Discover the six Universal Priorities that drive employee engagement. Create an enriching and motivating workplace that stimulates exceptional efforts and heightened loyalty. Addressing the human side of the organization is key to achieving top performance. Organizational that live by these six Universal Priorities create cultures of excellence. The six Universal Priorities that promote employee engagement are Fit, Trust, Caring, Communication, Achievement, and Ownership. Go to www.SheilaMargolis.com to learn more about employee engagement.

1. Engage…Retain…Prosper
Six Ways to Drive Employee Engagement
in Your Organization
Sheila L. Margolis, PhD
©2014 by Sheila L. Margolis

2. Businesses need productive workers
People want meaningful work in a
satisfying work environment

3. Engaged Employees Are
Committed to the Organization
and
Willing to Put Forth Extra Effort to
Deliver Superior Performance

4. Engagement Is the Key to Unlocking
Optimal Performance

5. Engaged Workers Produce
Amazing Results!

6. How Engaged Are Your Employees?
COMMITMENT
PRIDE
HAPPINESS
HARDWORKING

7. What Can You Do
to Improve
Employee Engagement?

8. Consider Pay First

9. Pay Is a Threshold Motivator
Engagement efforts will not be successful
if pay is an issue for employees

10. For Pay to Not Be an Engagement Issue…
1. Pay must be ADEQUATE
2. Pay must be FAIR—both internally—
in similar positions within the
company—and externally—
compared to other similar
organizations

11. If pay is not an issue,
think through these
six Universal Priorities
to improve engagement in your
organization…
6

12. Six Priorities to Drive
Employee Engagement
1. FIT
6. OWNERSHIP
5. ACHIEVEMENT
2. TRUST
3. CARING
4. COMMUNICATION

13. Let’s Begin with the Priority of
FIT
1

14. Engaged Workers Are a FIT with the
Organization and their Job
Do I fit?
FIT

15. To Be a Fit,
the Purpose of the Organization
and
the Work the Individual Does
Must Feel Meaningful

16. Engaged Workers Feel They Are Making a
Meaningful Contribution through Work

17. To Be a Fit, There Must Be Harmony
Are My Values in Harmony with the
Organization’s Core Values?
Is the Work I Do in Harmony with my
Interests, Skills, and Abilities?

18. Be Sure the Employee’s Values Are
Aligned with the Organization’s Values

19. Be Sure Employees Are Doing the
Right Work

20. Work Must Fit One’s Skills, Interests, and
Abilities and Be Challenging

21. Now Complete Part 1
of the
Employee Engagement Audit
to Assess the Drivers of Engagement

22. Employee Engagement Audit
Driver #1: FIT—Do I fit?
Circle Your Response
1. The purpose of my organization is
meaningful to me.
Not 1 2 3 4 5 Very
At All
Much
2. I feel like I make a meaningful contribution
through my activities at work.
Not 1 2 3 4 5 Very
At All
Much
3. The values of my organization are aligned
with my values.
Not 1 2 3 4 5 Very
At All
Much
4. My skills, interests and abilities are a match
with my job.
Not 1 2 3 4 5 Very
At All
Much
Meaningfulness & Harmony

23. Next, Is the Priority of
TRUST
2

24. Engaged Workers TRUST their Leaders
on All Levels
Do I fit?
Do I trust
them?
TRUST

25. To Promote Trust,
Leaders Must Demonstrate
Integrity & Honesty,
Fairness & Consistency,
and
Competence

26. Do Workers Trust and Respect their
Leaders?

27. Are Leaders Honest, with Integrity?

28. Are Leaders Fair and Consistent?

29. Are Leaders Competent?

30. Now Complete Part 2
of the
Employee Engagement Audit
to Assess the Drivers of Engagement

31. Employee Engagement Audit
Driver #2: TRUST—Do I trust them?
Circle Your Response
5. My senior leaders are honest.
Not 1 2 3 4 5 Very
At All
Much
6. My immediate supervisor is honest.
Not 1 2 3 4 5 Very
At All
Much
7. My senior leaders are fair.
Not 1 2 3 4 5 Very
At All
Much
8. My immediate supervisor is fair.
Not 1 2 3 4 5 Very
At All
Much
9. My senior leaders are competent.
Not 1 2 3 4 5 Very
At All
Much
10. My immediate supervisor is competent.
Not 1 2 3 4 5 Very
At All
Much
Integrity & Honesty, Fairness & Consistency, Competence

32. Next, Is the Priority of
CARING
3

33. Engaged Workers Have a
Caring Workplace
Do I fit?
Do I trust
them?
CARING
Do
they care
about
me?

34. In Caring Organizations,
Relationships Matter.
Employees Feel
Kindness, Support,
Camaraderie, and a
Sense of Belonging

35. Does Work Feel Like Family?

36. Do You Have Friends at Work?

37. Do Senior Leaders Care?
Engagement Must Flow Downhill

38. Are Managers Supportive?

39. Do Managers Provide Employees the
Resources to Do Their Jobs Well?

40. Do You Feel Camaraderie at Work?

41. Now Complete Part 3
of the
Employee Engagement Audit
to Assess the Drivers of Engagement

42. Employee Engagement Audit
Driver #3: CARING—Do they care about me?
Circle Your Response
11. Senior leaders care about me.
Not 1 2 3 4 5 Very
At All
Much
12. My immediate supervisor cares about me.
Not 1 2 3 4 5 Very
At All
Much
13. I have the materials and equipment I need
to do my job right.
Not 1 2 3 4 5 Very
At All
Much
14. I care about the people I work with.
Not 1 2 3 4 5 Very
At All
Much
15. I have friends at work.
Not 1 2 3 4 5 Very
At All
Much
Relationships, Kindness, Support, Camaraderie &
Belonging,

43. Next, Is the Priority of
COMMUNICATION
4

44. Communication Is Critical to
Engaging Employees
Do I fit?
Do I trust
them?
Do they care
about me?
COMMUNICATION
Am I
informed
& do they
listen?

45. To Promote Communication,
Organizations Value
Certainty,
Transparency, and
Openness

46. Communication Drives Satisfaction which
Drives Engagement

47. Communication Lowers Uncertainty—
Uncertainty Can Paralyze an Organization

48. Create a Plan for Sharing Information
Daily
Annually
Weekly
Ongoing
Every 6
months
Monthly
Quarterly

49. Be Sure Information Flows in
All Directions
Top/Down
Bottom/Up
Laterally

50. Be Sure to Listen to Employees

51. Now Complete Part 4
of the
Employee Engagement Audit
to Assess the Drivers of Engagement

52. Employee Engagement Audit
Driver #4: Communication—Am I informed & do
they listen?
Circle Your Response
16. Information about the organization is
freely shared.
Not 1 2 3 4 5 Very
At All
Much
17. I know what is expected of me at work.
Not 1 2 3 4 5 Very
At All
Much
18. My manager listens to me.
Not 1 2 3 4 5 Very
At All
Much
19. My opinions seem to count.
Not 1 2 3 4 5 Very
At All
Much
Certainty, Transparency, Openness

53. Next, Is the Priority of
ACHIEVEMENT
5

54. Engaged Employees Learn, Grow, Achieve
Do I fit?
Do I trust
them?
ACHIEVEMENT
Do they care
about me?
Am I
developing
and
achieving?
Am I
informed
& do they
listen?

55. To Promote Achievement,
Organizations Encourage
Feedback,
Learning & Development,
Recognition, and
Progress

56. Do I Receive Feedback?

57. Do I Have the Opportunity to
Learn and Grow?

58. Do They Recognize My Efforts and
Accomplishments?

59. Am I Making Progress in Meaningful
Work?

60. Now Complete Part 5
of the
Employee Engagement Audit
to Assess the Drivers of Engagement

61. Employee Engagement Audit
Driver #5: ACHIEVEMENT—Am I developing and
achieving?
Circle Your Response
20. I receive feedback on my
performance.
Not 1 2 3 4 5 Very
At All
Much
21. I receive valuable training &
development opportunities.
Not 1 2 3 4 5 Very
At All
Much
22. There is someone at work who
encourages my development.
Not 1 2 3 4 5 Very
At All
Much
23. I get recognition or praise for doing
good work.
Not 1 2 3 4 5 Very
At All
Much
24. I see the progress I make toward
achieving goals that matter to me.
Not 1 2 3 4 5 Very
At All
Much
Feedback, Learning & Development, Recognition, Progress

62. Next, Is the Priority of
OWNERSHIP
6

63. Engaged Employees Feel Ownership
Do I fit?
Do I trust
them?
Do I
feel like
Do they care
OWNERSHIPme?
an
about
owner?
Am I
developing
&
achieving?
Am I
informed
& do they
listen?

64. To Promote Ownership,
Organizations Support
Autonomy,
Flexibility,
Participation & Involvement,
and
Responsibility

65. People Support What They Help Create
Autonomy,
Involvement, & Promote
Responsibility
Ownership

66. Engaged Workers Have
Flexibility and Autonomy

67. Engaged Workers Are Involved in
Decision Making

68. Now Complete Part 6
of the
Employee Engagement Audit
to Assess the Drivers of Engagement

69. Employee Engagement Audit
Driver #6: OWNERSHIP—Do I feel like an owner?
Circle Your Response
25. I have autonomy in my job.
Not 1 2 3 4 5 Very
At All
Much
26. I have flexibility in how I achieve my
goals.
Not 1 2 3 4 5 Very
At All
Much
27. I am included in decision making
that impacts me.
Not 1 2 3 4 5 Very
At All
Much
28. I am given substantial responsibility.
Not 1 2 3 4 5 Very
At All
Much
Autonomy, Flexibility, Participation & Involvement,
Responsibility

70. Engagement Is the Responsibility of
Everyone

71. Find Ways to Engage Each Individual
You Manage!

72. Do Your Best to Work in an Organization
Where You Will Feel Engaged
I
my company & my job

73. Remember the Six Universal Priorities that
Drive Employee Engagement
1. FIT
Do I fit?
Do I feel
6. OWNERSHIP like an
owner?
Am I
developing &
achieving?
5. ACHIEVEMENT
Do I trust
them?
2. TRUST
Do they
care about 3. CARING
me?
Am I
informed
& do they
listen?
4. COMMUNICATION

74. Engaged workers have a profound impact
on your organization’s success!

75. Engage…Retain…Prosper
www.SheilaMargolis.com