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Research reveals how to drive employee passion


The results of a new study reveal precisely what defines employee passion and what organisations need to do to create and sustain it within their workforces.

The Blanchard study, Employee Passion - The New Rules of Engagement was designed to both characterise employee passion and create a reliable measure of the factors that influence such passion in the workplace. By gathering data from new research as well as drawing on earlier Blanchard research, over 70 potential elements influencing employee passion were isolated.

Using these potential elements as a foundation, Blanchard then conducted an email survey of 25,000 mid-level managers and frontline employees from international companies. Analysis of these results revealed eight key factors that influence employee passion. These are:

1.Meaningful Work – people feel their work is worthwhile and connected to a larger purpose

2.Collaboration – an environment where motivation and inspiration are prevalent, and where people work together to succeed

3.Fairness – the organisation itself and leaders within the organisation treat both the employee and the customer fairly and just

4.Autonomy – management style is collaborative and participative

5.Recognition – people are praised and appreciated

6.Growth – opportunities exist for people to learn and grow professionally, developing skills that lead to advancement

7.Connectedness with Leader – having a solid relationship with one’s leader

8.Connectedness with Colleagues – having a strong relationship with colleagues and co-workers

As well as identifying these eight key factors of employee passion, the survey also sought to measure the emotional state of mind created by these factors. This included an individuals’ intent to stay with their current organisation and whether they would recommend their current organisation as a good place to work. Further analysis determined the need for all eight key factors to be present to influence an employee’s commitment to the organisation, their current job, their intent to stay with the current employer, and their intent to recommend the employer to their peers.

Blanchard’s findings appear conclusive: if companies are to attract and retain effective employees, and avoid the costs of replacing and rehiring staff, they must provide meaningful work, autonomy, recognition, collaboration, room for growth, and create an environment where people can connect with their leaders and colleagues.

For more information about Employee Passion: The New Rules of Engagement, visit:


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