The EEI model

During the last decade Ennova strived to develop the market’s best employee engagement model. We call the model The European Employee Index ® (EEI).

Ennova has developed the The European Employee Index ® (EEI) model in cooperation with our largest clients, independent advisory boards, and business schools across Scandinavia. Every year, this resulted in new insight into what creates employee Engagement. The research and development of the model has been done on the basis of an annual survey, which has resulted in conferences, a yearly publication, and one of the market’s best international benchmarks for our business partners.

As the figure shows, Motivation & Satisfaction is the personal equation that each employee makes, by comparing their experiences at work with their expectations of working life. The model behind the European Employee Index® provides the answer to what it means to be motivated and satisfied at work, and how that affects our behaviour.

The employees’ job motivation, satisfaction and loyalty (objectives) are the result of a number of factors related to the employees’ perception of the job and the workplace. In the EEI model, these factors have been grouped into seven drivers, which have been defined on the basis of theory and more than ten years of extensive surveying. The drivers are the »levers« that the company and the individual manager can »pull« in order to improve motivation, job satisfaction and loyalty.

Explanation of the model’s objectives:

Motivation

Motivation is primarily developed during working hours and expresses the feelings that employees attach to or experience when performing their job. Motivation represents a more fleeting state of mind than satisfaction and may therefore vary from day to day or even from task to task. Motivation to a high degree effects the Commitment of the employee and has a positive effect on absenteeism.

Satisfaction

Satisfaction is primarily developed during working hours, but may also arise outside working hours and reflects a sense of belonging to the job itself and to the company. Satisfaction most often arises in that employees compare their notions of a good working life with the situation they have achieved in their present job. Satisfaction represents a high degree of clarity about the job and is closely related to the degree of retention that the employees exhibit.

Commitment

Commitment is primarily displayed on the job and constitutes the efforts that employees make above the formal requirements or expectations that the organisation may have of the performance of their work tasks. Commitment may vary – also in the short term.

Retention

Retention represents behaviour that is primarily displayed outside of the company. Retention represents the highest degree of affiliation that employees can have with their place of work. A consequence of low retention could be that employees will leave their jobs. The drivers and objectives have been developed through the work Ennova has made on EEI. Each year the results of the survey gives us further understanding into what drives employees.

> Print