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Employee Engagement Assessment to Improve Work Environment and Incite Engagement

Employee engagement assessment is based on a comprehensive 6-factor model that ensures an in-depth look into the key indicators of employee satisfaction with a company. Use the test to get honest ratings about your company’s HR practices, management and L&D processes.

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Inside This Assessment

Mercer | Mettl’s employee engagement assessment has been designed by subject matter experts on the basis of a comprehensive 6 factor model. This model focuses on a meta-study of key organizational performance criteria. It also measures the stability index of employees based on their perception to strive for the organization.

The test consists of 92 (5 point Likert scale) questions across 6 factors or parameters and 18 sub-factors, and the stability index.


This Assessment is a part of following Skills Libraries

Employee Engagement Competency Framework

Get a detailed look inside the test

Competency Under Scanner

Employee Engagement


Indicator #1

Use this employee engagement assessment to understand the workforce's satisfaction with your company's HR policies, career opportunities, pay, benefits, etc.

Indicator #2

This employee engagement assessment offers insights into the employees' opinions about their coworkers, managers and leaders.

Indicator #3

Find out how your teams rate their overalls satisfaction with your company. This online employee engagement survey helps gauge individuals' sense of accomplishment and recognition while working for you.

Indicator #4

Gain honest reviews about your management, physical work environment and workplace diversity by rolling out this online employee engagement survey among your professionals.

Indicator #5

Mercer | Mettl's employee engagement assessment to measure your workforce's satisfaction levels with your work processes, tasks and other key areas necessary to ensure a healthy work environment.

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Step 4: Insightful Report

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Frequently Asked Questions (FAQs)

The normal probability distribution of scores of a particular norm group determines the proficiency levels required.

We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.

It is possible to do so for different job roles for your organization. We follow a scientifically valid benchmarking process. Please write to us and we would be glad to assist.

The data obtained through across industries and across verticals of various types of organizations is updated in the Mettl database periodically. Utmost care is taken such that the newly added data gets incorporated periodically while preparing the reports.

We have an exhaustive list of satisfied clients. Please write to us for such a request and we would be glad to work out a solution for you.

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