Engagement & RetentionWeek 12 of 12
Performance Intelligence inspired by elite sports psychology.
Engagement is at an all-time low, and half of employees are looking to leave. This Programme helps you tackle the root causes of disengagement and churn, while boosting motivation and performance.
Engagement Overview
Motivation & Engagement Index (MEI)
The Motivation & Engagement Index measures the extent to which employees feel energised, committed, and supported in their work environment. It reflects how well their role meets personal and professional expectations, including financial security, psychological well-being, autonomy, and opportunities for growth. This category also considers how they perceive the quality of relationships with colleagues and leadership, work-life balance, and the ability to influence decisions. Higher scores indicate a workplace that fosters trust, purpose, and sustainable performance, while lower scores may signal risks such as disengagement, stress, or burnout.
MEI Performance Insight
Your MEI score of 3.9/5 places you in the "Good" performance band. Research shows organisations with MEI scores above 3.5 experience 31% lower turnover and 23% higher productivity. The weakest component is Autonomy, suggesting employees need more decision-making authority and flexibility. Improving autonomy scores by half a point could increase overall engagement by 6-8%.
Engagement Sub-Indices Breakdown
Detailed breakdown of factors driving the Motivation & Engagement Index (Scored out of 5)
Lowest score: Organisational Voice
This Sub-Index assesses the extent to which individuals feel included in workplace decisions, particularly during periods of change. It reflects whether employees are consulted, feel heard, and can openly communicate with leadership. Higher scores indicate stronger inclusion, trust, and psychological safety in the organisation.
Team Engagement Heatmap
Heatmap showing sub-index scores across departments (scores out of 5). MEI Score reflects overall Motivation & Engagement (MEI).
| Department | Quality & Output | Work Performance (PSWP) | Time Management | Change Management | Organisational Commitment | MEI Score |
|---|---|---|---|---|---|---|
| Engineering | 3.8 | 3.6 | 3.9 | 3.5 | 3.2 | 4.2 |
| Product | 3.9 | 3.1 | 3.7 | 4 | 3.6 | 4 |
| Marketing | 3.1 | 3.3 | 3.5 | 3.2 | 3 | 3.3 |
| HR | 3.2 | 3.8 | 3.1 | 3.5 | 3.9 | 3.9 |
| Finance | 4.1 | 3.2 | 3.6 | 2.5 | 3 | 3.4 |
| Customer Success | 3 | 3.1 | 3.2 | 3 | 2.7 | 3.7 |
| Sales | 3.6 | 3.1 | 3 | 2.6 | 2.3 | 3 |
| Operations | 2.6 | 3 | 3.1 | 2.8 | 2.5 | 2.9 |
| Warehouse | 2.8 | 2.1 | 2.4 | 1.9 | 2.2 | 2.1 |
| Organisation Avg | 3.3 | 3.2 | 3.3 | 3 | 2.9 | 3.5 |
Critical Team Alert: Operations & Warehouse
Operations (62% engagement, 22% turnover risk) and Warehouse (58% engagement, 26% turnover risk) require immediate intervention. Both teams show critically low scores in Growth Opportunities (2.8/5 and 2.6/5) and Manager Rating. Root cause analysis indicates lack of career progression, poor shift flexibility, and insufficient recognition. Recommend: implement skills development programmes, review shift patterns, and provide management training for warehouse supervisors.
Top Engagement Drivers
Root Causes showing strongest correlation with overall engagement and retention
Key Drivers - What Matters Most to Your People
Ranked by correlation strength with engagement and retention outcomes
Retention Risk Analysis
Retention Opportunity: Focus Your Efforts
You have 480 employees (24%) in the "Moderate Risk" category. These individuals are neutral but vulnerable - a small improvement in their experience could shift them to "Low Risk", while neglect pushes them toward departure. Analysis shows that improving career growth visibility and manager support for this cohort could prevent an estimated 86 departures over the next 12 months, saving approximately £2.1M in replacement costs.