It seems like most organizations these days are spending significant time, money and energy in an effort to drive up employee engagement through surveys or other efforts. But, is that investment really paying off?
The engagement survey is a seductive mistress for leaders and human resources professionals. After all, who doesn’t want to have engaged employees?
Most employee engagement experts speak with great assurance in their voice when they tell you that engagement drives improved performance. And even better, the employee engagement survey is finally a way quantify the impact of the “softer” work we do in human resources on talent development and motivation.
“Not so fast, my friend”
Win, win, win. We often don’t even need a business case to make the investment in employee engagement. It just seems to make too much sense.
But, as ESPN’s college football analyst Lee Corso is fond of saying, “Not so fast, my friend.”
The engagement survey is a seductive mistress for leaders and human resources professionals.
Because so many organizations have been seduced by the siren call of engagement surveys, they’ve neglected to do some of the really important work necessary to unlock the real power of employee engagement. There are a few fundamental questions to answer that will guide you in pursuing employee engagement in a way that is more likely to produce a measurable impact on your organization’s business results.
As you think about your employee engagement efforts, start with these questions before you make and investments or decisions.
