Bob’s sitting at his desk in Magneto Plus Plc. It’s 6pm and he’d love to be at home by now. But the system he’s working with has crashed twice already today – and if he doesn’t have his workload cleared by the end of this week, he’s going to miss an important deadline.
Bob checks his emails as he waits for the system to reboot. Click… he opens MagnoPulse, the company’s quarterly employee satisfaction survey. Right, he thinks, I’m going to tell them exactly how satisfied I feel.
Later that week, Carole reports to the board that employees are 47% somewhat satisfied, satisfied or very satisfied. This represents a slight drop since the last pulse survey – and it’s lower than the benchmark for the industry.
CEO Alex flicks distractedly through paperwork as Carole speaks. Of course he wants these scores to be better. But what exactly is he supposed to do with them? And what does satisfaction even mean? Does it really have any kind of impact on anything that matters?
This is the world of Employee Engagement 2.0. But it’s a world that’s about to change for the better.
Employee Engagement 3.0 is here – and it’s about to revolutionise your work culture.
In this blog post…
If you believe in employee engagement – but have been frustrated with the process and results – we have great news for you. Engagement 3.0 is a whole new ballgame…
1.0 The frustrating promise of engagement 2.0
- 1.1 What engagement research doesn’t tell us
- 1.2 Frustrations for senior leaders and teams alike
2.0 Why didn’t Engagement 2.0 deliver?
- 2.1 No link between employee voice and value creation
- 2.2 The timing of traditional employee surveys can be off
- 2.3 You need to ask the right employee engagement survey questions at the right time
3.0 Engagement 3.0: The promise finally comes true
- 3.1 Translating what employees say into useable, objective data
- 3.2 Opening channels between teams and senior leaders
1.0 The frustrating promise of Engagement 2.0
Happy teams, productive workplace. For the 30 years that the business world has been talking about employee engagement, this has been the promise.
Indeed, vast swathes of academic research have shown that engaged people perform better, stay with their companies, give better customer service, are more innovative and take less time off sick.
All of which sounds amazing. But as companies rushed to survey their teams, gaps and disconnects in the practice of employee engagement began to emerge.