Employee Engagement Quiz

The personal relationships between a manager and his or her direct reports is actually one of the most influential factors affecting employee engagement. When there is a positive and supportive relationship between a manager and their team members, it can lead to increased trust, open communication, and a sense of belonging. This, in turn, can enhance employee engagement and overall job satisfaction. On the other hand, a strained or negative relationship can have a detrimental effect on employee engagement, leading to decreased motivation and productivity. Therefore, the statement that personal relationships between a manager and their direct reports is one of the least influential factors affecting employee engagement is false.

Compensation is not one of the 3 key drivers of employee engagement because while it is an important factor in attracting and retaining employees, it does not necessarily directly impact their level of engagement. Employee engagement is primarily influenced by the quality of the relationship with their direct manager, their belief in senior leadership, and their pride in working for the company. These factors relate to the emotional connection, trust, and sense of purpose that employees have in their work, which ultimately drives their engagement and commitment to the organization.

The statement suggests that individuals with higher levels of education (post graduates) are more likely to disengage compared to those with lower levels of education (college graduates or high school diploma). This implies that higher education does not necessarily guarantee higher levels of engagement or motivation in individuals.

Negative emotions are actually more contagious than positive ones. Studies have shown that negative emotions such as stress, frustration, and anger tend to spread more easily among individuals in the workplace. This can have a detrimental effect on employee engagement as it can lead to decreased motivation and productivity. On the other hand, positive emotions like happiness and enthusiasm can also be contagious, but they are not as strong in spreading as the negative ones. Therefore, the correct answer is False.

The correct answer is 40-49. This age group is more often less engaged compared to other age groups. This could be due to various reasons such as mid-career crisis, lack of motivation, or feeling stuck in their current position. Additionally, individuals in this age group may be dealing with personal responsibilities such as raising a family or caring for aging parents, which can contribute to their lower engagement levels.

The correct answer is 20%. This means that engaged employees are more committed to their current employer and are less likely to be swayed by a small increase in salary. They value factors such as job satisfaction, work-life balance, and opportunities for growth and development more than just monetary compensation. Therefore, it would take a larger increase in salary, specifically 20%, to entice an engaged employee to move to a new employer.

Engaged employees are more motivated, productive, and committed to their work, leading to higher levels of performance and productivity. This increased engagement can result in a significant boost to a company's overall performance. The range of 200% - 250% suggests that companies with engaged employees can outperform those without by two to two and a half times. This indicates the substantial impact that employee engagement can have on a company's success and highlights the importance of fostering a positive and engaging work environment.