Engagement
Are people showing up for the work, or just showing up?
What it measures
Whether your team feels motivated, heard, and connected to outcomes. Measured via pulse surveys, 1-on-1 frequency, recognition, and feedback channels.
Why it matters
Disengaged people do the minimum and leave on short notice. Engaged people catch problems, volunteer ideas, and stay through rough patches.
What good looks like
- Regular anonymous pulse surveys with visible follow-up
- 1-on-1s happen on schedule, not just when there's a problem
- Recognition is timely, specific, and tied to behaviours you want
- Safe channels exist for bad news to travel up
How it evolves across levels
- L1 Foundation
Engagement is asked about, at least informally.
- L2 Structure
Pulse surveys run on a cadence; results are shared.
- L3 Performance
Managers act on survey results; turnover starts dropping.
- L4 Excellence
Engagement scores are durable across reorgs and growth.
- L5 Mastery
People in the company refer others; hiring becomes easier.