The science behind Simployer &frankly
Back what you do for engagement with leading research.
Simployer &frankly is developed based on leading research
Over the years, a lot of research has been done on engagement and motivation in the workplace. At & frankly, we are passionate about commitment and have read most of what's out there on the topic. We've put together a brief summary of the research out there, so you don't have to read everything yourself.
Gallup
Gallup has conducted a global meta-analysis based on nearly two million individuals. They identified strong correlations between the factors below and higher productivity, stronger business results, and lower staff turnover.
Basic needs: Practical conditions and clear expectations
Support from the manager: Confirmation, encouragement, and support in my development
Teamwork: Social security and a clear purpose that we work towards together
Development: Opportunity to develop
Bersin by Deloitte
Deloitte is a heavy voice in the field of engagement. They summed up their insights after studying 11,000 respondents in a model they call "Simply Irresistible Organization". Their insights include the components below:
- A meaningful job
- Clear and transparent goals
- A positive, inclusive and humane work environment
- Opportunities to develop and a culture that supports it
- Transparent and inspiring leadership as well as trust in cross-functional cooperation and good dialogue
William Kahn
The American professor William Kahn was one of the first to study the emotional aspect of working. He highlighted three areas that make working more than "ok".
Meaning: that one makes an important contribution for a relevant purpose
Security: that one has confidence and support from colleagues
Ability: that one has good physical and mental conditions to work
Frederick Herzberg
In 1959, American psychologist Frederick Herzberg launched the "two-factor theory" also known as "Herzberg's motivational theory". The theory has since been referred to diligently. Broadly speaking, it is based on two sets of factors that affect employees:
Motivational factors: engaging tasks, appreciation, own responsibility, opportunity for development
Hygiene factors: salary, job security, work environment
Our engagement model ties it all together
As you probably noticed, there is a clear red thread in the examples we highlighted here. It felt like a natural process when we, together with senior HR experts, summed up the research and studies that are considered to have the highest legitimacy. You can feel confident that our model captures the aspects that are relevant to increase engagement at work. We also ensured that our model is:
Simple: The model should be easy to use in practice.
Flexible: People and organizations have different challenges, therefore it should be easy to go in-depth in the area where you need the most support.
Relevant: The model should be able to be applied to both individual teams and larger organizations and feel relevant regardless of how the business looks.
Simployer &frankly's engagement model
Our model is based on the 7 most important drivers that affect employee engagement according to leading research.
