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The PEARL™ Engagement Model

New and improved with the most up to date thinking

Introduction

What is employee engagement and how do we improve it? It’s the million dollar question everyone wants to answer.

People Insight have undertaken a comprehensive study to define a new model of engagement, with the organisational factors that are instrumental in influencing it.

Combining occupational psychology and business experience, extensive literature review and statistical analysis of over 20 million data points, we have developed “PEARL™”.

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Integrity Community Resources Mastery Wellbeing Recognition Growth Senior Leaders Line Managers Alignment Purpose Enablement Autonomy Reward Leadership Engagement & Business Outcomes PurposeWhat the organisation stands for and where it is going. EnablementWhat the conditions are that enable the individual to do their job well. AutonomyThe influence over positive work and health circumstances. RewardThe intrinsic and extrinsic rewards for workplace efforts. LeadershipThe leaders who listen, support, and enable positive change. Alignment Integrity Community Resources Mastery Wellbeing Recognition Growth Senior Leaders Line Managers AlignmentUnderstanding organisational aims and goals and where you fit.Example Question:I have a good understanding of our company values. IntegrityFairness, quality services, and organisational values.Example Question:I believe that Company X is an ethical organisation. CommunityA supportive environment, and good vertical and horizontal communication.Example Question:People in my immediate team work well together. ResourcesEquipment, resources, and job training.Example Question:I have received the training and development I need to do my job. MasteryFreedom over work activities and employee voice.Example Question:My opinion is sought on decisions that affect my work. WellbeingWork/life balance, workload management, health & wellbeing.Example Question:My workload is reasonable. GrowthPersonal fulfilment and career development (intrinsic reward).Example Question:I am encouraged to identify my own learning and development needs. RecognitionPay & benefits, feeling valued and praised (extrinsic reward).Example Question:I feel valued and recognised for the work that I do. Senior LeadersSenior leaders provide vision, listen, and act.Example Question:Senior managers make the effort to listen to staff. Line ManagersLine manager support, feedback, and coaching.Example Question:My line manager takes time to coach me and develop my skills. Engagement & Business Outcomes Purpose Enablement Autonomy Reward Leadership 80% 80% 70% 60% 64%

THE 'PEARL' STRUCTURE

Here's how the model works...

Scroll through these slides or click 'Next' to learn more about our model.

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For full details of the PEARL model, download
the whitepaper here.

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THE PEARL™ MODEL

5 Global Factors

We started by representing the organisational characteristics that drive employee engagement and other business outcomes into 5 global factors.

Hover over each global factor to read its description.

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THE PEARL™ MODEL

Key factors & Questions

Each of these are underpinned by 2 key factors with 3 questions each, resulting in 30 core, actionable employee engagement drivers.

Hover over each key factor to read its description.

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THE PEARL™ MODEL

All about engagement

These, added to our 5 key indicators of engagement form a comprehensive, actionable, and lean model of engagement. In our view, this best represents the items that are shown to predict outcomes in organisations across private, public and not-for-profit sectors.

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THE 'PEARL' STRUCTURE

Your organisation score visualised

After we have completed your employee survey, this is how your results will be displayed.

For full details of the PEARL model, download the whitepaper here.

Download

Wellbeing and Resilience

Our employee surveys can be enhanced with additional wellbeing measures such as burnout, stress, and general mental/physical health. This can highlight areas of risk for sickness absence, turnover, and performance issues.

Furthermore, we offer a combination of resilience assessments and training workshops, to help employees understand their levels of resilience and give them techniques to boost it, reducing risks of burnout and other stress-related issues.

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