When it comes to employee engagement surveys, you don’t always get what you pay for.
Consider this: Many years ago, a municipal organization I worked with in a previous role spent $150,000 on an employee engagement survey. The results were good and the report was nice to look at. But there was just one problem: nobody could do anything with the results!
Engagement was not linked to other critical indicators such as performance ratings, resignations, promotions, or instability of managers. It was hard to delve into the WHY of problems. As a result, the HR team couldn’t get the buy-in needed to develop key programs.
