But, that collection often relies on an engagement survey, with stock questions based on – credible – research about engagement drivers. BUT questions that limit insight, that set sights low.
Recognition, understanding the vision, development, etc are intrinsic to engagement. They can be useful to measure. They contribute to how people feel, to commitment levels.
But are you looking at symptoms, not cause?
Are you doling out a paracetamol for the headache, or getting at the problem?
Elevate what you collect. E.g. Understanding vision is one thing. Working towards it, another. Being inspired by it, that’s another thing again.
Your people are smart. They know best what works and what needs fixing. They’re capable of balancing their interests, the organisation’s and the customers’.
Ask them wide-open questions about how you can function better, because ultimately, that’s what allows engagement.
You’ll understand, you can act. You’ve raised the stakes – now you can raise performance.
