Engagement Assessment
Assess the engagement level of team members to proactively support retention and growth.
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The engagement assessment helps you understand how connected and motivated team members are before disengagement becomes a problem. Managers and peers assess each person's level of engagement with their role, team, and organization.
The Question
"How would you rate [name]'s level of engagement?"
What to Consider
When assessing engagement, think about whether the person has:
- Shown enthusiasm and initiative in their role
- Been actively contributing to their team and organization
- Demonstrated commitment to their work and professional growth
- Maintained positive energy, motivation, and connection with colleagues
Response Options
| Score | Label | What It Means |
|---|---|---|
| 1 | Very Disengaged | Disconnected from work, immediate attention needed |
| 2 | Disengaged | Noticeable lack of motivation or involvement |
| 3 | Neutral | Neither clearly engaged nor disengaged |
| 4 | Engaged | Actively contributing and generally satisfied |
| 5 | Highly Engaged | Deeply invested, enthusiastic, and thriving |
Why This Matters
Understanding engagement levels helps organizations:
- Recognize and reinforce what's working for highly engaged employees
- Identify early signs of declining engagement before they escalate
- Allow time for meaningful intervention and support
- Build a culture of proactive people investment
Who Assesses
Both managers and peers can provide engagement assessments:
- Manager assessments come from direct supervisors who have regular 1:1s and visibility into engagement
- Peer assessments come from colleagues who may notice signals managers miss
The combined view weighs both perspectives for a more complete picture.
How It's Used
Employee Engagement Dashboard
Organization administrators see aggregated engagement levels across all members:
- Individual engagement levels combining manager and peer assessments
- Engagement trends over time (improving, stable, declining)
- Filters by engagement level (Very Disengaged, Disengaged, Neutral, Engaged, Highly Engaged)
- Unassessed members who need evaluation
Early Warning System
When multiple assessors flag someone with low engagement (Disengaged or Very Disengaged), leaders can:
- Have proactive conversations to understand concerns
- Address underlying issues affecting engagement
- Provide additional support or opportunities
- Plan targeted development or role adjustments
Best Practices
For Assessors
- Be honest - The value depends on accurate assessment
- Look for patterns - Single incidents matter less than trends
- Consider context - Temporary stress differs from sustained disengagement
- Update regularly - Engagement levels change over time
For Leaders
- Act on signals - Don't wait until someone resigns
- Don't investigate sources - Focus on addressing concerns, not identifying who flagged low engagement
- Create safety - Ensure people can raise concerns without fear
- Follow up - Check if interventions are working