http://tao-of-it.com/2009/09/16/the-fallacy-of-measuring-employee-engagement/ Helping IT Leaders Optimize, Align and Grow Mon, 30 Nov 2009 23:09:24 -0600 http://wordpress.org/?v=2.8.4 hourly 1 http://tao-of-it.com/2009/09/16/the-fallacy-of-measuring-employee-engagement/comment-page-1/#comment-95 Ralph Thu, 08 Oct 2009 14:28:11 +0000 http://tao-of-it.com/?p=1191#comment-95 At my job, Gallup has just completed the second set of surveys for employee engagement. Supposedly management was doing something to make the second survey better. Informal buzz suggests that employees do not feel more engaged and we wonder if the results will ever be announced. The questions, as you observe are superficial questions suggesting that managers actuall do think about making the workplace better for employees, The task we were supposed to work on in order to improve our engagement was (and we never actuall decided which to follow or had a second meeting to implement) was 1. Everyday I get to do something I like. or 2. I have a best friend at work. I don't regard either of those as a. useful to the company in performing it's mission or b. usefull to me in feeling sarisfaction at work. What I take pleasure in is making the company better (customer satisfaction through better service or options and business efficiency). It is interesting that those don't make the grade for employee engagement. At my job, Gallup has just completed the second set of surveys for employee engagement. Supposedly management was doing something to make the second survey better. Informal buzz suggests that employees do not feel more engaged and we wonder if the results will ever be announced. The questions, as you observe are superficial questions suggesting that managers actuall do think about making the workplace better for employees, The task we were supposed to work on in order to improve our engagement was (and we never actuall decided which to follow or had a second meeting to implement) was 1. Everyday I get to do something I like. or 2. I have a best friend at work.
I don’t regard either of those as a. useful to the company in performing it’s mission or b. usefull to me in feeling sarisfaction at work. What I take pleasure in is making the company better (customer satisfaction through better service or options and business efficiency). It is interesting that those don’t make the grade for employee engagement.

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