GAIS uses a recognised and research-based knowledge base
Built on research. Proven in practice.
GAIS is powered by a validated model developed and refined since 2015 to measure what truly drives employee engagement and job satisfaction.
In 2022, the research and model have earned international recognition in the peer-reviewed journal Labour.
The most important factors for employee engagement
Motivation and job satisfaction differs from person to person. Nevertheless, research shows that there are seven factors in particular that are important across industries, gender, age, level of education, geography, etc.
Purpose
Your job satisfaction increases if you feel that you are spending your working life on something with a purpose for you and others – and when you can see that your contribution in particular has value.
Mastery
When you have a sense of mastery, you feel that you are in control of the challenges you face during your working day. It is important for your job satisfaction that your tasks match your skills and that you have the opportunity to develop.
Balance
Your job satisfaction is affected by your perception of whether there is balance between the number of tasks and the time it takes you to complete them. But you are more than your job. Therefore, there must also be a balance between your work life and your private life.
Achievements
It is important for your job satisfaction that you know what you need to achieve during your working day and can see tangible results from your work.
It’s a question of clear goals and the feeling that you’re truly accomplishing something.
Leadership
The leadership you are exposed to is of great importance to your job satisfaction. It is important that you feel you have a good, trusting relationship with your manager, and that your manager is competent – both professionally and socially.
Influence
When you perceive a sense of influence at work, it is reflected in your job satisfaction. Co-determination is about having an influence and the ability to organise your own tasks. It is also about your perception of the balance between freedom and control.
Colleagues
Your colleagues are important for your happiness and your job satisfaction. A good collegial atmosphere is characterized by trusting relationships and valuable social and professional interaction.
Great engagement
boosts the bottom line
It is common sense to work purposefully to improve employee engagement. A research collaboration between Kraka Advisory and The Knowledge Centre for Job Satisfaction quantifies it as follows:
More on the bottom line
A 10-point increase in job satisfaction (on a 0-100 scale) is associated with 8% more on the bottom line.
socio-economic benefits
The total socio-economic gain from an improvement in job satisfaction of just one point (on a 0-100 scale) is 6,38 billion EURO.
Better
employee retention
Almost 1 in 5 employees with low job satisfaction change job within six months.
fewer sick days
On average, employees with the lowest job satisfaction take 12 more days sick per year than those with the highest job satisfaction.
Source: The Knowledge Center For Job Satisfaction and Kraka Advisory, 2020-2022. Research was conducted on the Danish Labour Market
Questions based on evidence - develop a common language and frame of reference
GAIS uses a well-defined, research-backed question set focused on the key factors that drive employee engagement
This creates a shared language and framework across your organization—making it easier to align, understand, and act. The consistent question set also enables benchmarking over time or against your industry.
In addition, you can add your own custom questions—tailored to specific challenges or drawn from GAIS’s broader question library.