Vertical Relationship – Is this person’s relationship with their superiors collaborative, supportive, and respectful?

Rewards & Recognition – Do this person’s efforts deem worthy of celebration because they are going above and beyond the basic requirements expected of them?

Upward Mobility – Does this person express interest in expanding their career within the organization by increasing their own involvement and/or skill sets?

Meaningful Work – Does this person feel positively challenged by their work and understand how their work contributes to the greater purpose of the organization?

Employment Balance – Does this person believe that their sense of compensation, work load, work conditions, and benefits are fair?

Team Player – Does this person go out of their way to support fellow co-workers, even if it’s outside their own role and responsibility?

Community Builder – Does this person engage in and support the social connections between co-workers to build a stronger sense of community within the organization?

Organizational Pride – Does this person openly express how proud they are to be in the organization and do the work they do?

Together, these eight universal factors of employee engagement can be used to help a leader assess each individual person’s engagement within their team and organization. Once we understand these factors, we can begin to understand the different levels on the Dance Floor Theory™ Engagement Pyramid.