs

Work need themes are the core themes people need to feel security and growth at work. Work need themes are important to analyze as the results of the corresponding questions are directly impacted by how well people feel these needs are being met. Which work need themes are included depends on the template you used for the survey, as well as any custom themes you have created.

Engagement+ Fundamentals template

Work need themes covered in this template: 

  • Intrinsic Motivation
    • The Intrinsic Motivation work need is designed to measure how motivated people are by internal factors. This work need is driven by the amount of autonomy and mastery people feel they have over their work, as well as the strength of their relationships. The results of this theme will help you identify groups who may feel micromanaged or who may need skills training. They can also help you identify groups who don’t feel connected with their co-workers.
  • Security
    • The Security work need is designed to measure foundational security needs. This work need is driven by how much role clarity, psychological safety, and trust in leadership people feel. It shows if people feel they are receiving adequate recognition and resources. It also provides insight into people's perceptions of diversity and inclusion as well as fairness of reviews. The results of this theme will help you identify areas you can improve these foundational security needs.
  • Growth
    • The Growth work need is designed to measure how well people feel set up to grow in their role. This work need is driven by how many opportunities for growth and development people have as well as how clear their understanding is of how their work impacts the company’s mission and objectives. The results of this theme will help you identify groups who may need more challenge, different feedback, or a better understanding of how their roles fit into the bigger picture.

Engagement+ Standard and Engagement+ Advanced templates

Work need themes covered in this template: 

  • Safety
    • The Safety work need is designed to measure how secure people feel at work. This work need is driven by how psychologically safe and financially secure people feel as well as how satisfied they are with your organization’s benefits and ethics. The results of this theme will help you identify when your organization may need to create a more psychologically safe environment, provide better financial support and benefits, or address ethical concerns.
  • Fairness
    • The Fairness work need is designed to measure how objective and fair people feel your organization is. This work need is driven by people’s perceptions of their pay, reviews, and rewards. The results of this theme will help you identify when your organization may need to be better about setting clear role and performance expectations, providing transparency into your compensation structure, or ensuring a fairer performance-management review process.
  • Diversity & Inclusion
    • The Diversity & Inclusion work need is designed to measure how diverse and inclusive people feel your organization is. This work need is driven by the degree to which people feel your organization values differences and how much their decisions are able to affect their work. The results of this theme will help you identify groups who don’t feel like individual differences are valued or that they belong.
  • Leadership
    • The Leadership work need is designed to measure how much people trust leadership. This work need is driven by how well leaders communicate your organization’s mission and values as well as how much people believe leaders will take action on feedback. The results of this theme will help you identify when leaders may need to communicate their mission and values differently or change how they take action.
  • Management
    • The Management work need is designed to measure how effective your managers are. This work need is driven by how well managers and their direct reports communicate and relate to each other. The results of this theme will help you identify managers who may need training to provide more effective feedback, recognition, and growth opportunities. It also can identify managers who need to more regularly update employees on changing priorities or who could to better show they care about employee wellbeing.
  • Culture
    • The Culture work need is designed to measure how people feel about your organization’s culture. This work need is driven by the amount of positive energy people experience at work. The results of this theme will help you identify when you need to put more emphasis on building a positive culture, e.g., creating rituals that nourish and connect, hiring the right people, and possibly removing toxic employees.
  • Relationships
    • The Relationships work need is designed to measure the quality of relationships within your organization. This work need is driven by how well people work with others. The results of this theme will help you identify teams that struggle with collaboration, open communication, and assuming positive intent.
  • Enabling high performance
    • The Enabling High Performance work need is designed to measure how the environment, processes, and resources impact people's performance. This work need is driven by how well people feel they can get things done. The results of this theme will help you identify when you may need to improve work environments, remove red tape, or provide better access to resources.
  • Autonomy
    • The Autonomy work need is designed to measure how much freedom people feel they have to define their own work experience. This work need is driven by how much independence and control people have over when and how they work. The results of this theme will help you identify groups who feel micromanaged.
  • Doing my best work
    • The Doing My Best Work work need is designed to measure how people feel about their work progress. This work need is driven by how well employees accomplish their most important goals. The results of this theme will help you identify employees who may need skills training or managers who may need training to better support their employees.
  • Growth & Development
    • The Growth & Development work need is designed to measure how people feel about career growth at your organization. This work need is driven by the amount of meaningful development opportunities people feel like they have. The results of this theme will help you identify groups that need more challenge and opportunities for growth and development.
  • Purposeful Work
    • The Purposeful Work work need is designed to measure how much purpose people experience at work. This work need is driven by the amount of employee-organizational alignment. The results of this theme will help you identify when leadership needs to be more clear and compelling about the organization’s mission and vision. It can also help you identify managers who need to help employees' connect their work to the organization’s mission.
  • Thriving - Security
    • The Thriving - Security work need is designed to measure foundational practices that contribute to wellbeing. This work need is driven by how well people practice the key skills that contribute to physical and emotional thriving. The results of this work need will help you identify groups who are at risk for burnout.
  • Thriving - Growth
    • The Thriving - Growth work need is designed to measure thriving at work. This work need is driven by the mindset, practices, and environment that lead to flow, creativity, and peak experiences. The results of this work need will help you identify groups who may have unmet foundational needs. It may also identify groups that are thriving and conditions could be replicated. This is the ideal state of work and not easy to achieve without intentional focus.
Was this article helpful?
2 out of 3 found this helpful