The term engagement refers to an “individual’s involvement and satisfaction with as well as enthusiasm for work” (Harter, Schmidt, & Hayes, 2002, p. 269). Built on the work of Kahn (1990), engagement describes the intimate involvement with and framework of the work experience.
When employees are engaged, they are emotionally connected to others and cognitively vigilant to the direction of the team (Harter et al., 2002). Engagement occurs when employees know what to expect, have the resources to complete their work, participate in opportunities for growth and feedback, and feel that they contribute significantly to the organization. Although engaged employees have consistently shown to be more productive, profitable, safer, healthier, and less likely to leave their employer (Fleming & Asplund, 2007; Wagner & Harter, 2006), only 30% of the global workforce is estimated to be engaged (Buckingham & Coffman, 1999; Harter et al., 2002; Saks, 2006; Wagner & Harter, 2006);
IN-X analyse the passions, motivation drive and expectations of the individual. It reveals where your organization is thriving and struggling, what keeps your employees engaged and motivated, and how to minimize turnover with employee engagement data and analytics. Our flagship assessment from IN-X psychometric provide the following benefits: