Levels of Employee Engagement
When it comes to employee engagement, there are five distinct levels. Each level builds on the previous one and represents a different level of commitment from your employees.
This is your guide to the levels of employee engagement and tactics you can use to raise your team's engagement level.
In this guide, you'll learn about the five levels of employee engagement and find resources you can use to raise your team's level of engagement.
The first step in improving employee engagement is understanding what it is. Employee engagement can be defined as "the degree to which an employee identifies with the organisation and its goals, values, expectations and behaviour."
It's important because it has a huge impact on how productive your team members are, so it's crucial that you keep them engaged.
If you want to boost your company culture, start by identifying which level your employees are at now.
2. Mildly engaged
At this stage, staff have a good relationship with your organisation.
Even though they hold positive opinions they’re not equally enthusiastic about meeting company objectives. They’re comfortable with where they’re currently at and satisfied with how things are going.
● They’re not super interested in what they do
● They don't really care about the company
● These employees are less likely to take on new challenges
3. Somewhat engaged
Somewhat engaged professionals have little interest in their workplace. That said, they’re not as willing to go the extra mile as a strongly and mildly engaged employees would. They do what’s expected of them without pushing themselves every so often. Many people who work at this level will disengage over time as well if they don't feel like their needs are being met by staying at this level.
● They’re not committed to work to a high standard
● They usually only do the minimum work that’s required
The best way to keep your somewhat engaged employees is to understand how to engage them more. This is where reading on building a culture of feedback can become handy. Here's our feedback guide for you to get kickstarted.
4. Not engaged
These workers don’t participate or contribute much unless it’s absolutely necessary. These employees might just be going through the motions to get a pay check.
With these colleagues, there’s no passion or motivation to put the effort in. They’re not emotionally invested to do their best. So, it’s not uncommon to see them underperforming and behind schedule.
Nevertheless, this doesn’t mean you can’t motivate an unmotivated employee.
Understanding and measuring employee engagement can be a challenge, and with this in mind, we listed the most common misconceptions of employee engagement here.
5. Disengaged
Disengaged employees hold negative views and sabotage the company culture. Disengaged employees are the group that most companies want to eliminate, but they're also the group with the highest potential for improvement.
At this point, they strongly dislike the job and organisation they work for. Since they’re not fulfilled or satisfied with how things are going, they likely have other plans in mind in terms of what to do with their careers.
Want to learn more on employee engagement? Read our complete guide on Employee Engagement.
When should you use a Focus Survey?
Focus Surveys are ideal when you need more than an indicator and are looking for deeper insight into the experience behind the numbers, like:
Follow up on major changes
Understand how employees are experiencing organizational changes, new initiatives or shifts in way of working.
Review projects and activities
Measure the experience after specific projects, events or other activities.
Gather targeted insights
Send surveys to specific teams, roles or business areas to go deeper into unique topics or challanges
Understand key employee moments
Explore different stages of the employee lifecycle to see how they influence engagement and overall experience.
Want to get even more out of your employee insights?
Fill out the form below and we’ll show you how combining pulse surveys with Focus Surveys can help you both track trends over time and deepen your understanding when it matters most.
