Engage Sport

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Thomas Engage enables you to establish the levels of engagement within a workforce or team and identifies actions for making necessary improvements.

OverviewThe Science

Assess: Workplace engagement
Type: Questionnaire
Time: 5 minutes

Thomas Engage is an online survey that measures your organisation's engagement and helps you to leverage the benefits of truly engaged teams.


Its practical, solutions-led approach facilitates the provocative thoughts and critical conversations required to effect long-term, sustainable engagement and consequently assist your teams to achieve their full potential and maximise performance.

Use Thomas Engage to identify:

  • Areas of strength and vulnerability
  • Comparative levels of engagement across groups/segments in your overall organisation
  • An organisation benchmark against other UK sporting organisations
  • Your team's level of wellbeing
  • Management styles operating within your organisation 
  • Effective and sustainable change to improve performance across your teams

Want to see it in action? Check out our Buckinghamshire Business First testimonial.

Test author: Mark Slaski

Year of construction: 2009


Background and theory:

Thomas Engage (originally the Work Engagement Questionnaire) was developed by Mark Slaski at the University of Hertfordshire in 2009. Slaski grounded his research and development in the psychosocial theory of workplace engagement – that engagement is a positive experience resulting from the relationships you have, the role you do and the rewards you get in the workplace.

Thomas Engage was developed through both qualitative and quantitative methods. At first, focus groups were conducted with public and private organisations regarding the positive and negative aspects of work. Qualitative analysis of these focus groups informed the development of a 28-item questionnaire.

Statistical factor analyses were conducted to identify the underlying seven areas of engagement being measured by the questionnaire; Voice, Togetherness, Challenge, Freedom, Clarity, Recognition and Growth.

The seven-factor model of engagement is of great practical value to occupational psychologists and organisations wishing to maximise positive organisational outcomes as it identifies strengths and vulnerabilities within the organisation and at different levels such as team or department or region. In turn this informs the design of specific and targeted interventions aimed at raising engagement, wellbeing and job performance.


The Thomas Engage questionnaire is formed of 28 statements. An individual must indicate their frequency of experience on a 1-7 Likert scale (1 being 'never' and 7 being 'always'). The 28 questions are followed by two pre-set questions with free-text responses. Individuals will be asked to confirm several demographic factors at the end of the questionnaire.

Reliability and validity:

The initial 28-item questionnaire constituting Thomas Engage was piloted with over 2,500 individuals to provide data for quantitative analyses. A variety of sampling strategies were employed, including convenience and clustered random sampling. The total sample consisted of 65% males and 34% females, between 17 - 67 years of age.

Psychometric analysis of all these data revealed very high internal consistency of the WEQ28 (Cronbach's alpha = .96) and very good construct validity, confirming the unidimensionality of the scale. Structural equation modelling (SEM) suggested high construct validity of the final model, with each outcome variable able to explain a large amount of the variance in engagement. The results of content analysis of two open questions cross-validated these results.