15Five's Engage survey measures employee engagement across 17 drivers — characteristics of the work environment and employee experience that influence engagement.
Key Rules
- All 17 drivers appear in the core Engage survey.
- Each driver is measured using employee responses to specific survey statements.
- Drivers reflect both workplace conditions and interpersonal dynamics.
The 17 drivers are:
- Autonomy — The degree to which an employee feels empowered to accomplish their work without constant oversight.
- Capacity — The degree of psychological availability an employee has to perform in their role, including cognitive and emotional bandwidth.
- Coworker relationships — The overall level of coworker cohesion, mutual respect, and trust among employees who work closely together.
- Fairness — The employee's perception of how fairly the organization distributes rewards and makes decisions about people.
- Feedback — The degree to which employees receive timely, useful input on their work that supports their performance and growth.
- Goal support — The degree to which employees feel supported by their manager and organization in achieving their goals.
- Leader availability — The degree to which employees perceive senior leaders as accessible and present.
- Leader integrity — The degree to which employees trust that senior leaders act with honesty and follow through on commitments.
- Manager — The overall quality of the relationship and interactions between an employee and their direct manager.
- Meaning — The degree to which employees find their individual work personally meaningful and worthwhile.
- Professional development — The degree to which employees feel the organization invests in their growth and career advancement.
- Psychological safety — The degree to which employees feel safe to speak up, share ideas, and take risks without fear of negative consequences.
- Purpose — The degree to which employees feel connected to the organization's mission and believe their work contributes to it.
- Rest — The degree to which employees feel they have adequate time and space to recover from the demands of their work.
- Role clarity — The degree to which employees understand their responsibilities, performance expectations, and how their role contributes to team goals.
- Shared values — The degree to which employees feel that the organization's stated values align with how it actually operates.
- Utilization — The degree to which employees feel their skills and strengths are being put to good use in their role.
Common Misunderstanding
Driver scores reflect employee perception, not an objective measure of workplace conditions. Two employees in the same team can score the same driver differently.