Posted by Mark Murphy on 14 July, 2019
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Employee Engagement Statistics Are Missing 2 Critical Groups Of Employees
You've undoubtedly seen the traditional employee engagement statistics that categorize people into simple buckets like engaged employees, disengaged employees, actively disengaged, and more.
But these employee engagement statistics are deeply flawed because they're missing 2 large groups of employees: Motivated But Unhappy employees, and Happy But Unmotivated employees.
Why You Shouldn’t Use 5-Point Scales On Employee Engagement Surveys
5-point scales are what you most commonly find in employee surveys (think of a Likert-type scale ranging from Strongly Disagree to Strongly Agree). In many situations, 5-point scales are just fine, and psychological and sociological researchers use them to great effect. However, in the world of employee surveys, the 5-point scale has a fatal flaw.Never Ask Employees If They're 'Satisfied' On Employee Engagement Surveys
Satisfaction, a concept often measured by questions like “Overall, I am satisfied with company ABC” or “I am satisfied with my job” is too weak to help you improve employee engagement.Artificial Intelligence Is Radically Improving How Quickly You Can See Improvements In Employee Engagement!
While many companies are still only attempting to use AI, Leadership IQ is actually doing it! Leadership IQ combines its AI-driven survey practice with multiple regression analysis to precisely isolate different parameters that influence an organization’s engagement with its workforce.On Employee Engagement Surveys, Never Ask A Question You Don't Know How To Fix
Our test on employee engagement surveys has discovered that only 22% of companies get good results on their employee surveys!
Why is that number so low? One big reason is that most companies ask terrible questions on their surveys. And specifically, they ask questions that they don't know how to fix.
Quiz: What's Your Organizational Culture?
What's your organizational culture? Is your culture a meritocracy, or do the people with the best connections get ahead? Are people collaborative or competitive? Are jobs predictable or constantly changing? What's more important: breakthrough innovation or consistency & predictability? These factors (and more) will determine whether your organizational culture is Enterprising, Dependable, Hierarchical or Social.This Chart Shows Why So Many Change Management Efforts Fail
It’s a truism of change management that it’s easier to change a troubled organization than it is a successful one. Why? Because, in a troubled organization, remaining in the status quo seems pretty unappealing.The Top Employee Engagement Companies
Big News!
Leadership IQ has just been named one of the Top 10 Employee Engagement Survey Providers in the world by HR Tech Outlook Magazine!
Tip: Test if you have the ‘Coaching Mindset’ with these 3 questions
Managing isn’t bad, but… Coaching gets employees emotionally connected to their work, so they want to do that work. The following 3 questions are designed to assess your current ‘Coaching Mindset.’
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