Employee Engagement is one subject that has consistently made headlines in news, surveys, blogs, and is always an important discussion point with every single senior executive cutting across functional areas. Almost all of us think and believe that the quality of employee engagement in on organisation is directly correlated with its results.
As leaders, why do we spend so much time trying to fix our employees’ circumstances? If we’re listening to conventional management wisdom, we probably believe (or hope) that a stress-free, obstacle-free working environment will magically turn everyone into happy, productive employees.
That’s why we distribute employee engagement surveys – to find out how we can create the perfect workplace. You know the place: where processes run smoothly, no one ever gets frustrated and we get to work with our BFFs. So we hand out the surveys, compile the responses, create action plans, implement the suggestions, and are rewarded with new levels of productivity. Right?
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