The Employee Engagement Index

Employee Engagement Through Reward and Recognition

People change jobs and organisations with increasing regularity in order to satisfy their needs, so if you want to keep your best talent and make your organisation a great place to work, then you need to improve your employee engagement at every level.

HR professionals are crucial to achieving an engaged workforce, and understanding motivation theory can help you meet the needs of your organisation and employees.


Download our whitepaperWant to know more about the psychology behind employee engagement? Download our whitepaper.


How Maslow’s Hierarchy of Needs influences employee engagement

Maslow’s Hierarchy of Needs is the idea that we need to satisfy our basic needs before we satisfy our personal growth and development needs. The same theory can be applied to organisations and how they engage with their staff, as our Employee Engagement Index shows:Employee Journey FINAL-page-001



Organisations need to meet their employees’ basic needs for a safe and comfortable working environment, a job description and the tools to do their job. Once these are satisfied then employers need to focus on the developing reward and recognition schemes, a comprehensive staff benefits package, and training and development to help employees reach their full potential.



How to use our Employee Engagement Index

Our Employee Engagement Index helps you create a template to help ensure your employee engagement is as relevant as possible.

1.Make a list of Maslow’s Hierarchy of Needs

  • Physiological
  • Safety
  • Social
  • Esteem
  • Self-actualisation

2. Map out how your organisation currently meets those needs, for example:

  • Physiological – kitchen area, water fountains, air conditioning
  • Safety – health and safety, rest periods, job descriptions
  • Social – team activities outside work, manager-employee working relationships, encourage participation
  • Esteem – reward and recognition, incentives
  • Self-actualisation – training and development

3. Identify the areas where you could improve your offering.

For example: If your peer to peer recognition programme is not getting the focus you’d hope, can you create a targeted comms plan to send out to your employees to help re-engage them?

  • Raise Employee Engagement BarYour employees journey with a company starts from the moment they engage with your organisation – this could be visiting your website or answering a job advert.
  • We are all individuals and we have different levels of engagement based on our different needs – the key is to recognise these differences.
  • Match your individual employees’ needs to what your organisation offers – and look for the gaps you need to address.


AccessEmployee Engagement Calculator


Helping you to engage employees

If you would like to know more about what do and how we could help you build stronger relationships with your employees, please complete the form below, or call 0845 050 9532.
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