One of the factors that can enhance the employee’s commitment to an organisation is a clear
vision & mission. A unique and relevant vision on the future, as well as a mission statement ‘that has teeth’, can contribute considerably to employee engagement, provided employees are familiar with this. The Brand-Engagement Monitor measures employee perception of the vision and mission. In addition, this section of the monitor establishes in how far organisations have four essential basic competences: innovation, process power, positioning power and partnership power.
A brand – or brand identity - can indisputably affect employee engagement. The Brand-Engagement Monitor ascertains to what degree employees are familiar with the brand values, whether they agree with these values, whether they can incorporate them in their everyday activities and whether they are sufficiently distinctive and relevant for clients.
Employee commitment is partly determined by the level of job satisfaction employees derive from their daily work. Questions in this section of the Brand-Engagement Monitor target, among other matters, the degree of difficulty of the work, stress levels perceived, and whether employees feel they can work independently.
In addition to the work itself, the Brand-Engagement Monitor deals exhaustively with the impact of the work environment on employee engagement. Two aspects are relevant for this factor: the ‘software’ (such as the in-company culture) and the ‘hardware’ (the building in which employees work and the available equipment).
The expected development of the organisation may greatly influence its employees’ involvement. Next to addressing the future development of the organisation, this part of the monitor also asks questions on the organisation’s current reputation.
Finally, the Brand-Engagement Monitor asks employees about their expectations regarding their personal development within the organisation. This expected career path can greatly affect employee engagement.
