I’m so heartened to see evidence that employers are still interested in fostering engagement in their workplace cultures — even in these times when “they should just be glad they have a job” is a management model that actually feels a little legitimate. Well-written engagement surveys are a very good thing. Scores that report all raves? Okay. Scores that are a little bit good and a little bit bad — even a lot bad? Fabulous!
But how can that be? Isn’t the name of the game to have great engagement scores? Actually, no. The name of the game is to have a great engagement culture. So what kind of scores should you look for if positive scores aren’t the goal? Answer: Accurate ones. Well, that’s self-evident, but perhaps not for the reasons you might think.
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