The stronger an employee's relationship is with each of the six engagement components, the more engaged the employee will be with the organization as a whole.
	Engagement is more than just satisfaction or commitment. It emcompasses both as well as work relationships, including a current and future context. High engagement should be viewed as a precursor to top performance.

While engagement itself is best assessed through actual performance, our engagement index measures the top influencers of engagement, as identified through extensive research using both qualitative and quantitative assessment methods. Burke's engagement model is comprised of six components as shown below.

Company - Sense of loyalty to company; pride in working for company; willingness to advocate. Manager - Having a strong, engaging and effective work relationship with manager. Work Group/Team - Having good work relationships with colleagues; having a mutual commitment to quality. Job - Having enjoyment and enthusiasm in coming to work with overall satisfaction with job; strong job fit; sense of accomplishment. Career - Seeing potential for career development beyond current job. Customers - Having an effective relationship with customers; feeling appreciated for the work done for customers.

Beyond assessing the key engagement influencers in our six component approach, we are able to identify the specific drivers of engagement at a very specific level, by looking at the relationship between each survey item and the EEI.