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Engage : The Employee Engagement Blog

Comments - 5

  1. First, they are hardly mindblowing, certainly not new and not very helpful. No. 1 that’s no surprise, people answer survey questions all the time and have no intention of actually taking action on their response. THis is an attention-getting blast at best. If the statistic were accurate then turnover would be 50% and of course it is not. No. 2, again who is going to answer a survey question saying recognition doesn’t matter. No. 3, Successfully managed companies grow faster than poorly managed companies. Successful companies typically have more highly engaged employees, the engagement being the result of the success and not the cause of the success. I’ll give you No. 4 & 5, 6, but what’s the point? You’ve completely lost it/ misled with number 7. The only people who use that measurement are the folks selling EE. Even a tiny bit of common sense or critical thinking would expose this crazy claim. None of the studies state that EE is the cause of success, only that successful companies have more highly engaged employees. Imagine that. You use it here for your purpose without the slightest bit of proof that the 202% is the result of EE. Those studies are merely stating that successful companies have more highly engaged employees. None of the studies, whether business2Business or Gallup or any other actually attribute the performance to engagement, not one. The all too hungry readers draw that conclusion because it suits their objective. Here’s a simple test, successful companies have great leadership, management, products, sales and marketing, and customer service and their employees are engaged. Less successful companies are lacking in more than one of those attributes, how likely is that an EE initiative will fix what’s wrong? Pretty silly wouldn’t you agree? Especially when there are no reports of EE/EX initiatives actually improving business, that after spending billions. More proof, do you place a major portion of your fees at risk pending the client’s assessment of the value of your work? That should tell you a lot about the value proposition.

  2. Jim Smith : Your response is typical for leaders who fail to engage employees. Engagement is the reason high performance organizations are successful. Engaged employees make a choice to put forth more effort which translates into higher profits, greater productivity, lower turnover and absenteeism and many other metrics. In fact every metric will show improvement when employees are engaged, without exception. You represent the cynical, arrogant, pompous business person who will never experience the type of success engaged employees bring. People should not have to spend a third of their life in an environment where they are not valued and their contributions don’t matter. The cost to engage is time and attention. It is very simple and the rewards reach beyond the average business owners wildest dreams.

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