The 9 intuo Engagement Drivers

Florence Dobbenie

Customer Success at intuo

When you're going into a job interview, one of the questions they always ask is the following: 'Why do you want to work at our company?'. A legit question of course; it challenges your interest and engagement in and with that company. But then once you're hired, do you ever ask yourself that same question again?

Basically, every company has its own system in place to get a view on employees' engagement levels, be it in the form of a huge annual survey or via the intuo way, by means of small, frequent engagement pulses. With intuo, we focus on a number of drivers that map out the engagement levels within your company. Below you can find those nine engagement drivers with relevant actions you can undertake as a team, but also as a whole company!


  1. Ambassadorship
  2. Recognition
  3. Personal Growth
  4. Satisfaction
  5. Relationship with colleagues
  6. Relationship with managers
  7. Wellness
  8. Happiness
  9. Company knowledge


Ambassadorship shows how proud an employee is that he/she can work for the company. As an employee, you appreciate what the company stands for and you even tell about the core values of the company in your spare time to friends. 

Actions on a company level: 

  • Assign ambassadors (actually give them that title) and let them share stories internally (via newsletter, slack channel, …). Be sure to give them actual responsibility: be it writing some blogs, actively recruit at events or upselling your services to the customer.
  • Do something in co-creation with the employees. Ask them for their input how you could succeed in your company mission. It's good for innovation, and it's good for pride.
  • Create a community.


Actions on a team level:

  • Create transparency on how your team efforts are contributing to the company’s purpose & goals. Answer the why question for your team members.
  • Organise a feedback session where people can come up with ideas to help your team & company’s mission. Co-creation is key if you want people to be proud.


Recognition is the communication between employees/managers who reward each other for reaching specific goals or gaining high-quality results in the workplace. Recognising or honoring employees for this level of service is meant to encourage repeat actions.

Actions on a company level:

  • Have a performance management process that coaches instead of evaluate. Multiple moments per year to discuss a team member’s effectiveness and motivation can do wonders for your culture. That moment should have the perspective of helping, not judging.
  • In general, you should think about all of your structures, systems, and people and wonder who/what is going to be helping your strategy and who/what will be blocking. Act accordingly by training people, changing structures and updating systems or processes that cannot live up to your future vision.
  • Remove all barriers to give recognition. Implement a feedback tool, create awareness around being positive towards colleagues, have workshops with specialised partners that can teach your teams how to give recognition.

Actions on a team level:

  • Give your team members the freedom to own their own projects. It is empowering to feel a sense of pride when they do good work and take personal ownership of results.
  • Start building habits that revolve around saying thank you. Do a Friday evening thank you round with the team, write cards to thank people in the organisation (on their birthday for example), have a fun game of ‘high fives’ on your next Christmas party and urge people to do random acts of kindness (without expecting anything in return).

 Personal Growth

Personal development at the workplace includes developing talents and potential, building human capital, lifelong learning, ... All to improve the quality of (working)life and contribute to the realization of dreams and aspirations of an employee.

Actions on a company level: 

  • Provide people with sufficient career perspective. This doesn’t mean creating the typical junior-senior-manager-director career ladder. It can be done differently as well.
  • Record people’s wishes to follow specific training and follow-up! Provide enough in-company training, but ask them to suggest something and then see what’s in demand and how you could get that knowledge inside your company. There are even ways for employees to put part of their paycheck in extra education (through for example dOnus).
  • Create knowledge/expertise groups that get together regularly and share knowledge to each other. It could even be as simple as having a sort of book club where someone does a presentation of some business book. Go wild with this one.

Actions on a team level:

  • Before dividing new work or projects to people intuitively, actually, take the time to match people’s talents with the right tasks/responsibilities. Or even better, involve them when assigning new projects or work.
  • Give them a chance to build a network outside of the company. They will come back with new ideas, new skills, and new contacts to contribute more to the success of the company they work for.
  • Keep track of how people in your team want to grow. And don’t think you know, ask!


Employee satisfaction or job satisfaction is how content or satisfied employees are with their current function and with the company.

Actions on a company level:

  • Ease commuting stress by allowing remote work. Provide people with the right tools for remote work such as Slack and Trello.
  • Be fair to everyone! Be transparent about rewarding and compensation. Don’t work with forced rankings. People easily get the feeling of being treated unfairly. Don’t go around with a hidden bag of treasures for your high potentials only. People will pick that up really quickly.
  • Flexible work hours. Don’t require people to be in the office at 9 if they have no customer-facing responsibility at that point in time. Be sure that there’s enough trust in your organisation before you go there.

Actions on a team level:

  • Ask about working conditions and provide a line of communication for your team members to HR or whoever is in charge of formal working conditions.
  • Try getting to a level of trust where you don’t have to check up on the employee every 10 minutes when they work remotely. Start by trusting them a little more (give them the benefit of the doubt) and remove privileges when the trust was broken. Increasing trust is something that works in both ways, but one person has to start.

Relationship with colleagues 

A positive relationship with colleagues increases performance. How do colleagues come along? Are they friends? They appreciate each other and work well together? Can’t they stand each other?

Actions on a company level: 

  • Focus on similarities instead of differences. Talk about what differentiates you as a group from the rest of the world. Actively look for sameness inside of the company. Try building some fun around that.
  • Work on building a community (see ambassadorship).
  • Introduce gratitude into your company (see recognition).

Actions on a team level:

  • One of the best ways to build positive relationships is to make time to learn about people. The next time you are in a meeting, start with small talk. It might not seem like much, but it can actually help lighten up the tone and help you discover things that you have in common with your office mates.
  • Get people so far that they’re comfortable being honest with you by asking regular feedback. That way you’ll eventually get to know yourself by being confronted with positive and negative things. That will make you more effective at your job and more pleasant to work with.
  • Appreciate diversity. It is important to remember that everyone is different. Each person that you work with brings a different attribute to your workplace.

Relationship With Managers

Evaluate the relationship that employees have with their managers. How concerned is a manager with an employee? How does your manager behave towards you? A positive relationship with managers leads to better performance.

Actions on a company level:

  • Improve their maturity by buying some good training. Are they, on average, the command-&-control type then work on their ability to ask and give feedback or to coach effectively. They have to learn how to show some vulnerability towards team members. But don’t call it that, because that will scare every single one of them.
  • Have a 360-review where employees get to comment on their manager’s ability anonymously. Don’t just do it once, but do it regularly. That input should, in turn, be used to coach the manager, not to evaluate them.


 Actions on a team level:

  • Look, being a great manager actually boils down to gratitude (say thank you), curiosity (listen) and show real confidence (don’t be scared to ask feedback).
  • If you want, you can start with the basics. Get to know your team outside of work by going for lunch/dinner or even just drinks. Or step it up a little more by going off-site for fun activities.


Wellness is generally used to mean a healthy balance of the mind, body, and spirit that results in an overall feeling of well-being. Well-being can be defined as the condition of an individual or group, for example, their social, economic, psychological, spiritual or medical state.

Actions on a company level:

  • Organise company sport-activities: Make a walk or run during lunch, enrol for a sports event nearby, ping-pong tournaments, …
  • Buy an activity tracker and keep a company leaderboard.
  • Encourage people to move (standing desks, signs to encourage taking the stairs, …)

Actions on a team level:

  • When having a 1-on-1, do this during a walk.
  • Encourage your people to walk 5 minutes after an hour.


Happiness is a state of well-being defined by positive or pleasant emotions going from contentment to intense joy. Happiness leads to a positive work environment that provides motivation and wellness of individuals.

Actions on a company level:

  • It’s simpler than you think: Introduce gratitude into your culture. Gratitude and being thankful are the most powerful weapon in generating happiness, fostering creativity and reducing stress.

Actions on a team level:

  • Create a team (not just a group of people) and foster good relationships between colleagues. Harvard has proven (multiple times) that having good relationships and a sense of belonging are the most important drivers for happiness.
  • Start showing more gratitude towards team members. Show them appreciation often, not just once a year on the performance review.
  • Have weekly meetings to discuss good news. Most meetings go over what's missing or bad events – switch it up by holding meetings to share the positive news.

Company Knowledge

Company Involvement refers to the impact that an employee feels he/she has on the company's mission, vision, values, strategy, and goals.

Actions on a company level:

  • Storytelling is a very effective way (call it a ‘quick win’) to get more knowledge about your company and departments into other people’s heads. Preferably you create simple videos/photo-stories that walk others through a day in the life of an employee. Let the employees write/record it themselves.
  • Often when we ask a company’s management team if they can state the company’s vision/mission/values, they come up with a wide variety of answers. So the first thing you should do is make sure they are simple and agreed upon by everyone. Then, as a next step, make them easily accessible by repeating them as often as possible.
  • Create transparency on everyone’s (and every team’s) responsibilities. So people know what others are doing. Preferably you force people to get together during informal moments, even though they are not in the same department.

Actions on a team level:

  • Work on creating a team. Even if your team is working remotely, be sure that they feel like they belong to a team first and to the company second.
  • Make sure you know the purpose/mission/vision/values of your company. And make sure you fully understand (and agree perhaps).
  • Do a session on how your team could do out-of-the-box extras for the company purpose.
Now, what are you waiting for? Our engagement module is incredibly user-friendly and is set up in a jiffy. Give it a try so you can put these action points to practice!