Engagement and Performance are both key areas that a manager must manage. An organization filled with folks who hate their job or who are unable to perform is headed for disaster. It really is quite unfortunate then that "Performance" and "Engagement", despite their importance, are incredibly squishy concepts that depend on unique efforts and experiences of every member of a team. This presents a daunting challenge to managers, that few appear to be meeting well. 

However, this may be because the tools that we use to approach problems within the workplace lead us to the wrong conclusions about how to achieve important, but squishy goals.

Organizations are immensely complicated social structures whose engines run on human creativity and effort. As a consequence, diagnosing what is and isn’t working as intended can be incredibly complicated. This high degree of complexity is, in fact, why we developed the Flow@Work model of engagement. We believe, based on review of the available evidence, that engagement is at the core of understanding how well the processes and structures of a given business are working for those who work within it. 

So, you have gone through the survey process, carefully reviewed the results, and decided on how to respond to the results. Now you are left with the most important part of all, deciding on the questions that you will need to answer going forward. Put another way, how do we ensure that our next survey process leverages what we have learned, builds on what we plan to do, and answers the questions that are central to the organization?     

All right, so you’ve gone through all of the project planning, completion rate checking, and response window timeline extensions necessary to bring your engagement survey process to a close. You may have even chosen to make this process as simple as possible on yourself, by using Engage SURVEY. Now you are left with the most important question:  

So, you’ve made the jump and invested the time and resources necessary to establish a measurement process for employee engagement. Amazing, great stuff! Pat yourself on your back, you’ve saved yourself and the organization from a large number of future headaches. 

Measuring and trying to increase “Employee Engagement” is all the rage these days.  And with good reason.  Organizations whose employees measure higher on engagement scores outperform their lower-scoring peers on virtually every business metric.