How DACI supports employee engagement

If employee engagement were easy, every organization would have a workforce full of enthusiastic, committed, and connected people.

In reality, engagement is complex. Our research shows that psychological safety doesn’t automatically deepen with time; it takes intentional practices to cultivate strong connections with employees.

Another factor that’s easy to overlook? How much ownership employees have. When teams make it clear who has the power to make decisions and include the right voices at the right moments, trust and engagement grow.

Decision-making frameworks (like DACI, RACI, RAPID, and more) bring structure to this process. There isn’t one that’s inherently “better” than the others – it’s important to find the one that fits your decision, stakeholders, and context. But, for the ease of understanding how these frameworks connect to engagement, we’ll look at the DACI framework in particular throughout this guide.

While it’s not an engagement model in and of itself, DACI is a helpful tool that gives employees a firmer understanding of how they fit into a project or process so they can take full ownership of their work – and feel more invested in the outcomes.

Key insights

• The DACI framework strengthens employee engagement by making ownership and decision rights clear.
• DACI is a decision-making framework that clarifies who does what in a specific project or process by assigning people to one of four roles: Driver, Approver, Contributor, or Informed.
• Clarity, accountability, voice, and trust are core drivers of engagement – and DACI operationalizes each of them.
• Among decision-making frameworks, DACI is especially effective for managers seeking clearer accountability on cross-functional teams.

What is DACI?

DACI is one of several decision-making frameworks that clarify who does what in a specific project or process. By assigning distinct roles – and outlining what each one is accountable for – it removes ambiguity and makes ownership visible across the entire team.

This framework uses a simple grid (often called a DACI matrix) to assign stakeholders to one of four roles: Driver, Approver, Contributor, or Informed. By mapping people to these defined positions, teams create shared clarity around leadership, input, and accountability – before they actually start any work.

DACI is a great decision-making framework to use when you’re trying to create clearer accountability on your team – when you need distinct ownership or a single person to make decisions on cross-functional projects. If projects are stalling, decisions are dragging on, or responsibility feels murky, DACI gives you a structured way to define ownership and move everybody forward.

For other situations, RACI or RAPID (which we’ll touch on a little later) might be a better fit.

What are the roles in the DACI matrix?

The DACI matrix spells out four distinct roles in any decision-making process: Driver, Approver, Contributor, and Informed. Each role has a specific level of responsibility, and it’s this specificity that prevents confusion, duplicated effort, and bottlenecks. Here’s a quick look at how these roles typically break down:

• Driver: The person who leads the process and moves the work forward.
• Approver: The person who makes the final decision, even if they aren’t involved with the nitty-gritty of all of the work.
• Contributor: The people who provide relevant expertise and input.
• Informed: The people who need to be kept in the loop on progress and outcomes.

Example of a DACI matrix

For this example, imagine that you’re a product manager preparing to launch a new feature. Previous launches have felt a bit like herding cats, so this time, you’ve used the DACI decision-making framework to provide unmistakable clarity about who’s doing what.

The Product Manager owns all of the progress, the VP of Product knows they make the final call, contributors understand their role is to advise (but not decide), and other relevant teams stay in the know without being pulled into unnecessary meetings or debates. Now, everybody can work on the new feature launch with more clarity and confidence, and fewer slowdowns and toe-stepping.

How do decision-making frameworks boost employee engagement and performance?

At first glance, frameworks like DACI might seem like nothing more than a simple project management tool. Sure, clear roles help keep things on track, but what do they have to do with engagement?

Surprisingly, a lot. Employee engagement is heavily influenced by clarity, accountability, voice, and trust – all of which are directly reinforced by decision-making frameworks.

Research consistently shows that when people understand how they contribute and feel their role matters, engagement increases. For example:

• Leaders demonstrating that people matter to the company’s success is one of the top three drivers of engagement. Decision-making frameworks help employees clearly see the role they play in the company's progress and wins.
• Confidence in leadership and opportunities for growth are top global drivers of engagement. Transparent decision-making strengthens both by clarifying authority and creating visible ways for people to input on decisions.
• Organizational trust – built through transparent communication, predictable decision-making, and dependable leadership – is positively linked to employee engagement. Frameworks support this by making responsibilities clear and reliable.
• Engagement and feeling heard go hand-in-hand. 92% of highly engaged employees report feeling heard, versus only 30% of those with low engagement. By clearly defining roles, decision-making frameworks create a structured space for input, making it easier (and more psychologically safe) for employees to share their expertise.
• Learning and development is another top global driver of engagement. Frameworks create space for this by clarifying who contributes and how feedback is used.
• Company performance is a major driver of employee engagement, too. Decision-making frameworks reinforce this driver by improving alignment with and execution of company goals.
• Connection and psychological safety don’t automatically increase with time. It takes intentional practices to build them, and publishing a decision framework along with roles for key decisions is one simple practice to do so.
• Research shows that accountability increases effort and the willingness to stay engaged with work. Frameworks like DACI make ownership explicit, which helps teams stay committed and accountable through the entire process.

When people know where they stand and how they’re expected to contribute, it’s easier for them to step up to the plate.

That clarity isn’t accidental – it’s built into how each DACI role is designed. The DACI framework reinforces engagement drivers in different ways, depending on the specific role a person is in. Here’s a quick look at how:

What is the difference between DACI, RACI, and RAPID frameworks?

DACI is just one of several decision-making frameworks designed to clarify roles and accountability. While they all share a similar goal – reducing confusion and improving execution – they differ in structure, emphasis, and ideal use cases.

There isn’t one that’s inherently “better” than the others. Ultimately, the best decision-making frameworks are the ones that fit your situation and stakeholders.

How to implement decision frameworks effectively

Like any other framework, DACI only works if it’s applied thoughtfully. Here are a few best practices to help you use it effectively on your team:

1. Start with the decision, not the chart: Be clear about what decision or outcome you’re mapping before you assign roles. For example, DACI works best when it’s tied to a specific project, milestone, or decision – not as a generic, organization-wide exercise.
2. Assign only one Driver and one Approver: Particularly in these roles, shared ownership quickly turns into unclear ownership. Pick a single Driver to move the work forward and a single Approver to make the final call. These are important choices, so be thoughtful here. These choices prevent bottlenecks and endless consensus conversations.
3. Be explicit about expectations: Don’t assume that everyone understands what their letter of the acronym means. Clarify what it looks like to be a Contributor versus Informed, including when input is expected and when decisions are final. If you’re unsure how to navigate these conversations, Culture Amp’s AI Coach can help you prepare, practice, and refine your messaging.
4. Revisit roles as projects evolve: As the scope changes or new people are brought in, update your DACI matrix. Keeping it current maintains clarity and strengthens accountability.

Better clarity, better engagement

Employee engagement doesn’t improve by accident – it improves when people understand their role, impact, and responsibility.

DACI won’t solve every engagement challenge your organization faces, but it does make ownership visible. And it’s this clear ownership that strengthens accountability, builds trust, and inspires people to invest more fully in their work.

Sometimes the most effective engagement strategy isn’t adding something new – it’s clarifying what already exists.

Engage your employees

Uncover the areas that will drive meaningful work for your employees and maximize impact to your business with flexible survey templates, industry-leading insights, and powerful analytics.

Learn more

FAQ

Is DACI the same as RACI?

No. While both are decision-making frameworks that clarify roles, DACI focuses specifically on decision ownership (Driver and Approver), while RACI is typically used to assign responsibility for task execution. DACI is often better suited for clarifying who leads and who decides on complex projects.

Can decision-making frameworks improve team performance?

Yes. By clearly defining decision rights and responsibilities, these frameworks reduce bottlenecks, minimize duplicated effort, and increase accountability – all of which contribute to stronger team performance.

How does DACI (or another framework) support a culture of ownership?

DACI makes ownership visible by assigning a clear Driver and Approver for every decision. When employees understand what they own and how they contribute, accountability increases (and engagement tends to follow).

Are decision-making frameworks only useful for large organizations?

No. While frameworks are especially valuable for cross-functional or enterprise-level decisions, they can also benefit smaller teams. Any situation where ownership feels unclear or decisions are getting stuck can benefit from a structured framework like DACI.