Work Engagement Profile - Self-Scoreable

Work Engagement Profile - Self-Scoreable

Ignite employee engagement with critical intrinsic rewards

What motivates people to do their best work - to go the extra mile?

Broadly speaking, two kinds of factors shape employee engagement: extrinsic rewards - pay, benefits, promotions, awards and so on - and intrinsic rewards - psychological rewards that fuel engagement by providing a positive emotional charge.

The Work Engagement Profile is uniquely focused on measuring intrinsic rewards and providing insights that can directly affect your organisation's bottom line because it addresses work engagement at the core level - the employee.

The assessment measures four intrinsic rewards: meaningfulness, choice, competence and progress.

This 20-page booklet includes the self-scorable assessment, interpretive information on scores, actionable steps to increase the level of those rewards and a development planning worksheet.

Benefits of the Work Engagement Profile:

• Helps individuals understand the level of the intrinsic rewards they are receiving from their work
• Measures the four intrinsic rewards that influence engagement: meaningfulness, choice, competence and progress
• Identifies options to help increase engagement in the workplace
• Is effective in one-on-one coaching, leadership development and team building
• Can be used alone or in combination with other CPP tools such as the Myers-Briggs® and FIRO-B® instruments

Features of the Work Engagement Profile:

• 24-item self-scorable assessment is quick and easy to administer
• 20-page booklet includes interpretive information on scores and offers actionable steps to increase levels of engagement
• Free downloadable technical brief discussing the assessment's history, reliability and validity
• The Work Engagement Profile is an A-level assessment
• Referenced in Intrinsic Motivation at Work (2nd Ed.) by Ken Thomas, published by Berrett-Koehler Publishers

Having used the Work Engagement Profile as a consultant and instructor, I can say that it has extraordinary value because it gets to the very heart of people's attitudes about their work. The information the assessment generates provides exceptionally helpful data for developing training, consulting and OD strategies.
Joseph F. Albert, PhD, Assistant Professor, Department of Organizational Leadership, Gonzaga University

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