Employee Engagement is a measure of how passionately employees feel about their jobs and workplaces.  With over 20 years of extensive research on Employee Engagement the Gallup organization states that “A highly engaged workforce means the difference between a company that outperforms its competitors and one that fails to grow.”  Workplaces with more engaged employees produce better business outcomes including employee retention, customer satisfaction, productivity and profitability.


While Employee Engagement can appear vague and mysterious, when viewed through the lens of four levels of workplace needs and the essential questions all employees are asking, leaders and managers can better understand how to drive engagement through implementing EOS®.  This is the first in a series of four blog posts:

  • Part I: Basic Needs – What do I get?
  • Part II: Individual Needs – What do I give?
  • Part III: Teamwork Needs – Do I belong here?
  • Part IV: Growth Needs – How can I grow?



Part I: Basic Needs – What do I get?

The most basic level of needs employees have revolve around role expectations and having the right tools for their job.


Engagement Driver #1: Clear role expectations

There is nothing more frustrating for an employee than unclear or constantly changing expectations.  Managers need to set and communicate clear and consistent expectations that objectively define success, while giving employees the freedom and flexibility to achieve those goals.


EOS® Tools/Disciplines:

  • Accountability Chart: Defines the 5 roles & responsibilities each seat is responsible for.
  • Measurable: The one metric that objectively measures success for each seat.



Engagement Driver #2: The right tools & processes

Having been hired to achieve specific outcomes, Gallup’s research finds that employees need to have the materials and equipment to achieve those outcomes.  While processes are not explicitly included in the Gallup question on this driver, having clear and consistent processes are also vital to providing employees with all of the necessary tools for job success.


EOS® Tools/Disciplines:

  • Issues Solving Track™: Every employee should be in a weekly Level 10 meeting either company-wide leadership team or at the departmental level, during which a Scorecard is reviewed. If company-wide or departmental weekly scorecard numbers are not being met due to a lack of materials, equipment or processes, this should be identified in the IDS™ section of the meeting.
  • Organizational Checkup™: When the entire company takes the Organizational Checkup™ and the scores for the Process Component are low, supervisors realize effort needs to be spent on improving the documentation of Core Processes which outline how employees are to perform the repeatable aspects of their work.



So What?

  • How well are you providing your employees with the basic needs surrounding role clarity and the tools, equipment and processes needed to do their assigned role?


Next Steps


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