HR-Survey > Competency Model > Engagement

Engagement Self-Assessment Comments

Definition: Engagement is the deep connection employees feel to their work, demonstrated through involvement, high energy, enthusiasm, and commitment to organizational success. It is strengthened when employees are aligned with company values and goals, understand their roles, remain aware of changes, and exercise autonomy while contributing meaningful impact through accountability and innovation. Engagement thrives in environments that support employee development, encourage input, provide feedback and recognition, and foster satisfaction, interpersonal relations, and trust between supervisors and teams. Ultimately, engagement reflects a culture where employees feel valued, supported, and inspired, creating both individual fulfillment and collective achievement.

360-Feedback Assessments Measuring Engagement:
Survey 1 (4-point scale; Competency Comments)
Survey 2 (4-point scale; Competency Comments)
Survey 3 (5-point scale; Competency Comments)
Survey 4 (5-point scale; radio buttons)
Survey 5 (4-point scale; words)
Survey 6 (4-point scale; words)
Survey 7 (5-point scale; competency comments; N/A)
Survey 8 (3-point scale; Agree/Disagree words; N/A)
Survey 9 (3-point scale; Strength/Development; N/A)
Survey 10 (Comment boxes only)
Survey 11 (Single rating per competency)
Survey 12 (Slide-bar scale)
Survey 13 (4-point scale; numbers; floating anchors)
Survey 14 (4-point scale; N/A)

The statements below can be used in your self-assessment (self-feedback) or performance appraisal as examples to demonstrate your "Engagement" skills. Creating a better engagement among employees means cultivating an environment where people feel genuinely connected to their work and empowered to contribute their best. It requires leaders to communicate purpose clearly so employees understand how their efforts advance shared goals. It also involves giving individuals the autonomy to make meaningful decisions, paired with the support and resources needed to grow. Strong engagement emerges when feedback, recognition, and open dialogue are woven into everyday interactions. Ultimately, it means building a culture where employees feel valued, trusted, and inspired to invest their energy in collective success.

Personal Connection

Personal Connection emphasizes the emotional bond and sense of belonging employees feel toward their work and the organization. It is reflected in pride, motivation, and positive attitudes, where employees see their roles as meaningful and feel personally tied to the company's success. Personal connection is about identity and attachment--employees who feel engaged recommend the company to others, enjoy their daily responsibilities, and find fulfillment in being part of the workplace culture. In essence, it captures the emotional resonance and attachment that makes work feel rewarding and purposeful.

I was an engaged and motivated employee.
I had a high level of engagement with the company.
I had a positive attitude toward working for the company.
I recommended Company as a great place to work.
I found work challenging and engaging.
I worked to develop and nurture an environment that supported highly engaged employees.
I was involved in day-to-day roles to contribute toward the success of the organization.
I was proud to be an employee of company.
I felt personally connected to the job and my work at the company.
I felt connected to the job and tried to do the best every day.

High Energy

High Energy emphasizes the sustained effort, resilience, and professionalism employees bring to their work each day. It is demonstrated through consistent hard work, going the extra mile, and maintaining a level of vitality that inspires coworkers to stay motivated and engaged. High energy is about stamina and persistence--employees who show up with focus, drive, and mental resilience build trust, earn responsibility, and strengthen team success. In essence, it reflects the physical and mental vigor that fuels productivity and creates a deeper sense of ownership and belonging within the workplace.

I went the extra mile strengthening the team's success, creating a deeper sense of belonging.
I had high levels of energy and mental resilience at work.
I put in extra effort to be recognized by peers and leaders.
I brought energy that inspired coworkers to give their best effort.
I excited teammates to feel motivated to stay engaged.
I consistently worked hard to earn greater trust and responsibility, deepening my sense of ownership.
I came to work each day with a high level of energy and professionalism.
I worked harder to enjoy more successes on the job.

Enthusiasm

Enthusiasm highlights the emotional and motivational dimension of engagement expressed through pride, passion, and eagerness to contribute, making collaboration more enjoyable and reinforcing the importance of work for the organization. Enthusiasm is contagious, spreading positivity across teams, encouraging problem-solving, and building momentum that carries the whole group forward. Enthusiasm is about joy, passion, and emotional commitment, creating a positive environment where employees feel connected, inspired, and proud of their contributions.

I was eager to find solutions to problems.
I was passionate about building momentum that carried the whole team forward.
I created a positive team environment where team members felt more connected to work.
I provided a level of enthusiasm that made collaboration for the team more enjoyable and rewarding.
I approached work with enthusiasm, pride, and a strong sense of the importance of work for the organization.
I was enthusiastic about coming to work each day.
I had enthusiasm and passion about my work.
I provided enthusiasm for coworkers that was contagious.
I was enthusiastic about getting involved in different aspects of the business.

Commitment

Commitment highlights the dedication and responsibility employees demonstrate through consistent effort, collaboration, and alignment with organizational values expressed in behaviors such as going the extra mile, fostering teamwork, and delivering superior performance to advance company goals. Commitment is less about emotional attachment and more about demonstrated loyalty and perseverance--employees show their commitment by supporting engagement initiatives, living the company's values, and consistently striving for excellence. Commitment is about acting with determination and responsibility to ensure organizational success.

I demonstrated commitment by fostering collaboration and consistently delivering superior performance.
I was committed to our company's success.
I was committed to working for the company.
I tried to do my best every day.
I demonstrated that I wanted to do my job.
I was dedicated to building strong connections with colleagues and contributed to high-quality work.
I committed to supporting employee engagement efforts.
I went the extra mile to finish work.
I showed commitment through meaningful collaboration and a focus on achieving outstanding results.
I was committed to the success of the organization.
I was committed to our core values.
I was committed to doing my best each day.

Alignment

Alignment emphasizes the connection between individual actions and the broader mission, vision, and strategic direction of the organization reflecting how employees ensure their decisions, attitudes, and daily work are consistent with company goals and values. Alignment is about confidence in leadership, trust in the organization's trajectory, and a shared sense of purpose across teams. In essence, it ensures that employees are not just doing their jobs, but are doing them in ways that reinforce the company's direction and collective objectives.

I had work, decisions, and attitudes that were connected to the broader mission, vision, and strategic direction of the organization.
I supported the direction the supervisor was taking the department.
I made decisions that were aligned with the direction of the company.
I was aligned with the department/organization goals.
I demonstrated a high degree of alignment with the mission and values of the company.
I recognized that the company was going in the right direction.
I supported the mission and vision of the company.
I was confident in being able to meet the needs of the job.

Impact

Impact highlights the tangible outcomes and influence employees create through their contributions going beyond being aligned with goals to focus on accountability, innovation, and the visible difference employees make for their teams, the organization, and even the community. Impact is demonstrated when employees take initiative, propose improvements, and see how their work produces meaningful results that are recognized and valued. Impact is about making a measurable difference that advances success and strengthens the company's presence internally and externally.

I encouraged employees to make improvements or take the initiative.
I implemented employee ideas and suggestions.
I gave recognition to employees for contributions made to the company.
I helped employees see how their work impacted the local community.
I had a positive impact on the organization.
I was involved in real opportunities that influenced decisions made in the department.
I encouraged employees to experiment with new approaches and proposed improvements.
I gave employees a strong sense of social responsibility and impact on the community.
I let employees know how their work contributed to a positive impact on the community.
I had a significant impact on the department.
I created effective and impactful teams.
I went above and beyond the job duties to help move the company forward.
I held employees accountable for meaningful outcomes.
I made a significant contribution to the department.

Autonomy

Autonomy emphasizes the freedom and trust employees have to make decisions, organize their work, and take ownership of outcomes. It is about independence in how tasks are approached, flexibility in managing priorities, and confidence from supervisors that employees can resolve issues without constant oversight. Autonomy fosters innovation, accountability, and creativity by allowing individuals to choose methods, tools, and workflows that suit them best. In essence, autonomy is about empowerment in the present--employees are trusted to act with discretion and responsibility in shaping how their work gets done.

I determined how best to complete tasks.
I enabled the team to resolve issues independently without always needing approval.
I trusted employees to take full ownership of projects without micromanaging them.
I enabled employees to have the freedom to make their own decisions.
I gave employees control over their schedule to be creative when needed.
I allowed staff to organize workflows in a way that best suited their needs.
I was able to make decisions that had an impact on the department.
I provided employees more autonomy to foster independent thinking and innovation.
I allowed employees to have flexibility over when tasks were to be completed.
I gave employees the ability to choose the methods and tools used to accomplish work.
I supported employees when they had to make decisions on the job.
I gave employees autonomy to make their own decisions at work.
I gave employees the authority to make decisions that impacted their daily work.
I permitted employees to make decisions.
I adjusted priorities when unexpected challenges arose.
I supported the decisions employees made.

Employee Development

Employee Development focuses on the growth and progression of employees over time by providing opportunities to learn new skills, take on challenging projects, and advance careers through training, stretch goals, and constructive feedback. Development reflects an investment in employees' future potential, ensuring they remain engaged, motivated, and prepared for greater responsibilities. Employee development is about cultivating long-term growth and capability creating a workplace where employees feel both trusted and supported in their professional journey.

I was willing to take training classes to help advance the department.
I gave employees opportunities to take on challenges that helped them grown as professionals.
I was involved in big and important projects.
I gave employees challenging tasks to maintain their engagement and prevent boredom.
I co-created opportunities that helped advance employee careers.
I gave employees an opportunity to develop new skills and work on cross-functional projects.
I helped staff identify areas for growth and offered constructive suggestions.
I provided stretch goals to employees to help them develop.
I provided others with opportunities to develop their career at the company.
I was willing to participate in training outside of normal working hours if it helped our department/company.
I gave team members an opportunity to grown and learn.
I supported career development and progression.

Role Clarity

Role Clarity emphasizes the individual's understanding of their specific responsibilities, goals, and contribution to the organization. It ensures that employees know exactly what is expected of them, how their role fits into the department, and how their work connects to the company's mission and bottom line. Role clarity is about precision and definition--employees have clearly communicated duties, measurable objectives, and a strong sense of purpose that guides their daily actions. In short, it is about knowing your role and how it matters.

I understood the company's history and vision for the future.
I understood how my job contributed to the bottom line.
I clearly understood my purpose and role in the department.
I ensured that employees had clearly defined goals for their job.
I understood job duties and responsibilities.
I understood the goals that needed to be accomplished.
I had a clear understanding of my job role and responsibilities.
I communicated clearly about roles and responsibilities.

Aware

Aware focuses on the broader organizational context and situational awareness employees need to perform effectively. It reflects being kept up-to-date on company changes, policies, operations, and expectations, as well as knowing where to seek guidance when needed. Awareness ensures employees are informed about developments beyond their immediate role, enabling them to adapt, collaborate, and align with organizational priorities. Awareness is about staying informed of the evolving environment and organizational dynamics.

I ensured that employees were aware of changes took place.
I was aware of business operations and worked with others to improve performance and benefit the organization.
I knew where to seek advice regarding pay or benefits.
I always kept employees up-to-date.
I ensured that employees were aware of what was expected of them at work.
I was aware of the company policies and procedures.
I was familiar with the employee handbook.
I kept employees informed about what was going on at the company.
I regularly kept employees informed of important changes.

Feedback and Recognition

Feedback and Recognition emphasizes the manager-to-employee flow of communication, where employees receive timely, specific, and constructive input on their performance and are acknowledged for their contributions. It is about guidance, reinforcement, and appreciation that strengthen confidence, skills, and motivation. Recognition highlights accomplishments and progress, while feedback ensures employees know how to improve and adjust before issues arise. In short, this dimension focuses on how leaders communicate value and direction back to employees, reinforcing their growth and validating their efforts.

I proactively identified, recognized and publicized great performance.
I provided feedback that was balanced, highlighting strengths as well as areas for development.
I provided feedback that led to visible changes or improvements.
I provided constructive feedback that helped employees grow.
I gave timely feedback to employees on their job performance.
I valued and recognized the efforts of employees.
I let the team known when they did a good job.
I acknowledged contributions publicly when appropriate.
I gave feedback that was specific and actionable, not vague or generic.
I acknowledged progress and accomplishments as they happened.
I celebrated team successes as well as individual accomplishments.
I promoted the employee survey as a good tool for providing feedback to the company leadership.
I gave feedback that strengthened employee skills and confidence.
I gave timely input that helps employees adjust their work before issues arose.

Input from Employees

Input from Employees highlights the employee-to-organization flow of communication, where employees are invited to share ideas, perspectives, and suggestions that influence decisions, processes, and outcomes. It reflects empowerment, respect, and inclusion, ensuring that employees feel their voices matter and that their input leads to meaningful change. This dimension is less about receiving guidance and more about contributing influence, giving employees ownership in shaping policies, practices, and the future of the organization. Input from Employees is about having a voice and shaping the organization collaboratively.

I considered employee input when decisions were made.
I enabled employees to give suggestions for improving the department.
I listened to employees.
I provided feedback to without hesitation to be acted upon.
I listened to ideas from others.
I respected and took employees seriously.
I encouraged employees to share ideas that improved processes and outcomes.
I valued contributions of employees during discussions.
I gave employees opportunities to provide input and influence policies and practices that affect their job.
I took employee suggestions seriously.
I kept employees informed about what was going on.
I gave employees a voice and say in important decisions affecting them.
I valued employee opinions and suggestions.
I respected employee input, even when it differed from others.
I included employees in discussions that affected the team's work.
I actively sought input from the team before making decisions.
I listened to the suggestions from staff.
I asked employees to share their perspectives on matters that affected work.

Supports Employees

Supports Employees emphasizes the role of supervisors and leaders in providing guidance, resources, and care to help employees succeed in their jobs and careers. It is about practical and professional support (such as offering clear direction, timely feedback, career development opportunities, and concern for wellbeing) that ensures employees feel backed and confident in their work. This dimension reflects the organizational responsibility to create a supportive environment where employees know they can rely on their leaders for help, encouragement, and growth.

I was concerned about employee's wellbeing.
I supported our team.
I was available to answer questions and provide feedback when needed.
I gave feedback that helped employees improve immediately, not just during annual reviews.
I let employees know if they're on the right track.
I actively supported career development of team members.
I gave advice and guidance when asked.
I supported employees so they felt good about working in the department.
I helped employees as needed.
I provided clear guidance and helped when needed.
I provided employees with support.

Satisfaction

Satisfaction emphasizes the emotional experience and fulfillment employees feel in their day-to-day work. It reflects happiness, enjoyment, and motivation, where employees look forward to coming to work, feel accomplished in their roles, and express long-term commitment to staying with the organization. Satisfaction is about the personal sense of joy and contentment that comes from doing meaningful work and being part of a positive environment.

I looked forward to coming to work each day.
I loved coming to work each day.
I always did my best at work.
I ensured employees were motivated, happy and committed to their work.
I was happy to come to work each day.
I was happy to be working here.
I enjoyed coming to work each day.
I got a sense of accomplishment from my job.

Interpersonal Relations

Interpersonal Relations highlights the social and relational bonds among colleagues that foster inclusion, collaboration, and morale. It is about building friendships, camaraderie, and trust that make work more enjoyable and fulfilling, both inside and outside formal tasks. Interpersonal relations are demonstrated through teamwork, social activities, and meaningful connections that strengthen belonging and engagement across the department. Interpersonal relations is about peer-to-peer connection and social cohesion creating a workplace that is socially engaging.

I had meaningful connections with colleagues that made work more enjoyable and fulfilling.
I connected with colleagues, managers and wider organization.
I worked well with other people in the department.
I built workplace relationships to foster a sense of inclusion and engagement.
I engaged with team members at a high level.
I enjoyed giving a helping hand if needed.
I engaged in social activities outside of working hours.
I formed a close connection to the people in the department.
I was involved in activities of the department.
I interacted regularly with employees.
I created strong social bonds at work contributing to enhanced engagement and motivation.
I fostered a sense of camaraderie and belonging among coworkers.
I was willing to participate in departmental social events.
I built trusted friendships at work that strengthened collaboration and morale.
I helped employees feel included and part of the team.

Values

Values highlights the principles and priorities that guide organizational culture and employee behavior reflecting belief in the company's mission, recognition of effort, and emphasis on safety, integrity, and teamwork. Values are about alignment with what the organization stands for and how contributions are appreciated, ensuring employees feel their work is consistent with shared standards. Values are about what the company stands for and how employees connect to those guiding principles.

I treated safety as a priority at the company.
I valued the employees who were committed to their job.
I placed a high value on employees who went the extra mile in their job.
I believed in the values of the company.
I valued employees in the department.
I valued the contributions that employees made toward the team's success.

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