• http://www.achievers.com/ Elyssa Thome

    Super helpful. Clearly employee engagement is a worthwhile investment (safer office!) but it can be difficult to make a convincing argument for something that strikes you as obvious. Thanks for providing useful data to take to the C-suite for an effective campaign!

  • jacque vilet

    China —- glad you shared the results of the Gallup survey. We need to be very careful of saying “engagement improves performance” in such a general way. What Gallup does that no other engagement survey (as far as I know and I have done some research) is to stick to things that are CLEARLY measurable: safety records, absenteeism, sick days, quality measurable as defects, etc. They do not use performance indicators like: profit, revenue, increase in stock price, happiness, etc. These indicators cannot be measured — flat out no. And many surveys seem to think differently.

    And the relationship between engagement and ANY indicator is not “causal” but a “correlation”. Meaning there is some relationship between the two —- but engagement doesn’t “cause” anything. There are a number of reasons why engagement may be high. In fact Dr. John Sullivan raises an interesting point and says: Maybe performance of the company increases engagement.

    So I cringe when HR people use the word “performance” without stating very clearly what the indicators are. And Gallup does that.