The state of engagement is often described as being in the flow or in the zone. In this state, the person is fully focused on the task at hand to the extent of forgetting everything around them and even losing sense of time. Among other individual and organizational benefits, the state of engagement is associated with increased individual performance, which consequently has an impact on group performance.


The Engagement Factors Model (based on Job Demands - Resources Model by Bakker and Demerouti, 2008) assumes that work engagement is affected by 2 types of factors:

  • demands - work-related factors that require physical, cognitive and emotional effort;

  • resources - factors, which help to deal with the demands in order to achieve work-related goals.

The right balance, when demands are challenging and resources sufficient, leads to employee engagement and increased job performance.

Employee engagement model.png

Valuable Work helps organizations measure the level of their employees' work engagement in all 3 of its components - effort, focus, and emotions. Valuable Work also analyzes which of the engagement factors (personal, work, and organizational demands and resources) have the most significant impact on employee engagement and how they can be optimized.

Valuable Work helps organizations​:

  • measure the level of employees' engagement at work;

  • determine the most significant engagement factors among people in a particular organization;

  • develop suggestions for increasing the level of engagement in the organization.