Employee Engagement
Happy and committed employees come up with more ideas and invest more time and energy in the company. This creates competitiveness and results. The model behind the European Employee Index® (EEI) provides the answer to what it means to be ‘satisfied’ and ‘committed’.
EEI is a survey of employee engagement conducted in 20 countries worldwide. The survey contributes to greater understanding of how competent labour can be attracted and retained. Armed with this knowledge, companies are better geared in the competition for labour, and have a greater possibility of achieving competitive and economic advantages through more motivated and committed employees.
The employees’ job satisfaction and loyalty are the result of a number of factors related to the employees’ perception of the job and the workplace. In the EEI model, these factors have been gathered into seven dimensions, which have been defined on the basis of more than ten years of extensive surveys and a very solid theoretical foundation. The action parameters are the ‘levers’ that the company and the individual manager can ‘pull’ in order to improve job satisfaction and loyalty.
Action-oriented survey
Companies that want an action-oriented survey of their employees’ satisfaction, motivation and loyalty can use the concept behind the EEI model for internal surveys in the company. Such a survey also enables the company to carry out benchmarking across different countries, sectors etc.
EEI is conducted once a year in Denmark, Norway, Sweden, Finland and sixteen other countries. More countries will be included in the coming years.
Explanation of the model’s result parameters
Satisfaction
Satisfaction may also arise outside working hours and reflects a sense of attachment to the job itself and to the organisation. Satisfaction most often arises in that employees compare their notions of a good working life with the situation they have achieved in their present job. Satisfaction represents a high degree of settledness about the job and is closely related to the degree of faithfulness that the employees exhibit.
Motivation
Motivation is primarily created during working hours and expresses the feelings that employees attach to or experience when performing their job. Motivation represents a more fleeting settledness than satisfaction and may therefore vary from day to day or from task to task.
Faithfulness
Faithfulness represents a behaviour that is primarily displayed outside the organisation. Faithfulness represents the highest degree of settledness that employees can have about their place of work.
Commitment
Commitment is primarily displayed on the job and constitutes the efforts that employees make over and above the formal requirements or expectations that the organisation may have for the performance of the work tasks. Commitment may vary – also in the short term.
The EEI model operates with seven action parameters, which have been developed and refined through ten years of working with the model. Here, you can read what we mean when we use the individual terms as headlines for the categories.
Reputation
Reputation is the employees’ perception of the general knowledge of the organisation and how this is perceived externally, both as a workplace, as a player in society and in relation to the products that the organisation delivers.
Senior management
Senior management is the perception of the general direction of the organisation and the people in charge.
Immediate superior
Immediate superior is the quality of the management and support offered by formal immediate superiors as perceived by the individual employee in the daily work and which is reflected in an assessment of the qualifications of these superiors.
Cooperation
Cooperation is the quality of the interaction between people in the organisation – in relation to the performance of a specific task, the general sense of community and atmosphere as well as the social interaction with colleagues both in and outside the workplace.
Daily work
Daily work is the employees’ general perception of the specific content of their daily activities in the workplace and the working conditions related to the performance of these activities.
Total remuneration
Total remuneration is the employees’ perception of all the elements involved in the compensation that they receive for performing their job.
Development
Development is the employees’ perception of the individual acquisition of competences (both professional and personal) which takes place in connection with the employment in the company. Competences can be acquired in connection with formal education, courses, on-the-job training, everyday challenges and feedback from managers.