Let’s redefine employee engagement in 2016
If you feel like you’re in a rut at work, you aren’t alone. A recent Gallup poll found that 67 percent of workers aren’t engaged—or worse, they’re actively disengaged—a number that’s been pretty stagnant for the past 16 years.
Somehow, despite the best of intentions, corporate culture has taken a misstep. That’s why it’s time to ditch those well-used annual engagement surveys and redefine how you view and measure employee engagement.
Where The Traditional Approach to Employee Engagement Goes Wrong
When a company gets employee engagement right, you see improvements in productivity, satisfaction, and commitment. When it misses the mark, the energy in the room isn’t the only thing that might trend downward.
Employee engagement efforts typically follow a cycle: The annual survey goes out, people (hopefully) complete it, results are compiled, a report comes out, and new initiatives are tested until the next survey rolls around. This rarely produces long-term results—and here’s why.
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