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 following are the 17 drivers and the corresponding statements used to measure each one.
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Autonomy — The degree to which an employee feels empowered to accomplish their work without constant oversight.
◦ I can make meaningful decisions about how I do my job.
◦ I have freedom to do my job in the best way I see fit.
◦ I am not micro-managed at my job. -
Capacity — The degree of psychological availability an employee has to perform in their role, including cognitive and emotional bandwidth.
◦ I am confident in my ability to handle competing demands at work.
◦ I am confident in my ability to deal with problems that come up at work.
◦ I am confident in my ability to think clearly at work. -
Coworker relationships — The overall level of coworker cohesion, mutual respect, and trust among employees who work closely together.
◦ My coworkers value my input.
◦ I trust my coworkers.
◦ My coworkers and I have mutual respect for one another. -
Fairness — The employee's perception of how fairly the organization distributes rewards and makes decisions about people.
◦ Decisions here about people are made using a fair process
◦ I feel the rewards I get are equitable given the work I do.
◦ Overall I feel this organization is just and fair in the way it treats and rewards employees. -
Feedback — The degree to which employees receive timely, useful input on their work that supports their performance and growth.
◦ I get sufficient feedback about how well I am doing.
◦ I get feedback that is constructive.
◦ I receive feedback on a regular basis. -
Goal support — The degree to which employees feel supported by their manager and organization in achieving their goals.
◦ There is a great support system at this organization that helps me achieve my work goals.
◦ My organization helps to limit the number of distractions that keep me from achieving my goals.
◦ My organization provides me with what I need to help achieve my goals. -
Leader availability — The degree to which employees perceive senior leaders as accessible and present.
◦ The leaders of this organization are often connecting with people at work.
◦ The leaders of this organization make themselves available to the employees.
◦ The leaders of this organization can be easily reached by the employees. -
Leader integrity — The degree to which employees trust that senior leaders act with honesty and follow through on commitments.
◦ The leaders in this organization follow through with what they say they are going to do.
◦ The leaders in this organization are reliable.
◦ I can depend on the leaders of this organization. -
Manager — The overall quality of the relationship and interactions between an employee and their direct manager.
◦ My manager treats me fairly in the way they interact with me.
◦ My manager helps me develop confidence in my own ability to do my job well. -
Meaning — The degree to which employees find their individual work personally meaningful and worthwhile.
◦ My job activities are personally meaningful to me.
◦ I feel that the work I do on my job is valuable.
◦ The work I do on this job is very important to me. -
Professional development — The degree to which employees feel the organization invests in their growth and career advancement.
◦ I am encouraged to expand my skills and abilities.
◦ There is someone at work who encourages my professional development.
◦ I have opportunities to increase my influence in the organization. -
Psychological safety — The degree to which employees feel safe to speak up, share ideas, and take risks without fear of negative consequences.
◦ I am not afraid to be myself at work.
◦ I do not sense any kind of threatening environment at work.
◦ I am free to express my opinions at work. -
Purpose — The degree to which employees feel connected to the organization's mission and believe their work contributes to it.
◦ I know why this organization exists.
◦ I feel a shared sense of purpose with my work group.
◦ I have a good idea of what this organization is trying to accomplish. -
Rest — The degree to which employees feel they have adequate time and space to recover from the demands of their work.
◦ I feel like I can take personal time off when I need it.
◦ I feel like I can take a vacation when I need it. -
Role clarity — The degree to which employees understand their responsibilities, performance expectations, and how their role contributes to team goals.
◦ I understand how my role fits into the purpose of the organization.
◦ There is a clear link between what I do and organizational objectives.
◦ Overall, I have a good understanding of what I am supposed to be doing in my job. -
Shared values — The degree to which employees feel that the organization's stated values align with how it actually operates.
◦ The people who work here share common work values.
◦ I have shared work values with my coworkers. -
Utilization — The degree to which employees feel their skills and strengths are being put to good use in their role.
◦ My job makes good use of my skills and abilities.
◦ My job challenges me in a positive way
◦ My skills are being utilized to their fullest potential.
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.