15Five’s Engage survey measures employee engagement across 17 drivers, using a total of 48 statements. Most drivers have 3 statements; Manager, Rest, and Shared Values each have 2.
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.
- Not all drivers have the same number of statements. Most have 3, but Manager, Rest, and Shared Values each have 2, for a total of 48 driver statements across all 17 drivers.