Posted by: rayseghers | November 29, 2010


One criticism of engagement surveys is that they promote an “entitlement mentality.”  This is somewhat of an anti-employee attitude.  To be fair, some engagement consultants do place so much emphasis on pleasing employees that a backlash may have been warranted.


A good engagement survey ought to look at the needs of the organization as well as the needs of the employee.  As mentioned in my previous blog post, it doesn’t have be Business versus Employee.


A good engagement survey measures a lot more than just engagement.  Of course it must measure the workplace drivers of engagement but it should also measure other outcomes such as customer satisfaction and productivity.


A good engagement survey must match the culture of the organization so that the organization is comfortable using the results to improve the organization for its sake and the sake of its employees.



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